About

We’re Sculpture Placement Group (SPG), our mission is to innovate, support artists, and ensure that art is a vital part of everyday life. Through pioneering initiatives and creating useful tools, we’re breaking down barriers and creating opportunities for artists while supporting the wider arts sector to address the urgent challenges of the Climate Emergency.

At SPG, accessibility is paramount. We believe that art should be for everyone, which is why we strive to make our projects and tools barrier-free and easily understandable. Our commitment to accessibility extends to ensuring that all our resources are available free of charge, ensuring that anyone can engage with the arts regardless of their background or circumstances.

Ethical conduct is fundamental to our work. We operate with transparency, respect, and fairness, providing a safe and inclusive environment for all. From fair pay and safe working conditions to fostering open dialogue and collaboration, we prioritize the well-being and dignity of everyone involved with SPG. Join us in building a future where artists thrive, art is accessible to all, and the arts sector operates sustainably for generations to come, addressing the challenges posed by the Climate Emergency head-on.

Contact

email: info@sculptureplacmentgroup.org.uk

Address

Sculpture Placement Group
C/O Brett Nicholls Associates Herbert House,
24 Herbert Street,
Glasgow,
Scotland,
G20 6NB

Vision & Values

Sculpture Placement Group design, pilot and share new ways of working so that artists are better supported, arts organisations work sustainably and more people get to experience art in their daily lives.

We’re Sculpture Placement Group (SPG), our mission is to innovate, support artists, and ensure that art is a vital part of everyday life. Through pioneering initiatives and creating useful tools, we’re breaking down barriers and creating opportunities for artists while supporting the wider arts sector to address the urgent challenges of the Climate Emergency.

At SPG, accessibility is paramount. We believe that art should be for everyone, which is why we strive to make our projects and tools barrier-free and easily understandable. Our commitment to accessibility extends to ensuring that all our resources are available free of charge, ensuring that anyone can engage with the arts regardless of their background or circumstances.

Ethical conduct is fundamental to our work. We operate with transparency, respect, and fairness, providing a safe and inclusive environment for all. From fair pay and safe working conditions to fostering open dialogue and collaboration, we prioritize the well-being and dignity of everyone involved with SPG. Join us in building a future where artists thrive, art is accessible to all, and the arts sector operates sustainably for generations to come, addressing the challenges posed by the Climate Emergency head-on.

Environmental Policy 

Our Commitment:

SPG has put circular economic practices at the heart of all the projects we devise and deliver. We will strive to operate in an environmentally sustainable manner, ensuring our own operations, and those of the projects we instigate and collaborate on, are using the most sustainable methods and materials available.

We will work with partners to encourage environmentally sustainable behaviours, and we actively develop tools to help the arts sector work more sustainably. We developed and maintain the platform Circular Arts Network (CAN), which is a circular economy tool for the arts sector. We work with other sectors such as construction and manufacturing to facilitate the reuse of surplus and waste materials, for the benefit of the arts community. 

Context:

Sculpture Placement Group (SPG) is a small community interest company with a mission to introduce wider sustainability and circular economy practices to Scotland’s arts sector. As of April 2023, SPG employs four staff members who operate on a hybrid part-time basis at home and in office. 

In 2023, we were the beneficiary of a Step Up to Net Zero Coordinator, funded by Glasgow Chamber of Commerce. We welcomed Marine Engineer Niall McGrath to SPG, and in the 4 months he worked with us he produced a Net Zero Strategy and a number of guides for sustainable practice. Niall also made SPG a Carbon Emissions Calculator, which we have been using since March 2023 in order to calculate an organisation baseline which was achieved in March 2024. 

As a small company operating with a limited supply chain, SPG does not have a significant carbon footprint. Combined with our small staff and narrow commercial activities, this indicates that the measurement of SPG’s environmental impact is both straightforward and manageable for the company. Unfortunately, SPG’s residence in The Briggait prevents us from directly controlling our waste management processes and energy procurement, which may complicate emission estimations and inhibit the realisation of ‘quick wins’. As is typical for most organisations, Scope 3 emissions make up the majority of SPG’s carbon footprint as of 2023/24. To tackle this issue, SPG must evaluate its approaches to supply chains, travel planning, and waste management.

