Policies & Publications
Bòrd na Gàidhlig has developed the Corporate Plan 23-28 which sets out the work of the Bòrd until 2028 as we contribute to the delivery of the National Gaelic Language Plan. The Corporate Plan also sets the framework for the Bòrd’s annual operating plan. Progress against the Corporate Plan will be measured each year and the Plan will be reviewed in light of that as well as any changes in our operating context to ensure that our work is aligned with the most important needs.
Our work is also required to contribute to Scottish Government’s National Performance Outcomes and progress towards them will also be monitored.
Some of the PDFs on this page may not be accessible to screen-readers. if you require any of the documents on this page in another format, please email oifis@gaidhlig.scot.
Annual reports
Confidentiality Policy
Biodiversity Duty Reporting
Our Stakeholder Charter
Privacy Notices
Please find below Bòrd na Gàidhlig’s Privacy Notices:
Privacy Notice – Funding Schemes
Privacy Notice – Promotional Videos
Privacy Notice – Procurement Contracts
Privacy Notice – Recruitment and Employment
Privacy Notice – Contacts List
Privacy Notice – Research
Guidance-Processing Personal Data for Research Purposes
Privacy Notice – Surveys on Usage of Gaelic amongst Young People
Gender Pay Gap Reporting
Bòrd na Gàidhlig is continuously working to bridge the Gender Pay Gap and has introduced a new talent and success programme to track the development of key talent and to identify potential future leaders within the organisation.
Bòrd na Gàidhlig has made significant improvements in reducing its Gender Pay Gap over the past year. We are proud of closing our mean pay gap by 4.8% and our median pay gap by 3.1%, however we understand that more must be done to fall in line with the national average.
Bòrd na Gàidhlig has introduced a new personal development process tailored to the needs of staff member’s individual career aspirations and ongoing development. This is geared towards propelling staff on the right career path through the organisation.
Our Gender Pay Gap report was due for the year ending March 2020, however due to the pandemic this was delayed. Publishing this data provides the organisation with the opportunity to identify ways which we can make improvements across the board.
Due to the small staffing structure within Bòrd na Gàidhlig, our gender pay gap regularly fluctuates because of the composition of our workforce. We have 22 employees, so any change in staffing can have a major bearing on the breakdown of these figures.
Bòrd na Gàidhlig will continue to examine our internal and external recruitment process to ensure that we appeal to all. As standard, we regularly review working practices and monitor flexible working, internal promotions, salary, and recruitment.
Corporate Parenting and Children's Rights Reporting
As part of the Children and Young People (Scotland) Act 2014, Bòrd na Gàidhlig has now legally been designated as a Corporate Parent. This means that we now have statutory duties to fulfil with regard to looked after children and young people (LACYP) and care leavers. The responsibility for fulfilling these duties lies across the organisation, although ultimate responsibility lies with the Board and our Senior Management Team.
Executive Non-Departmental Public Body Framework Document
The framework document has been drawn up by the Scottish Government in consultation with Bòrd na Gàidhlig.
It sets out the broad framework within which Bòrd na Gàidhlig will operate and defines key roles and responsibilities which underpin the relationship between Bòrd na Gàidhlig and the Scottish Government and forms a key part of the accountability and governance framework.
Complaints Policy
Public Services Reform (Scotland) Act 2010
Section 31 and 32 of the Public Services Reform (Scotland) Act 2010 imposes a duty on the Scottish Government and listed public bodies to publish information on the following types of expenditure as soon as reasonably practicable after each year end:
- Public relations
- Overseas Travel
- Hospitality and entertainment
- External consultancy
- Individual payments greater than £25,000
Public Services Reform (Scotland) Act 2010
Expenditure and Payments over 25K
BnG Expenditure Apr 2023 – Mar 2024.
BnG Expenditure Apr 2022 – Mar 2023
BnG Expenditure Apr 2021 – Mar 2022
BnG Expenditure Apr 2020 – Mar 2021
BnG Expenditure Apr 2019 – Mar 2020
BnG Expenditure Apr 2018 – Mar 2019
BnG Expenditure Apr 2017 – Mar 2018
BnG Expenditure Apr 2016 – Mar 2017
Standard Contract Terms & Conditions
See below for Bòrd na Gàidhlig’s Stanadard Contract Terms and Conditions:
Standard Contract Terms Conditions Purchases of Consultancy Services
Standard Contract Terms Conditions Purchases of Goods
Standard Contract Terms Conditions Purchases of Services
Please note: Bòrd na Gàidhlig’s Standard Contracts are currently being updated. For further assistance or information while this work is in progress, please contact oifis@gaidhlig.scot
Equality
Equality duties
Under the Equality Act 2010 (Specific Duties) (Scotland) Regulations (the Regulations) Bòrd na Gàidhlig is required to publish progress on mainstreaming the public sector equality duty (PSED) and the outcomes the organisation has set every two years. Following changes in the Regulations, Bòrd na Gàidhlig must also publish statements on equal pay and information about board members. The full report of the programme of mainstreaming initiatives that the organisation has been working to deliver, together with progress towards delivery of the equality outcomes, can be found here: