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.
email: info@sculptureplacmentgroup.org.uk
Sculpture Placement Group
C/O Brett Nicholls Associates Herbert House,
24 Herbert Street,
Glasgow,
Scotland,
G20 6NB
Email: kate@sculptureplacementgroup.org.uk
Kate has been Co-Director of SPG since its formation in 2017. Kate has had solo exhibitions at DCA, Glasgow International (2016), Feinkost, Berlin and Patricia Fleming Projects, Glasgow, who she is also represented by. She has completed public art projects in Clyde Place, Glasgow, Michelin Scotland Innovation Parc, Dundee and Strathclyde Country Park, North Lanarkshire and for the XX Commonwealth Games, Glasgow. Kate was on the Board of Glasgow Sculpture Studios (2011-2017) and Sculpture House Collective (2025-). Kate received Creative Scotland Open Project Awards in 2016, 2017 and 2024, the Pollock Krasner Award in 2017 and her Masters in Fine Art from Glasgow School of Art in 2009.
Email: michelle@sculptureplacementgroup.org.uk
Michelle has been Co-Director of SPG since its formation in 2017. Before this she worked as Curator for Wasps Studios (2010- 2017) and as a freelance Curator and Project/Studio Manager for a variety of projects and organisations (2005-2018). Notable exhibitions and projects include Reclaimed- the second life of sculpture, Glasgow International Festival of Visual Art, 2014, Laws of Motion in a Cartoon Landscape, Andy Holden, Gi 2016, Chicha Street, Elliot Tupac, 2015, The Pound Shop- Glasgow/Marseilles, Merchant City Festival, Glasgow, 2016, The Admiral’s House Residency in collaboration with ATLAS Arts, Skye, 2017, The John Strachan Residency, Newburgh Fife, 2017, Glasgow/Turin Exchange in collaboration with ACCA Atelier, 2017, Art Lending Library, Glasgow International Festival of Visual Art, 2012 which included the work of over 60 contemporary visual artists with lead artists Walker and Bromwich, Right Here Among Them, a large scale survey retrospective of the work of Jacqueline Donachie; Fruitmarket Gallery; Edinburgh, the delivery of two significant exhibitions by Christine Borland including I Say Nothing; Kelvingrove Art Gallery and Museum; Glasgow and To the Power of Twelve; Mount Stuart House; Bute. Michelle has a BA(Hons) Environmental Art from Glasgow School of Art (2002) and a MLitt in Museum Gallery Studies, University of St Andrews, 2015.
Email: megan@sculptureplacementgroup.org.uk
Megan is a socially engaged artist and arts facilitator with a strong focus on community collaboration and sustainability. Megan has worked with SPG since 2021, first as Digital Marketing Assistant for the Circular Arts Network (CAN) and currently as Engagement Officer for SPG. She holds a BA (Hons) in Art & Design from the University of Stirling (2020) and a HND in Contemporary Art from Glasgow Clyde College (2018). Megan has completed a number of professional development programmes including Participatory Arts Training, Springboard, Carbon Literacy Training, and Teaching Artistry for Social Impact during her time at SPG. She is a member of Engage Scotland and was also selected for a two-day artist residency at Cove Park through her university. In 2023, Megan represented CAN at the Common Ground Cultural Retreat in Timisoara, Romania, as part of the British Council supported WeWilder programme. There, she presented on circularity in the arts and led a collaborative project resulting in a large-scale outdoor installation. Megan’s practice focuses on socially engaged work, exploring themes of sustainability, collaboration and accessibility.
Email: josh@sculptureplacementgroup.org.uk
Josh has been working with Sculpture Placement Group since 2019, leading on design and communications. His creative practice spans graphic design, sound, and environmental research, with a particular interest in the intersection of craft and technology. As a musician and sound artist, he has released work via Rubadub Records, composed for Radiophrenia, and performed internationally, including a tour of Chile. He has participated in artist residencies such as CAMP FR in the French Pyrenees, and his work reflects a broader interest in the cultural dimensions of reuse, materiality, and ecological thinking.
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.
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:
Travel/Transport:
Projects:
Suppliers and equipment:
Communications:
Digital:
Sharing and Influencing:
Net Zero:
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:
Opportunity:
Effective Voice:
Security:
Fulfilment:
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:
How We Promote EDI Outside Our Organisation:
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:
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.
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Last updated: 01/05/2025
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Email: info@sculptureplacementgroup.org.uk
info@sculptureplacementgroup.org.uk
© Sculpture Placement Group, 2025. All rights reserved.
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