The aim of the Development Department is to ensure that everyone in Scotland, no matter where they live or their circumstances, can enjoy a good quality of life. In seeking to achieve this, we work to the Scottish Executive's aims, vision and values. We support this through our work on housing and regeneration, land use planning and building standards, social inclusion, equality and poverty. We lead for the Scottish Executive on Closing the Opportunity Gap, equality issues and the voluntary sector. We work closely with Communities Scotland, the Scottish Executive's housing and regeneration agency, in the delivery of key policies and investments.
The Development Department is committed to addressing inequality and discrimination across equality strands, including gender equality. We will also provide strategic co-ordination across the Executive in relation to gender issues and gender equality. When we reference gender equality, this includes addressing gender identity issues. This commitment informs all of our work across housing and regeneration, land use planning and building standards, social inclusion and tackling poverty.
The Department will ensure that staff are aware of their responsibilities in relation to gender equality, including the need to consult widely with a broad range of people in policy making. As part of our disability equality scheme we have already set out the importance of involving disabled people in our policy development. We will ensure that we have the mechanisms to engage with men and women who can assist us to understand gender issues in the development of our policies and activities and that we have the tools for gender analysis. We will ensure that equality impact assessment becomes a key feature of our programme of work.
With regards to housing, the Scottish Executive covers a broad range of issues ranging from initiatives to tackle fuel proverty, regeneration, homelessness, supporting people and housing. The Executive is committed to taking forward measures to tackle fuel poverty and its Central Heating Programme and Warm Deal Programme provide vital support to low income households, particularly for older people.
The Executive sees tackling homelessness as a key part of fighting poverty and inequality in Scotland. We want to meet to ensure that by 2012 every unintentionally homeless person is entitled to permanent accommodation.
The Executive recognises the importance of regeneration as a means to lift communities out of poverty and disadvantage through the generation of growth and employment. We believe that regeneration is fundamentally about transforming places for the benefit of those women and men who live and work in and around the area. This means responding to the needs of women and men and creating opportunities from which they can benefit in terms of jobs, skills, training and employability.
We recognise that fuel poverty amongst older people is an issue that impacts disproportionately on older women, the majority of whom aged 75 and over live alone. We know that the ratio of men to women generally declines with age and for those aged 75 or over, there are almost twice as many women as men.
We know that the groups most vulnerable to homelessness are single men, followed by lone parents and single women. We know that single men make up 42% and single women 21% of those who are homeless in Scotland and that currently fewer single men than women get assessed as priority need and can access permanent accommodation. We know too that transgender men and women can face real difficulties when becoming homeless, particularly in terms of having access to single-sex accommodation. These difficulties are often due to a lack of awareness and prejudice, so supporting training and awareness is crucial.
We know that our most deprived communities contain disproportionately high numbers of lone parents (the vast majority of whom are women) and older women both of whom face a higher risk of poverty (see below).
Our overarching objective is to ensure that gender equality is mainstreamed across our policies and practices. In addition, we want to ensure that both women and men benefit fully from our Central Heating Programme and our Warm Deal Programme. We will equality impact assess these programmes to ensure that gender equality issues can be identified and, where there is inequality, those issues addressed.
Our aim is that all unintentionally homeless people in Scotland are able to get permanent accommodation so that both women and men are not left vulnerable and homeless.
Social inclusion is about reducing inequalities between the least advantaged groups and communities and the rest of society by closing the opportunity gap and ensuring that support reaches those who need it most.
Our financial inclusion work is targeted at those people who are living on low incomes and who cannot access mainstream financial products such as bank accounts and low cost loans. We know that many families become trapped in a vicious cycle of poverty and exclusion, and often turn to the high interest rates of doorstep lenders, which results in greater financial strain and unmanageable debt.
We believe that work is the best route out of poverty for the majority of people and we know that employment rates are lower for lone parents and older men, while working part-time (most common among women) increases your chances of being affected by low pay and poverty. In addition, we know that the majority of women who are over 75 live alone, and that they face a higher risk of living in poverty. We also know that significant numbers of women are concentrated in the lowest paying jobs and occupations.
