This policy was approved by the Committee of Management on 17th June 2026 It should be reviewed again no later than 31st May 2029
The policy has been assessed through the organisational impact assessment process.
We can, if requested, produce this document in different formats such as larger print or audioformat We can also translate the document into various languages, as appropriate.
SCOTTISH STANDARD 1
HOUSING
The governing body leads and directs the RSL to achieve REGULATOR good outcomes for its tenants and other service users. STANDARDS
STANDARD 2
The RSL is open about and accountable for what it does. It understands and takes account of the needs and priorities of its tenants, service users and stakeholders. Its primary focus is the sustainable achievement of these priorities.
STANDARD 3
The RSL manages its resources to ensure its financial well-being, while maintaining rents at a level that tenants can afford to pay.
STANDARD 4
The Governing body bases its decisions on good quality information and advice and identifies and mitigates risks to the organisation’s purpose.
STANDARD 5
The RSL conducts its affairs with honesty and integrity.
STANDARD 6
The Governing body and senior officers have the skills and knowledge they need to be effective.
1.0 INTRODUCTION
The purpose of this policy is to ensure that new committee members receive all the information and support they need to be confident and productive in their role when they join WGHC Committee of Management. Induction is an investment for WGHC and everyone involved and it is important for the strength and success of our governance. Providing effective induction support for new Committee members is also a regulatory requirement.1
2.0 AIMS OF INDUCTION
Our aim is to be supportive to all those interested in becoming a WGHC Committee member. We will be clear about WGHC’s priorities and what is involved in the role to help potential new members decide if they want to become a member of WGHC Committee.
Once elected, new members will receive ongoing support from their Committee colleagues to help them take on the role as quickly as possible and to make an effective contribution to Committee. Throughout the period of induction, we will help new members understand our organisation, the environment in which we operate and their role and responsibilities as Governing Body Members.
The aims of our induction process are to:
Introduce new members to WGHC and colleagues
Develop the Committee ‘ team’
Support a constructive partnership between the Committee and senior staff
Support new Committee members to attend meetings, particularly during initial 3-6 months
Ensure awareness and understanding of WGHC and its operating environment and regulatory requirements
Identify learning and development priorities and opportunities
Enable new Committee members to become confident and effective in their role as early as possible
2.1 On joining WGHC Committee new members will receive:
A welcome and introduction the Committee;
A ‘go to person’ from the Committee to provide initial support for the first six months
Clear guidance, information and advice on the responsibilities of being a Committee member and on WGHC’s work
Formal induction training to assist settling in
Papers which are clearly written and presented, and circulated in advance of meetings
The opportunity to use personal experience, skills and knowledge to make a difference and to develop personal skills and knowledge
The opportunity to influence the decisions that will ensure that WGHC continues to thrive
The chance to collaborate with passionate committee members and staff with a shared commitment to WGHC
1 Regulatory standards of Governance and Financial Management (2024) Standard 6.5 “The RSL ensures all new governing body members receive an effective induction programme to enable them to fully understand and exercise their governance responsibilities”
Document Name:
Created:
Owner:
Location / Path:
Governing Body Member Induction Policy
David Mills / WGHC
David Mills / WGHC WGHC \ X:
Version:
Version Date: Review Due: Pages: 1.0 17/06/26 31/05/29
3.0 THE INDUCTION PROCESS
The Induction process has three phases with a defined beginning, middle and end. The 3 phases are:
Before election/co-option/appointment
Following election/co-option/appointment
3-6 months from joining
3.1 Before Election / Co-Option / Appointment
Initial meeting with the Chair and Committee members
At the point where someone expresses and interest in becoming a Committee member, they will be provided the WGHC Committee member role description and invited to meet with the Chair and at least one other Committee member to find out more about the role. At this meeting the following information will be provided:
Expectations of the role (preparation for and regular attendance at Committee meetings and learning and development events)
WGHC Membership policy
Committee Member role description
Committee Member eligibility criteria (Rule 40)
Committee Meetings calendar
WGHC Committee Protocol
WGHC Business Plan
Nomination form
3.2 Invitation to attend a Committee meeting as an observer
This is an opportunity for interested people to see how WGHC Committee operates and the business that it conducts. Observers will be provided with the meeting agenda and a portion of the committee report showing only standing items and items set aside for noting
Observers will not receive the total report and will not be present during any confidential or business sensitive discussions. They will be required to confirm that they will respect the meeting’s confidentiality, whether they subsequently join the Committee or not.
3.3 Check in with the Chair at the end of standing items and those set aside for noting
At the end of the relevant agenda items, the Chair will temporarily stop the meeting and check in with the person to discuss next steps if still interested and make arrangements for the person to submit their nomination form.
3.4 Following Election / Co-Option / Appointment
Introductory induction meeting (Before attending the first Committee meeting)
The new member will attend an introductory induction meeting with the Chair, CEO and other Committee members to provide more detailed information about the role and responsibilities. This session should be scheduled in advance of the first Committee meeting but, if that’ s not possible, then at least within the first six weeks.
Document Name:
Created:
Owner:
Location / Path:
Governing Body Member Induction Policy
David Mills / WGHC
David Mills / WGHC
WGHC \ X:
Version:
Version
3.5 “Go To” Colleague Assigned
At this session a ‘go to’ committee colleague can be appointed and introduced and arrangements made to meet up and support the new member when they attend the first Committee meeting.
3.6 Signing of essential document and provision of information
At this meeting the required documents will be signed and the following information will be provided
An overview of the main business activities and current priorities
Overview of the format of the Committee meeting and business to be discussed (i.e. go through the Committee papers and highlight key decisions / discussions)
Committee member responsibilities e.g. Declaration of Interests, Payments and Benefits Policy, Code of Conduct (All members of the Committee must sign the Code of Conduct when they are elected, co-opted or appointed, and on an annual basis thereafter. ‘No Committee Member may take office until they have agreed to and signed the Co-operative’s code of conduct for Committee Members.’ WGHC Rules, 34.5.) A brief explanation of the requirements of the Code will be given at this introductory meeting before the new member is asked to sign it.
Regulatory requirements - introduction to the social housing sector and Co-op model (SFHA Guide for Governing Body Members)
4.0 AT THE FIRST COMMITTEE MEETING
The ‘go to’ committee colleague will meet up with the new member immediately before the meeting to talk through the agenda and business to be discussed and to answer any queries. The Chair will introduce the new member, all existing members and senior staff at the start of the meeting.
4.1 Following the First Committee Meeting
The Chair and/or the ‘go to’ Committee colleague will provide a debrief at the end of the first meeting to answer any queries and agree on ongoing support.
The new member will attend the first formal induction session with the Governance Support Consultant. The ‘go to’ committee colleague will also attend the session.
Role and responsibilities of Committee member (Role profile - Strategic Leadership, Code of Conduct, Confidentiality, Conflict of Interest Policy)
Process, protocol and behaviours for effective meetings (WGHC Rules, Governance and Standing Orders policy)
Regulatory Framework (Standards of Governance and Financial Management)
4.4 Within 3-6 Months of Election / Co-Option / Appointment
Ongoing support
The Chair and the CEO will check in regularly with the new member to address and queries and ensure the provision of essential information as part of the induction programme. Continued support will also be provided by the‘ go to ’ Committee member during this period.
4.5
Second Formal Induction Session
A second formal induction session will be arranged to cover:
Features of Good Governance
Effective scrutiny and challenge
Seeking, gaining and maintaining Assurance
Collective, evidence based decision making
5.0 COMPLETION OF INDUCTION
The Chair will meet with the Committee member to ensure they are confident about their role, to confirm the completion of the induction process and to address any outstanding questions and arrange any additional training required.
6.0 APPEALS AND COMPLAINTS
WGHC is committed to valuing complaints and ensures that the organisation benefits from feedback to identify areas for change and improvement.
If anyone is dissatisfied with the service they have received because of this Policy, they will be encouraged to use our Complaints Procedure. Similarly, any individuals dissatisfied with decisions made in the operation of the Policy are entitled to appeal against these.