Conversely, the growth of SPG’s operations would improve sustainable and circular practices within the arts sector. Given the small-scale of SPG’s Scope 1 and 2 emissions, alongside our small supply chain, lack of energy management autonomy, and waste management power, investment into SPG’s growth over supposed ‘quick wins’ may yield greater contributions towards societal net-zero in the long term. Despite this, it remains essential for SPG to take affirmative climate action by setting goals and committing to reach net-zero by 2045 in line with Scotland.

The following list shows the actions we will take or have implemented to support this policy:

Actions 

Operations:

• Environmental sustainability will be everyone’s responsibility
• Where we have control over energy choices, we will select a green option
• When purchasing equipment, we will buy second hand or rent
• All staff have received Carbon Literacy Training and Accreditation
• Review and evaluate at least twice yearly

Travel/Transport: 

• We will encourage the use of public transport for all staff travel and encourage travel only when necessary
• We operate a Flight Free Travel Policy, as of Oct 2023. (Flights were responsible for 23.5% of our travel emissions in 2023/24)
• Active travel is encouraged within the staff team
• Transporting materials is unavoidable, however we commit to using eVans wherever practical, and have joined Co-Wheels to facilitate hiring eVans
• We will advocate demand by asking our transport providers for electric options
• We use and promote the use of cargo bikes for items delivered via CAN

Projects: 

• We actively devise projects that make use of existing artwork, rather than making something new
• We employ circular economy principles to our projects, ensuring any new artwork created has multiple lives built in at conception
• We are in the process of creating a legacy planning tool, to act as a decision-making aid to design out waste and interrogate the value of commissioning any new artwork, event or exhibition
• We ensure that all materials that are used in our projects are from recycled or surplus stock, and we reuse these materials, either in-house or passing on to others to reuse (via CAN)
• We source materials from as near to the site of production as we can to minimise transport
• We seek to collaborate with other orgs to identify resources and facilitate reuse of project-related resources
• We recently completed a research fellowship for Scotland + Venice, to make recommendations of how the project can be delivered ethically and sustainably in the future, the findings will be shared in due course, and already inform our organisational practices
• We seek to make visible waste streams and connect up supply and demand for reuse of those streams

Suppliers and equipment:

• We will work with suppliers who operate in a sustainable manner and who have an environmental policy of their own
• We request the most sustainable option from our chosen supplier
• We commit to expanding and sharing our ability to confidently identify and contract sustainable and ethical suppliers
• We hire or borrow AV equipment rather than buying new, or buy second hand if ownership is important
• We will buy equipment that is as energy efficient as possible
• We will pass on any surplus materials or resources via CAN, or share any assets we own via ARMS.

Communications:

• We will communicate digitally via e-mail, our website, social media or in person wherever possible and use print only when necessary. This will apply to publications, newsletters, leaflets and other communications materials
• Where print is required, we will aim to source suppliers who operate sustainably and use sustainable or recycled materials
• We will always encourage recycling of our printed materials

Digital:

• We have our website monitored by Neuto, to ensure it is running the greenest way
• We have a 200GB storage limit
• All staff encouraged to maintain good digital practices such as Wholegrain digital declutter here

Sharing and Influencing:

• We share our resources within the arts community
• We influence the arts community to work more sustainably
• We are a Green Arts Initiative member of Creative Carbon Scotland
• We are a member of Scottish Artist Union Climate Sub Committee
• We are a member of Circular Communities Scotland
• We are a founding member of the working group Arts Resource Management Scotland – developing ways to share assets and storage across the cultural sector

Net Zero:

• We have set a net zero target for greenhouse gas emissions of 2045, in line with Scotland’s Government and Creative Scotland’s sector target
• We aim to achieve net zero for carbon emissions across all programme and projects by 2030
• We will reference this policy with regards to every project we work on and will review this statement yearly, to ensure we are meeting each commitment and that our endeavours are in line with local and national government as well as other partners in the arts community
• We will monitor SPG’s carbon emissions in our Carbon Emissions Calculator, and in accordance with SPG’s Carbon Budget, and reduce as necessary to meet our targets

Fair Work

Context for the Development of this Statement and Action Plan

Fair Work First is the Scottish Government’s policy for driving high quality and fair work across the labour market in Scotland. It sets out a number of fair working practices which employers should adopt. The Fair Work Convention’s Framework defines Fair Work as work that offers effective voice, fulfilment, opportunity, respect and security. These are the criteria that we have used to frame this statement and action plan.  These principles are  visible in the attitudes, behaviours, culture and policies and practices within our organisation – demonstrating the value placed on fair and equal opportunity.

In preparing this statement and determining where we are on our fair work journey we have utilised Scottish Enterprise’s Fair Work Employer’s Support Tool in November 2023, when we were assessed as a developing organisation and again in March 2024 when we were assessed as a improving organisation. This improvement has been achieved through formalising previously informal channels for feedback, the development of a new staff handbook and recognition of a Trade Union for collective bargaining.  We have also consulted Culture Radar’s Illustrated Guide to Fair Work for the Creative and Cultural Sector in Scotland. 

Our Approach to Fair Work: 

Respect: is reflected in our Ethical Guiding Principle: everyone working for or with SPG deserves to be treated with respect and dignity. We operate a transparent working policy and staff and participants are encouraged to contribute their thoughts and opinions in a safe and judgement free environment. We are committed to providing fair pay and to provide safe and healthy work environments. We offer an enhanced sick pay scheme which has been utilised by employees with long-term health conditions including mental health issues. For employees such we offer counselling support, catch up meetings, return to work meetings and phased returns to work. We offer paid leave for fertility treatment. Twice annually, we arrange staff away-days. This gives staff a chance to feedback and team building opportunities. Information is communicated to staff verbally through staff meetings and one-to-ones. Information relating to sickness etc is also outlined in staff contracts and we will communicate these arrangements through our staff handbook (see Appendix 8 )

Opportunity: many of our staff have come to us at an early stage in their career, developing into more senior positions. Each has an annual training budget. In selecting artists, staff and partners use a scoring matrix to assess applications in a fair way and. We often request feedback on opportunity applications from staff  across the organisation rather than always relying on our Directors to make these selections. Staff are encouraged to pursue their own areas of research e.g Material Change was developed by our Digital Coordinator, Josh Hill. Research is supported through time and TOIL. Information is communicated through one-to-one meetings and recorded in half yearly review documents. These are included within the new staff handbook and we will research blind recruitment processes as part of our 2025-26 Action Plan. 

Effective Voice: we have established Effective Voice and actively engage staff in decision making through a fortnightly All Team Meetings- at which we rotate the chair between staff. Staff shape the programme through programme meetings which reviews current projects and priorities. This is communicated through ongoing dialogue, all team discussions and one-to-one meetings and will enhance this through a staff handbook. Our staff are in the process of appointing a Trade Union to represent all staff. 

Security: job security is a significant challenge within the sector and remains an ongoing challenge for organisations of our scale. Multi-year funding would offer greater job security. Core staff are currently employed on a year-to-year PAYE basis- the most secure form of employment we can offer. We are a Living Wage Employer and refer to SAU rates in appointing artists. We have two levels of salary for our staff and are transparent in this. We are supported in our HR and payroll arrangements by Glasgow Council for the Voluntary Sector (GCVS). These arrangements are outlined in our staff contracts and are incorporated into our staff handbook. 

Fulfilment: our staff have autonomy in their work and are supported through weekly check-in meetings to ensure confidence. We offer flexible work arrangements including home working to ensure that a good work/life balance is maintained. Staff do not generally work additional hours but if this is required a TOIL system is in place. Staff have travel and research opportunities which are supported through time allocated during working hours and TOIL where additional hours are required. .

