Within the broader context of our People Strategy 2023-2028 and policies and processes around equality, diversity and inclusion (EDI), the Royal Botanic Garden Edinburgh is committed to achieving gender equality amongst our staff, students, volunteers, visitors, and all with whom we engage.
RBGE is a member of Advance HE’s Athena SWAN Charter and currently holds an Athena SWAN bronze award.
Delivering
Our most recent Athena SWAN Award Application details our commitment to gender equality and provides baseline disaggregated data on our people and organisation. This document discusses key areas related to gender equality including:
- Organisational culture
- Policies, practices and procedures
- Workloads, flexible working and work-life balance
- Recruitment and career progression
- The gender pay gap
- Gender balance in leadership and decision-making roles
Our gender equality objectives, actions and measures of success (targets) are laid out in the Action Plan at the end of the application. Work is ongoing to deliver these actions, under the guidance of our EDI Advocacy Group.
Resourcing
Delivering on our Athena SWAN Action Plan and Gender Equality Plan is resourced at senior level, forming part of the responsibilities of our Director of Resources & Planning, Director of Learning & Engagement, and Head of People and Organisational Development. Our EDI Advocacy Group, chaired by the Director of Resources & Planning, has 37 members and includes gender equality under its remit. Our People Strategy 2023-2028 includes a commitment to investing in learning and development opportunities and support, enabling us to deliver on EDI aims including gender equality. Our staff networks – including Pride and menopause groups – also help to support and promote diversity and inclusion.
Monitoring
Data on gender identity is collected confidentially and disaggregated for staff (via our PeopleHub dashboard), students and volunteers, Board of Trustees, and all recruitment applicants. EDI including gender equality is a standing item on the monthly Senior Leadership Team agenda and is also reported to the Board of Trustees annually. The gender pay gap is reported annually to Scottish Government.
Training and communication
Staff training and development is a priority for the People and Organisational Development team. All staff are required to complete regular equality in the workplace training, which has dedicated modules on gender equality and unconscious bias. Leadership training and coaching are provided to our emerging leaders. Gender equality and other EDI initiatives are regularly communicated to staff via our internal newsletter, The Seed.
Research and teaching
As a contributor to Scotland’s actions on the United Nation’s Global Biodiversity Framework (GBF), and a member of the Global Partnership for Plant Conservation, we are committed in our research to:
“Ensure gender equality in the implementation of the Framework through a gender-responsive approach, where all women and girls have equal opportunity and capacity to contribute to the three objectives of the Convention, including by recognizing their equal rights and access to land and natural resources and their full, equitable, meaningful and informed participation and leadership at all levels of action, engagement, policy and decision-making related to biodiversity.” (GBF Target 23).
And to “Ensure gender equality in the implementation of plant conservation and restoration actions by proactively implementing a responsive approach, encompassing the recognition of women’s rights, equitable access to plant resources and inclusive participation at all levels in decision-making processes, while highlighting the important role of women, as essential knowledge holders, in plant conservation.” (Global Strategy for Plant Conservation, Voluntary Complementary Action 23).
Our teaching content, much of which is delivered in partnership with higher education institutions including Scotland’s Rural College (SRUC) and the University of Edinburgh, aligns with Athena SWAN principles.
Measures against gender-based violence
Our Anti-bullying and Harassment Policy makes clear that bullying and harassment – including with specific reference to gender-based bullying and harassment – will be treated as misconduct. Serious and severe bullying or harassment, including gender-based violence, may constitute gross misconduct and result in dismissal.
For more information, please contact people@rbge.org.uk