We know that if children experience poverty of income and opportunity, that they are more likely to experience poverty and disadvantage in later life - as a young person and adult. We know that children from disadvantaged backgrounds can suffer a range of lasting problems, such as poor educational performance, greater risk of unemployment and poor health in later life. Many poor families are headed by lone parents, the majority of whom are women.
Our financial inclusion work is targeted at those people who are living on low incomes and who cannot access mainstream financial products such as bank accounts and low cost loans, leading to financial strain and unmanageable debt. . Our analysis suggests that men and women tend to use different financial products and services, have different skills in their understanding and use of such products, and are not equally able to access money advice when they get into financial problems- meaning that our financial inclusion policies need to be sensitive to the different needs of men and women.
We therefore know that the experience of poverty can often vary by gender and that we need to take full account of gender issues when we are developing and implementing polices to tackle poverty.
Our objectives for the life-course of this scheme are set out in the action plan below, and our over-arching objective will be to continue to mainstream gender equality across our work. However, in partnership with the UK Government, we are progressing a variety of programmes and initiatives aimed at tackling poverty (including child poverty) and ensuring that people in Scotland have the opportunity to fulfil their potential. We are continuing to push forward the work to achieve our Closing the Opportunity Gap targets and this includes ensuring that equality issues, including gender equality are taken fully into account.
The Third Sector is made up of a rich diversity of organisations with different legal forms and structures including unincorporated community and voluntary groups, registered charities, friendly societies like credit unions and the growing number of social enterprises. Equalities groups themselves are part of the voluntary sector. The Third Sector is a crucial partner for government and we value the many different roles it plays - its input to policy development, its role in service delivery, responding to and meeting local needs and its role in advocacy and campaigning on behalf of vulnerable and marginalised groups.
The Third Sector has a direct impact on the growth of Scotland's economy, the wellbeing of its citizens and the improvement of its public services, as such equality issues are crucial if these are to be delivered effectively. Voluntary and community groups are in close touch with marginalised groups, and are well placed to identify and respond to changing needs.
We now that almost a quarter of people living in Scotland volunteer on a regular basis contributing £4 billion to the economy. We know that levels of involvement in their community and in volunteering are similar for men and women, though there are some differences in the types of organisations that men and women volunteer for. Research from outside the Executive ( SCVO, 2005) suggests that in terms of the paid workforce, women made up 75% in the voluntary sector, and men made up 25%.
Our Volunteering Strategy has already set out our objectives for improving the experience of volunteering and increasing the numbers of volunteers. Hitherto our focus has been on young people and disabled people, though we recognise that we may need to understand more about gender equality, particularly in the context of the broader Executive work on occupational segregation and tackling gender stereotyping. Our over-arching gender equality objective will be to improve the mainstreaming of gender equality into our policies and practices.
The Executive is aware that women and men in Scotland experience widespread and persistent inequalities across a range issues. The Executive is committed to tackling gender equality across the full range of everything that we do.
Our approach to progressing gender equality in Scotland has been influenced by legislation and shaped by our commitment to "mainstreaming equality" into the everyday policy and practice of the Executive. As well as the outward facing work that the Equality Unit undertakes in partnership with a range of stakeholders, the role of the Equality Unit is to enable and support Scottish Executive Departments to embed the equality agenda in their work. Although individual policy areas within departments are ultimately responsible for progressing gender equality, we do take a lead on key cross-cutting issues such as: equal pay, occupational segregation, violence against women, multiple discrimination, co-ordinating the work for the Gender Equality Duty, funding of national women's organisations, equality proofing the budget and policy, and co-ordinating delivery of the Strategic Group on Women's Report The Equality Unit has a corporate as well as Departmental role, and much of the work we do has already been set out in chapters 2, and 5. Our Analytical Services Division also takes a lead on corporate work on equality research and data, more detail of which is provided in chapter 9.
Our key documents for framing how we progress gender equality across the Executive include the recommendations of the Strategic Group on Women which were set out in their 2003 report. We have also been working more recently with the recommendations of the Women and Work Commission, which were set out in their 2006 report. Many of these recommendations, particularly those relating to occupational segregation are also the focus of our Cross-Departmental Working Group which is due to report in early 2008.
Although there have been many great advances for women over the last century and a higher profile for equal opportunities in Scotland since devolution, we do know that, in general women continue to have less access than men to income as well as other material resources. Due to the disproportionate impact that caring has on women's lives, we know that women have much less time that is their own and will fare less well than men in the labour market, in earnings and in public life. Women have significantly less political power than men and they also have a 1 in 5 chance of experiencing domestic abuse during their lifetimes.
We know that not all women experience inequality or in the same way. Social class, ethnicity, disability, age, faith, sexual orientation, gender identity, geographic location, all mean that women can experience inequality in very different ways and to varying degrees.
We know that there is a gender pay gap between the earnings of women and men. In Scotland, according to the Annual Survey of Hours and Earnings ( ASHE) 2006, the gap is 14% based on average hourly earnings for full-time men and women workers and the difference in hourly rates between part-time women and full-time men stands at 35%. Although the long term trend indicates that the gender pay gap will continue to reduce, we know that this trend means the change will be slow.
We know that women and men tend to work predominantly in different occupations, with men being more likely to work in skilled trade occupations and women being most likely to work in administrative and secretarial occupations, we also know that men earn, on average, more than women do in every occupational group. We know that there are big differences in who works full time and part time. We know that 85% of men work full time compared to approximately 52% of women. We know that caring responsibilities and sex discrimination (including pregnancy discrimination) also impact on women in the work place and that all of these issues impact on the gender pay gap.
Because our role cuts across the Executive, those issues that are being taken forward corporately have been set out in chapter 4 as well as in the Action Plan below. These include taking forward action on equal pay, occupational segregation, violence against women, mainstreaming gender equality, addressing pregnancy discrimination, improving our networks with men and progressing equality for transgender people. We will continue to work with other Executive departments to support them in progressing gender equality in their respective areas of work.
We will continue to work with the Close the Gap partnership to challenge the gender pay gap and we will continue to take forward work on occupational segregation. We know that tackling gender stereotypes, raising aspirations and drawing on the full skill-set of women and men in Scotland can only be of benefit to our workplaces. We will continue to work across the Executive Departments to support work that engages with occupational segregation.
Scotland has blazed a trail in tackling domestic abuse and the broader issues of violence against women. We will continue the successful partnership between voluntary and statutory bodies, women's organisations and agencies in the fight against the violence and abuse which impinges on the lives of so many in Scotland. We will continue to provide frontline support to the women and children experiencing domestic abuse; to provide support for rape crisis work; to develop the infrastructure and framework to tackle the broader issues of violence against women including rape, sexual assault, commercial exploitation, prostitution and forced marriage. We will work in concert with other SE departments to ensure that the Executive response to this issue is co-ordinated.
We will continue to support women's organisations across Scotland so as to progress the gender equality agenda across a range of issues, including - employment, education, decision making, policy making and violence against women. Linked to this, we have a role to play in ensuring that women and men are properly consulted across a range of policy issues and that gender equality issues are taken fully into account.
We are aware too, that although much of our work is focussed on redressing the inequalities faced by women, that we have a role to play in supporting the Executive to ensure that men's equality issues are taken forward as appropriate. In this regard, we have been supporting a Children in Scotland project to enable them to explore, promote and support the involvement of fathers in their children's lives and assist in the development of work/life balance for men and women. The project aims to raise awareness of issues affecting children in their relationships with their fathers and to encourage all fathers to develop their fatherhood skills. Fatherhood and caring issues are also important in terms of promoting flexible working so as to encourage men to take a greater role in family life. We do know, however, that we have more to do in this regard (see chapter 4 on improving networks with men).
Please identify key policy areas where the department is or will take forward gender equality |
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Policy | Action | By whom | By when | Outcome expected |
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Central Heating Programme |
We know that Scotland's population is becoming older and is projected to become older still; we also know that the gender balance of older age groups is increasingly female and that in the over 75 age groups, there are twice as many women as men. We also know that the more older single women have a increased experience of poverty. Given the predominance of women amongst older people, we can assume that women, particularly those with very low incomes, will benefit from the CHP. However, we appreciate that gender equality issues may not be fully understood and this will need to be addressed. | Eligibility is set by age of householder or partner and is regardless of sex | Fuel poverty team | Achieved | All people over 60, equally entitled to warm homes regardless of sex. |
We will equality impact assess the CHP to ascertain whether there are any gender equality issues about access to the scheme that need to be taken into account, This will include analysing the Scottish House Condition Survey ( SHCS) data by sex and looking at data on applications and on successful applications held by managing agent for schemes. | Fuel poverty Team / Analytical Services Division | March 2008 | An improved understanding of the potentially differing experiences of men and women with regards to fuel poverty and with regards to access to our Programmes. |
Homelessness Policy |
Single men make up 42% and single women 21% of those who are homeless in Scotland. Currently fewer single men than women get assessed as priority need and can access permanent accommodation. Our aim is that all unintentionally homeless people in Scotland are able to get permanent accommodation. | We will abolish priority need so that all unintentionally homeless people get permanent accommodation. | Homelessness Division | 2012 (interim target of 2009 to halve number of non-priority need cases) | All unintentionally homeless people in Scotland get permanent accommodation regardless of sex. |
We will equality impact assess this policy decision, to ensure that abolishing priority need does not negatively impact on the needs of those previously identified as having priority need. | Analytical Services | 2009 | |
Rights for people staying in hostels and other short term accommodation |
Through our consultation with the Scottish Transgender Alliance concerns were raised about how transgender men and women were treated in the provision of single sex hostel accommodation. | We will work with the Scottish Transgender Alliance to understand and address the needs of transgender men and women in accessing homeless hostel accommodation. | Homelessness Division | 2007-2010 | Needs of transgender men and women are better reflected in provision of homeless hostel accommodation. |
Social Inclusion and Anti-poverty: Closing the Opportunity Gap |
Our Closing the Opportunity Gap approach co-ordinates action across all Executive departments to tackle poverty and disadvantage. Through co-ordinated action we aim to: prevent individuals and families from falling into poverty; provide routes out of poverty for individuals and families; and to sustain individuals and families in a lifestyle free from poverty. We know that the risk of living in poverty varies by gender with lone parents (predominantly women), older single women, and people who are out of work particularly at risk of low income. | We announced six Closing the Opportunity Gap objectives and ten detailed targets in 2004. We are co-ordinating action across all Executive Departments and agencies to ensure that we deliver on these targets to tackle the most important aspects of poverty and disadvantage. In partnership with the UK Government we are committed to eradicating child poverty by 2020. Action within Development Department includes: the Multiple and Complex Needs Initiative; Working for Families; and Financial Inclusion. | Social Inclusion and Voluntary Issues Division | Target dates range from 2006-2010 | Child poverty halved by 2010 (from 1998/99 baseline) and eradicated by 2020. Improved position for lone parents and older single women. |
Multiple and Complex Needs Initiative |
As part of the Executive's overall approach to tackling poverty and deprivation in Scotland, the Multiple and Complex Needs Initiative will look at how we can improve services for those with multiple and complex needs. We know that people in our society can experience particular disadvantages because of their gender but that these can be compounded by other aspects of their identity and lives such as their ethnicity, sexual orientation, disability, martial status or caring responsibilities. For example families from minority ethnic communities have higher rates of chronic disease and disability. People in these situations, and especially women, tend to receive less support from extended family and friends, as well as less support from services. The multiple and complex needs initiative aims to improve public services for those who experience these multiple disadvantages to improve social inclusion and help people out of poverty. | The Executive is supporting 14 demonstration projects over two years to test out and evaluate different approaches to providing services to those with multiple and complex needs, taking into account any needs presented by gender and other equality strands. Three projects are specifically looking at the impact of gender alongside other issues. For example Aberdeen Carers have received £83,500 to develop support services for male carers in Aberdeen and Aberdeenshire. | Social Inclusion and Voluntary Issues Division | Projects will last until March 2008 | Identification of improved ways of providing services to women and men with multiple and complex needs. |
Working for Families Fund |
The provision of affordable, accessible childcare was highlighted as a key factor in helping people (particularly women from single parent families who make up 91.6% of single parent households with dependant children), to escape poverty through employment. Lack of childcare is known to be a major barrier to improving the employment rate of parents, especially of lone parents. Childcare was a key issue for stakeholders in our consultation. To address this we have developed the Working for Families Fund in which we have invested £20 million over 2004-06, and are providing a further £30 million in 2006/2008 through 20 local authorities. WFF aims to help parents in disadvantaged areas or groups to access education, training and employment by addressing the childcare and other barriers that prevent them progressing. | Working for Families is providing £50 over four years through 20 local authorities in a wide range of projects (providing adult support, help with childcare, money advice, employability services etc) to help families at risk of poverty and disadvantage. These include: families on low income, with disabilities and other stresses and headed by lone parents. In 2004-06, the first two years of the programme, 93% of participants were women and 72% were lone parents. We will continue to support parents in disadvantaged households who face barriers to employment to overcome these barriers and progress towards and into employment. | Social Inclusion and Voluntary Issues Division | Programme will last until March 2008 | 15,000 people including many women from disadvantaged areas and groups moved towards or into employment by end March 2008 We also share with the UK government a target of increasing to 70% the number of lone parents in employment by 2010. |
Financial Inclusion |
The Executive's policy on financial inclusion is set out in its Financial Inclusion Action Plan, published in January 2005. We are committed to ensuring that everyone has access to appropriate financial products and services, and has the skills, knowledge and understanding to make best use of them. The Financial Inclusion Action Plan has three strands | We have commissioned a Financial Inclusion Topic report to provide more in-depth analysis of the Scottish Household Survey and other sources, including exploring equalities dimensions. | Social Inclusion and Voluntary Issues Division/ DD Analytical Services Division | April 2007 | We have a better understanding of the evidence base for developing our policies. |
We will undertake a review of the Action Plan in 2007. When updating our strategy, we will undertake an equality impact assessment. | Social Inclusion and Voluntary Issues Division | During 2007 | Our financial inclusion policies are developed having take full account of the differing needs and experiences of women and men. |
Financial education We know that on the various dimensions of financial capability, men and women perform equally well on making ends meet, women perform better than men on average at keeping track of their finances, but slightly less well than men on planning ahead and choosing financial products. | We will continue to work with the UK Government and the Financial Services Authority to increase financial capability, including through the workplace programme. We will continue funding the Citizens Advice financial education projects, targeting vulnerable groups such as lone parents, during 2007. We will consider how best practice can be mainstreamed in future. | | Ongoing | A financially capable population in which both men and women have the skills to make best use of financial products and services. |
Money advice We want to ensure that people on low income with financial problems can get access to advice. Some groups, including those in employment, are under-represented in the client base of the current, face to face, advice services. | We will continue to fund free money advice for those on low income. Our pilot projects on providing for money advice to vulnerable groups, including lone parents, have now concluded and we will consider how the recommendation from the evaluation can be rolled out. We are funding alternatives to the face to face delivery model, through Citizens Advice Direct. | | Ongoing | People on low income can get free money advice in a way which suits them. |
Access to financial products and services Working with the UK government, we have made significant progress in "banking the unbanked", but single parent and single pensioner households are still less likely to have an account. However, these households are more likely to use alternative products such as the Post Office Card Account and credit unions. | We will continue to work with the UK government to ensure that people have access to a range of financial services and products which meet their needs. We will continue to support credit unions. | | Ongoing | Everyone has access to a range of financial products and services which meet their needs. |