Sculpture Placement Group Last Reviewed April 2024

Fair Work Action Plan 2024-26: 

In addition to the protocols already established around Fair Work we will implement the following in 2024-26: 

Respect: 

• We have written and received feed staff feedback on the staff handbook. Staff members’ feedback to the first draft has been used to update the handbook and it has been finalised. This will be reviewed on a yearly basis. 
• We will ensure that the well-established 6 monthly staff review procedure is completed in a timely fashion.

Opportunity:

• We will establish and formalise a clear development and training plan for each member of staff in line with their interests and training needs relating to the programme. This has been in place via a less formal arrangement until now.This will form part of regular one-to-one catch up meetings. 
• The Co-directors will research and review blind recruitment processes. 
• The project scoring matrix will be reviewed and updated if appropriate.
• Staff will be supported into development opportunities such as the Clore Future Leaders Programme and any others that are identified. 

Effective Voice: 

• We have now established and will continue to operate a rotating chair for our fortnightly Team Meetings. 
• Trade union membership will be available to all members of staff. 
• Artist and sector-wide consultation will continue to form an integral part of the programme approach. 

Security:

• 11 month contracts will be issued in June 24 with 3 year contracts to be issued once multi-year funding is confirmed and in place in March 2025. 
• We will review and implement the updated Scottish Artist Union and other industry rates annually. 
• Staff salaries will be reviewed and uplifted depending on funding levels. 

Fulfilment:

• Fair work principles including effective voice, respect and opportunity will inform the development and planning of Team Sculpture- Barnardos in collaboration with care experienced young people. 
• TOIL and Flexible working reviews will continue to form part of one-to-one catch up meetings.

Equality, Diversity, and Inclusion

Sculpture Placement Group is an action research organisation working across the UK and internationally. Our research is intended to support artists’ practice through well paid and ethical work opportunities, by finding ways for the visual arts in Scotland to work sustainably and by enabling many more people to engage with contemporary art. 

SPG is committed to encouraging equality, diversity and inclusion within our workforce, wider networks and through the projects that we deliver. We aim for our work to be representative of all sections of society and for our staff and project participants to feel respected and able to give their best. The purpose of this policy is to provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time as well as our wider participants and collaborators. 

SPG is committed to improving Equality, Diversity and Inclusion across all aspects of our organisation and promoting positive change in this area within the visual arts sector. We do not discriminate against protected characteristics of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex,  sexual orientation and socio-economic deprivation. 

SPG also opposes and avoids all forms of unlawful discrimination. This includes: pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, selection for employment, promotion, training or other development opportunities. 

Who we work with: 

We currently work with a variety of communities and participants including young people, older people, artists and many organisations based within community settings. We also consult and work closely with artists and organisations working with the wider arts sector with a particular focus on sustainable working. We approach our work by developing and delivering our work in close consultation with artists and the communities with whom we work. We take this approach to ensure that our projects and the tools we develop are of use to the communities that we serve, and that they are motivated and able to engage and participate in ways that are meaningful and empowering. 

How we address Equalities, Diversity and Inclusion: 

We aim to widen access to world-class art within non-art and everyday environments, allowing members of the communities with whom we work to encounter it barrier-free and we achieve this through a number of our projects. Three out of four of our founders come from a working-class background where a career in the arts was not a given. As such, we have a particular interest in encouraging young people from similar backgrounds to have the opportunity to engage with contemporary art and where suitable, to pursue a career in this area. 

We want to help establish a society where everyone has the opportunity to encounter art in their lives no matter their background or financial position. We are guided in this work by our Logic Model, a tool developed with Social Value Lab that identifies the aims of our work, the communities whom we want to benefit and the impact we make in their lives and communities. We assess all projects developed against this tool to ensure we are delivering on our core aims and commitments. 

