Working for us

The College uses equality data to understand our workforce profile, this enables us to identify areas of strength and vulnerability and eliminate any adverse impact on equality. Allowing us to target and support areas of under-representation, enables positive action interventions and, by compiling trend data, helps inform future planning, and policies.

Effective monitoring and use of the data also signals to staff and potential job applicants that the College is committed to equality and to supporting a diverse workforce, which contributes to the raising of our profile as an inclusive College.

Disclosing your Protected Characteristics

All Information that could be used to identify candidates or to make decisions based on their Gender, Age, Sexual Orientation, Religious Belief, Disability, Ethnicity or Nationality will be removed from the application form supplied to the recruiting manager. Once a candidate has been appointed this information will be stored within the HR System and can only be accessed by the individual and Human Resources.

When candidates are selected for an interview, they will be asked when confirming their interview slot if there is any support the College can put in place to enable the candidate to participate in the selection process.  This could range from alternative access to the building to having specific software available for skills tests.  If there is something that will enable you to participate in the selection process, please do not be afraid to ask.

Fife College takes its moral and legal responsibilities on Inclusion seriously.

We are committed to the elimination of all discrimination, advancing equality of opportunity and fostering good relations among all people.

Contact Us

We welcome all feedback.

If you have any comments or enquiries regarding Equality and Diversity, please email us.

Email us


Fife College reports

This ethos is further developed in the requirement to meet the Public Sector Equality Duties, which is encompassed in these documents:

Equality Mainstreaming Update Report 2021-2023 - Subject to Approval June 2023

Equality Mainstreaming Report - April 2021

Equality Mainstreaming Report - April 2019

Equality Outcomes - Progress Against Objectives - April 2019



Legacy reports

Reports from the former Carnegie College:


Reports from the former Adam Smith College:

Gender Pay Gap

From 2017, the College must publish and report specific figures about their gender pay gap.

The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

Gender Pay Gap Reports

Equal Pay and Gender Pay Gap Report 2022




Equality and Diversity Mainstreaming Report

The Equality and Human Rights Commissions General Duty requires public authorities, of which Fife College is one, in the exercise of their functions, to have due regard to the need to:

  • Eliminating unlawful discrimination, harassment and victimisation and other conduct that is prohibited by the Equality Act 2010
  • Advance equality of opportunity between people who share a relevant protected characteristic and those who do not
  • Foster good relations between people who share a protected characteristic and those who do not

The duty covers the protected characteristics of age, disability, gender, gender reassignment, pregnancy and maternity, race, religion or belief and sexual orientation. It also covers marriage and civil partnership with regard to eliminating unlawful discrimination in employment.

The College welcomes the opportunity to report on its commitment to equality and diversity, to describe the work already undertaken and how this will be developed further to enable the College to live up to the principles within its Equality and Diversity Policy.

Fife college logo

Gender Action Plan

The gender action plan for Fife College links to both the College’s Regional Outcome Agreement 2017 – 2020 and the Equality Mainstreaming Report April 2017. It is this linkage between two key documents of the College that ensures there is an institutional approach to gender equality where there are synergies between each and that actions taken to ensure gender balance extend through the College and into community and partnership working at all levels.

The strategic priorities from the Regional Outcome Agreement and the Equality Action Plan April 2017 to April 2019 from the Equality Mainstreaming Report have been interpreted into the Gender Action Plan and translated into five Gender Based Outcomes detailed below:

  • Provide accessible, inclusive and supportive work and learning opportunities based on positive action
  • Promote awareness of gender bias and engage with all stakeholders to address barriers
  • Continue to develop and share a robust evidence base to foster culture change and influence planning
  • Establish strong collaborative models to support gender balance within transitions
  • Create an gender friendly work and learning environment to develop confidence, encourage change and develop capacity for improvement


Disability Confident Employer

The Disability Confident scheme aims to help organisations to successfully employ and retain disabled people and those with health conditions.

Fife College has achieved Level 2 – Disability Confident Employer of the scheme and have made a commitment to –

  • Actively looking to attract and recruit disabled people
  • Providing a fully inclusive and accessible recruitment process
  • Offering an interview to disabled people who meet the minimum criteria for the job
  • Flexibility when assessing people so disabled job applicants have the best opportunity to demonstrate that they can do the job
  • Proactively offering and making reasonable adjustments as required
  • Encouraging our suppliers and partner firms to be Disability Confident
  • Ensuring employees have appropriate disability equality awareness

Keeping and developing the workforce -

  • Promoting a culture of being Disability Confident
  • Supporting individuals to manage their disabilities or health conditions
  • Ensuring there are no barriers to the development and progression of disabled colleagues.
  • Ensuring managers are aware of how they can support individuals who are sick or absent from work
  • Valuing and listening to feedback from disabled individuals
  • Reviewing this Disability Confident employer self-assessment regularly