The WGHC Complaints Policy details the way in which complaints can be made, the timescales for responding and the appeals process. Anyone dissatisfied with the outcome of their complaint having exhausted WGHC’s complaint procedure has the right to refer the matter to the Scottish Public Services Ombudsman.
7.0 EQUALITY, DIVERSITY AND INCLUSION
WGHC will ensure that in implementing this Policy it will not unfairly discriminate against any individual, household or group on the grounds of sex or marital status, on race grounds, or on the grounds of disability, age, sexual orientation, language or social origin, other personal attributes, including beliefs or opinions such as religious beliefs or political opinions. (See Section 16.0 for an Equalities Impact Assessment)
8.0 UK GDPR (GENERAL DATA PROTECTION REGULATION)
WGHC will treat all personal data in line with its obligations under the current UK General Data Protection Regulation and The Data Protection Act 2018. Information regarding how data will be used and the basis for processing data is provided within the WGHC Privacy Notices (available on the WGHC website, or, upon request).
APPENDIX 1
Induction ‘To Do ’List
Before election/co-option
Attend initial meeting with the Chair and Committee members
Attend Committee meeting to observe only
Confirm eligibility (declaration or equivalent)
Complete necessary disclosures
Before first meeting
Attend introductory meeting with the Chair, the CEO and Committee members
Familiarise with Committee papers, format of meeting, business to be discussed
Sign Code of Conduct
Complete Declaration of Interests
Provide access and contact details
Identify ‘go to’ Committee colleague who can answer queries before/at meeting
At first meeting
Introduce everyone
Chair to provide brief synopsis of each agenda item as it’s reached
Following first meeting
Offer ‘de-brief ’(buddy / Chair / CEO)
Agree ongoing support for new Committee member and how it will be delivered
During first six months
Periodic ‘check-ins’ and ongoing support from the Chair and the ‘go to’ colleague
1st Formal Induction training session with Governance Consultant
2nd Formal Induction training session with Governance Consultant
Incremental release / delivery of induction programme and resources
At end of six months
Hold conversation with Committee member to confirm induction completion/ address outstanding questions / arrange additional training as required
Document Name: Created:
Version:
Essential Information for new members during the 6 month Induction Programme
Role of the Board member
Introduction to GB colleagues: ‘ round the table ’ introductions at first meeting
Introductions to senior team and contact arrangements
History of the organisation; aims, objectives, mission, purpose; key features
Current business plan priorities and pressures
Key decisions to be considered by the Committee over the next quarter; six months; year (and any relevant ‘ history ’ when the matter comes on to the agenda)
Current Scottish Government policy; sector issues and how these affect WGHC
Document Name: Created:
Owner: Location / Path:
Governing Body Member Induction Policy
David Mills / WGHC David Mills / WGHC
Version:
Version Date: Review Due:
1.0 17/06/26 31/05/29
9.0 EQUALITIES IMPACT ASSESSMENT
WGHC Equality Impact Assessment
Policy Name: GB Member Induction Policy
Assessor: David Mills, COO
1) Briefly describe the aims, objectives and purpose of the policy
2) Who is intended to benefit from the policy?
(e.g. Staff, Tenants, Contractors)
3) What outcomes are wanted from the policy (e.g. benefits to Tenants / Staff etc.)
4) Which protected characteristics could be affected by this policy? (Highlight in yellow all that apply)
5) If the policy is not relevant to any of the protected characteristics listed above, state why and end the process here
6) Describe the likely positive or negative impacts the policy could have on any of the groups identified above in section 4.
7) What actions are required to address the impacts arising from this assessment?
Name: David Mills, COO
Signature:
Date: 17 June 2026
Policy: New or Review New
Assessment Date: 17 June 2026
To inform prospective and new Governing Body Members of WGHC’s induction policy and procedures
Prospective and New Governing Body Members (information only for WGHC staff)
Full transparency of process to WGHC Tenants to enable understanding of the procedures required to implement the induction process to the Governing Body
Age Disability
Race Sex
Sexual Orientation
Gender reassignment
Religion or belief
Marriage or civil partnership
Pregnancy and Maternity
The policy is applied uniformly across all WGHC Tenants and tenancies, having no discriminatory impact on any of the 9 protected characteristics