Our Approach to EDI within the Organisation: 

• EDI is the responsibility of everyone in the organisation and informs all aspects of our work including business planning, commissioning, fundraising and the delivery of projects. SPG’s progress on its Action plan 2024-26 will be monitored and evaluated by Co-director Michelle Emery-Barker. 
• We establish an organisational culture where equality, fairness and respect for all who work with us is embedded in our day-to-day working. Those that experience protected characteristics should be afforded the same treatment and opportunities as those that do not. This dovetails with our Fair Work Statement. 
• We will use the Logic Model and Evaluation Plan developed with Social Value Lab to guide our work, checking that planned projects align with our aims, key participants and audiences and planned outcomes. These documents will be updated annually as our projects develop. 
• We ensure that all employees, temporary and contracted staff have clear terms and conditions of employment through the provision of clear contracts. Fairness will be applied across pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities. Fees and salaries are paid at fair industry rates including Scottish Artist Union rates. Staff have access to HR guidance and support through SPG’s membership of GCVS’ Membership Plus Scheme. 
• We make opportunities for training, development and progress available to all members, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation. This is managed through regular one-to-one and team catch ups, reviews and training plans. 
• We acknowledge that the lack of financial stability can present a serious impediment to entering, establishing and maintaining a career in the arts. We give artists’, our employees and other professionals we work with well-paid opportunities that operate under fair working conditions. 
• We want our staff and others we work with to feel valued, respected and fairly treated and for our workplace to be an environment where staff can speak openly and honestly and where all issues are openly discussed and agreed upon. 
• Our Advisory Panel brings expertise in areas including Social Housing, BME Advocacy, the Circular Economy, Education, the Heritage and Museums and Galleries Sector and Disability Advocacy. The panel is balanced in terms of its gender make-up and includes a member from a BME background. This balance will remain a priority when recruiting for future members of the Advisory Panel.
• We offer and accommodate flexible work arrangements such as flexible hours and home working in order that staff can balance  work with other demands in their lives effectively. This also removes barriers for those that have caring or other personal commitments.
• We will ensure that each project is thoroughly evaluated in collaboration between SPG Staff, participants and project partners using the evaluation plan that we have developed with Social Value Lab. Learning will be identified and carried forward into future editions of projects. 

How We Promote EDI Outside Our Organisation: 

• We recruit staff in a way that encourages an inclusive approach by carefully considering where we advertise opportunities. We have recruited staff and artists at an early stage in their careers to give early career practitioners opportunities that they might not otherwise be afforded. Where possible we offer additional support for applicants selected for interview such as written questions in advance to support neurodivergent candidates. We maximise equality of opportunity by giving equal weight to experience vs educational qualifications. 
• We developed projects that open up access to contemporary art to individuals and communities that may be less likely to access or participate in the arts. To do this we work with partners that are rooted and invested in communities. 
• Financial security is a key factor in allowing artists and others working in the arts, to take up opportunities. This is an ongoing and severe challenge for artists and diversity of the sector. In response we offer well paid and well supported opportunities in order to give practitioners from less affluent backgrounds and the areas that intersect with this, greater opportunity to work within the sector. 
• We want to remove barriers to working and participating in contemporary art and believe that clear and accessible communication and welcoming environments are key to this. We also strongly believe that taking contemporary art into non-art environments are a powerful way to enable engagement and we achieve this through a number of project
• We will ensure that spaces used for public events and exhibitions are accessible for those with limited mobility. 
• We will nurture our relationships with project partners that are truly embedded within their communities of interest, taking the lead from these partners and learning from them. 
• We will deliver clear and transparent communication across all aspects of our communication including our website and social media. We will ensure that clear, consistent and Plain English is used throughout all our communications. 