Planning equality duty |
The planning system plays an important role in shaping and protecting the quality of towns, cities and countryside. Part of the remit that lies behind our work for the modernisation of the planning system is to improve the planning system by strengthening the involvement of communities. This includes taking full and proper account of any equality issues (including gender equality). | The Planning etc. (Scotland) Act 2006 places a general duty on Ministers and planning authorities to encourage equal opportunities. | PL1 | This provision comes into effect on 1 April 2007 | The Executive and planning departments taking full and proper account of equal opportunities when undertaking planning functions. |
Promotion of Community Engagement |
As above | Preparation of a Planning Advice Note on Community Engagement - which includes guidance on involving all communities of interest in the planning decisions which affect their lives. | PL1 | Planning Advice Note published in March 2007 | Enhanced opportunities to be involved in decisions affecting the lives of women as well as men. Improve awareness of planning and help build capacity to help ensure sustainable community engagement. |
Funding of a Planning Aid for Scotland (core and project), which provides impartial advice on planning issues as well as a range of training opportunities for communities. | PL1 | Funding confirmed until March 2008 | |
Violence against women |
One in five women will be abused by a male partner within her lifetime. In 2005/06 there were 45,796 reported incidents of domestic abuse. 87% of those who experience domestic abuse - in police recorded incidents - are female, and 87% of the perpetrators are men. Executive has delivered strong programme to implement national strategy on domestic abuse | We will continue to support women who experience domestic abuse and other forms of violence against women. Significant investment has been made in direct support services. The Executive is currently reviewing national strategy and funding for domestic abuse and developing strategic framework and action plan for broader work violence against women. | Equality Unit | Report by early 2008 | Framework agreed for taking forward work on violence against women. |
Executive also recognises the significant issues for women around broader issues of violence i.e. rape, sexual assault, | We will continue to raise awareness of domestic abuse and violence against women through public campaigns. | Equality Unit | Annual campaign | Shift in public attitude towards violence against women and increased awareness of domestic abuse and violence against women. |
We will continue to work with Rape Crisis Scotland and other delivery services for women and girls who have experienced rape and sexual assault. | Equality Unit | Report in early 2008 | |
Estimated 100,000 children affected by domestic abuse and Executive identified the need to address this as part of integrated children's services. | £6m funding for children's services. National Delivery Group established to take forward work on children affected by domestic abuse | Equality Unit/Education Department | Report in late 2007 | Plan of activity outlined to address needs of children affected by domestic abuse. Improved support for women and children experiencing domestic abuse. |
Executive's work also addresses the issues of dealing with perpetrators and the need for preventative work with men. | Executive supporting Domestic Abuse Court pilot and funding given to ASSIST to support partners in the process. | Equality Unit and Justice Department | Evaluation of Domestic Abuse Court Pilot in 2007. | Improve the outcomes for women and children experiencing domestic abuse and ensuring efficient and effective decisions and sentencing for perpetrators. |
Executive supporting work with Amnesty International to engage men in tackling violence against women. | Equality Unit | Ongoing | Shift in male attitudes towards violence against women. |
Young men and women are being forced into marriage. Executive developing work to improve Scotland's support for those affected by forced marriage. | Consultation to be undertaken on next steps in tackling forced marriage including whether there is a need to introduce legislation. | Equality Unit and Forced Marriage Network | March 2007 - July 2007 | Clear guidance and information on dealing with issues around forced marriage. Reduction in the numbers of men and women forced into marriage. |
Further Develop Forced Marriage Network which was established in March 2005. | Equality Unit | Ongoing from July 2007 |
Consultation with women |
Our Equality Strategy committed us to developing dialogue and consultation with Equality Groups. The Strategic Group on Women Report highlighted the importance of involving women in policy and decision making. | We will continue to support a range of women's organisations so as to facilitate the involvement of women with different experiences, perspectives and knowledge, in Scottish Executive policy and decision making process. | Equality Unit | Ongoing | Continued improvement in the involvement of women and women's organisations in the policy and decision making process. |
We know that women are currently under-represented in decision making processes, particularly in politics and business. | We will continue to promote the involvement of women's organisations to other public authorities, so as to better support women's involvement in the production of gender equality schemes, policy development, service development and gender impact assessment. | Equality Unit | Ongoing | Decision taking and policy making is better informed of gender equality issues. |
