Management policies and procedures

RSPB Safeguarding Policy

As an organisation that works with children and vulnerable adults, the RSPB acknowledges its duty of care to safeguard and promote the welfare of children and vulnerable adults. We are committed to ensuring our safeguarding practice reflects statutory responsibilities, government guidance and complies with best practice and regulatory requirements wherever we operate as a charity.

RSPB Volunteering Policy

Our ability to speak out for nature depends in part, upon the support of our volunteers.

The activities of our volunteers are crucial to our work and the RSPB seeks volunteer involvement wherever appropriate.

This volunteering policy aims to reflect the high esteem in which the RSPB holds volunteers. Volunteers are an established, valued and integral part of the RSPB. They enhance our work by bringing valuable skills, experiences and energy as well as their gift of time. They champion the cause and often challenge opinions and perspectives whilst demonstrating loyalty and commitment to our mission.

RSPB Equality, Diversity and Inclusion policy

Like nature our survival depends on diversity. Nature has no borders and neither do we. We recognise that everyone is individual and different and value what that difference brings to the RSPB. We want to support everyone to unlock their potential and better reflect the communities in which we work.

RSPB Gender Pay Gap

We have published our gender pay gap data in line with UK government legislation - see the download on the right hand side for our report. The gender pay gap looks at the difference between average hourly salaries of men and women across the organisation, and gender composition of workforce by seniority. We are continuing to work on ways to address our gender pay gap and some of these are highlighted in the report.

Executive remuneration procedure

All employees, including the Chief Executive and the Executive Board, are covered by the same remuneration policy, which is based on externally benchmarked salary bands. The remuneration policy is approved by Council and subject to periodic review.

To ensure clear governance and transparency, the remuneration of the Chief Executive is overseen by a committee comprising the Treasurer and Chairs of
Conservation and Communication; chaired by the Chair of Council. The performance of the Chief Executive is subject to formal appraisal against previously agreed measures and is discussed at an annual appraisal meeting. Any recommendation for progression is made in line with the RSPB’s pay policy for all employees. The Chief Executive is responsible for overseeing the salaries of the Executive Board in line with the same policy.

Conflicts of interest procedure

Following their election to the RSPB Council, each trustee receives a briefing pack outlining their role, together with information on the RSPB, its policies, structures and work. Each new trustee completes a register of interests and related party transactions - this register is updated annually and whenever any changes occur.