Action Plan to deliver on our  EDI Principles within the 2025-28 Programme:  

Our action plan for this coming three years looks to improve access for disabled participants, audiences and artists and to increase opportunity for those facing socio-economic disadvantage. Actions identified are as follows: 

• We will commission an accessibility audit for our websites and will ensure that the format documents circulated to participants will be carefully considered to ensure they are accessible e.g not circulating PDFs that are incompatible with screen reading technology, checking readability and using clear fonts. 
• We will make a commitment to offering a work shadowing opportunity per year within our organisation. This will recruit candidates who may otherwise struggle to establish a career in the arts due to a lack of formal qualifications, experience or other barriers to access such as social economic or other factors that intersect with this. 
• We will extend our Team Sculpture approach with another group of users identified through our EDI commitment (older or disabled people). As with the established Team Sculpture format we will focus on recruiting participants in areas of multiple deprivation who may face more barriers in engaging with the arts.
• We will increase the number of memberships that we give away as part of the SPG Club project. We have included a budget for an enhanced engagement offer for these beneficiaries.

Privacy

Who We Are

Sculpture Placement Group CIC (“we”, “our”, or “us”) is committed to protecting your personal information and being transparent about what we do with it. This Privacy Policy explains how we collect, use, store and protect your personal data, and your rights in relation to this information.

What Information We Collect

We may collect and process the following types of personal data:

• Identity and contact data – such as your name, email address, phone number, and postal address.
• Transaction data – including details about payments and orders made by you.
• Marketing and communications data – your preferences in receiving marketing from us.
• Technical data – including IP address, browser type and version, time zone setting, browser plug-in types, operating system and platform.
• Usage data – information about how you use our website and services.
• Survey and feedback data – including responses you voluntarily provide in surveys, feedback forms or competitions.

We collect this data when you:

• Register with us or place an order.
• Sign up for our newsletters or marketing.
• Complete surveys or provide feedback.
• Use our website, via cookies and similar technologies.

How We Use Your Information

We use your data to:

• Provide and manage services or products you’ve requested.
• Process payments and manage your account.
• Respond to enquiries and provide support.
• Send you marketing communications, if you have opted in.
• Improve our website and personalise your experience.
• Comply with legal obligations and prevent fraud.

Lawful Basis for Processing

Under the UK General Data Protection Regulation (UK GDPR), the lawful bases we rely on include:

• Consent – when you have given us clear permission to process your personal data.
• Contract – when processing is necessary for the performance of a contract with you.
• Legal obligation – when we are required to comply with the law.
• Legitimate interests – when we process your data for our legitimate business interests, provided these are not overridden by your rights.

Marketing

If you have opted in, we may contact you about our projects, products, events or services that may be of interest.

You can opt out at any time by clicking the unsubscribe link in our emails or by contacting us at: unsubscribe@sculptureplacementgroup.org.uk

We do not share your information with third parties for their own marketing purposes.

Cookies

Cookies are small text files used to collect information about visitor behaviour and website usage. We use cookies to improve user experience and analyse traffic.

You can manage your cookie preferences through your browser settings. For more information, visit:
www.aboutcookies.org or
www.allaboutcookies.org

Data Sharing and Transfers

We will not sell or share your personal information with third parties for their own purposes.

We may share data with service providers who help us deliver our services (e.g. email providers, payment processors), but only under strict agreements. Some providers may be based outside the UK/EEA—in these cases, we ensure appropriate safeguards are in place.

How We Store Your Information

We store your data securely using encrypted and access-controlled systems. We regularly review our security practices to ensure your data remains protected.

Data Retention

We retain your personal data only for as long as necessary to fulfil the purposes we collected it for, including any legal, accounting or reporting requirements.

Your Rights

Under UK GDPR, you have the right to:

• Access the personal data we hold about you.
• Request correction of inaccurate or incomplete data.
• Request deletion of your data in certain circumstances.
• Object to or restrict our processing.
• Withdraw consent where processing is based on your consent.
• Lodge a complaint with the Information Commissioner’s Office (ICO).

To exercise your rights, please contact us using the details below.

Links to Other Websites

Our website may contain links to external websites. This policy only applies to our site. Please read the privacy policies of other sites you visit.

Changes to This Privacy Policy

We regularly review and update our privacy policy. Any changes will be posted on this page.

Last updated: 01/05/2025

How to Contact Us

If you have any questions about this policy or the information we hold about you, please contact us:

Email: info@sculptureplacementgroup.org.uk