Working at Scapa Fest
There is something very powerful about coming together to share things that are uniquely special to each and everyone of us individually, and all of us collectively.
At Scapa Fest, we give you the opportunity to inspire and be inspired, to share and receive, to teach and learn new ways to think and move, to connect with nature and reconnect with your innate wisdom, so that together as a team we can grow and discover the world from a new, unexpected angle.
With a special focus on mindful living and mindful movement, Scapa Fest seeks individuals who would like to share their unique voice, skills and knowledge with an ever growing engaged global audience of difference-makers.
If you’re passionate about mind-body health, outdoor education and environmental action and have unique skills to share, please take a look at our current vacancies below. We encourage remote working and outdoor living, you don’t need to live in Scotland to apply as long as you have significant remote working experience and for some roles, you are able to be on site when required.
We’re looking for inspiring, highly motivated, unconventional teachers/facilitators with innovative ideas to lead events, classes, workshops and courses both online and in-person. If you love big challenges, taking action and want to contribute to deliver outstanding experiences to a global audience of individuals and families who want to learn how to live more sustainably and more creatively, inside and out, apply now.
The positions start from October 2021 onwards.
Think hard about what your personal ethics are, what your needs are versus your wants, and if what you do chips away at the common cultural norm.
- 70/30 profit share on each event you run
- Comprehensive Marketing support
- Comprehensive Visual Communication support
- Venue sourcing support
- 20% discount at Thrift +, second-hand fashion platform
- 20% discount off in-person Scapa experiences (incl. Scapa Fest | Sustainable Living in Action)
How to apply
Apply now using the form below:
Equal Opportunities Policy Statement
Scapa Fest Limited is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public
The policy’s purpose is to:
- provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
- not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
- oppose and avoid all forms of unlawful discrimination. This includes in 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
The organisation commits to:
- encourage equality and diversity in the workplace as they are good practice and make business sense
- create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued
This commitment includes managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
- take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence
- make opportunities for training, development and progress available to all staff, 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
- decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
- review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
The equality policy is fully supported by management.