Consultation with men |
We recognise that, in many areas of policy and practice, it is women rather than men that have been traditionally excluded and that our focus has therefore tended to be on the inclusion of those marginalised perspectives. However, we also recognise that there are a number of areas where we could improve our consultation with men. Consultation with organisations for men and fathers highlighted difficulties in involving men and the need for the Executive to develop and support specific mechanisms to consult them. | We will work with men and men's organisations to consider how best to engage them in consultation around the issues of gender inequality. | Equality Unit | January 2008 | Policy making and decision taking is better informed of the gender inequalities experienced by men. Consultation with men around these issues is improved. |
Consultation with transgender women and men |
Throughout our scheme and action planning, when we refer to women and men, this includes transgender women and men. We recognise however, that we need to improve our knowledge and understanding of the issues faced by transgender men and women in Scotland so that we can take forward work to ensure that they do not face discrimination and harassment. | We will continue to support and work with the Scottish Transgender Alliance ( STA) in order to improve our support of the transgender community in Scotland and to improve our knowledge and understanding. | Equality Unit | May 2008 (first year of funding and evaluation for the STA ends here) Ongoing | Issues for transgender women and men in Scotland are heard and work is taken forward to positively address those issues. |
Occupational Segregation |
Addressing occupational segregation came out as a key issue during our consultation with stakeholders. We know that, overall, women and men tend to work in different sectors and have different skills and experiences. Women, for example, are disproportionately represented in part time work in a few professions such as cleaning and caring. We know that women are not only underrepresented in a number of occupations, but they are also under-represented in senior positions. Our own data, and evidence from the EOC and Women and Work Commissions report shows that occupational segregation and the concentration of women in low paid and low status jobs is a major contributor to the gender pay gap in Scotland. | We will continue to explore ways to tackle occupational segregation and the gender pay gap across relevant policy areas: equality, education, employment and training. This will take place primarily through the work of the Cross-Departmental Occupational Segregation Working Group. We will continue to explore and to better understand the often complex issues which contribute to occupational segregation and to identify cross-departmental action to address these. | Equality Unit in partnership with colleagues in ETLLD and ED | Report due in early 2008 | Interventions identified to tackle occupational segregation and amendments made to policy as appropriate. Thereafter a reduction in occupational segregation. |
Ethnic Minorities in the Labour Market |
We know that people from minority ethnic communities, especially women experience particular disadvantages in the labour market. Labour market segregation affects both women and men from minority ethnic communities. The EOC's Inquiry into Minority Ethnic Women and employment - Moving On Up? The Way Forward provides significant evidence of disadvantage experienced by minority ethnic women. | Our Ethnic Minorities in the Labour Market group has already considered gender equality issues within its work. We will continue to promote action which takes a gendered view of the labour market issues for women and men from minority ethnic communities. This will be embedded in our National Strategy and Action Plan on Race Equality which will be published by summer 2007. | Equality Unit/ ETLLD | Ongoing | Improved labour market outcomes for men and women from minority ethnic communities; increased employment in wider range of jobs; better fit of jobs with experience/qualifications. |
Equality Proofing the Budget |
The Executive is already working in partnership with the Equality Budget Proofing and Policy Advisory Group ( EPBPAG) to develop work to map the pathway between evidence, policy and spend. We know that our spending should be informed by the evidence base that informs our policies. | We will continue to work to improve the presentation of information about equalities issues in the Executive's budget documents We will continue to raise awareness about the need to mainstream equalities into both policies and budgets We will continue to investigate ways of monitoring Executive expenditure on different equality groups We will promote the learning that we have developed as part of the gender budgeting pilot work undertaken in 2006. | Equality Unit, Finance | Ongoing | Budget processes take equality issues into account and equality information is clearly identified and signposted in the budget document. |
Equal Pay |
The issue of equal pay has been high on the agenda of many of our consultees and we recognise that the ongoing disparities between men and women's pay are not acceptable. The gender pay gap - the difference between what women and men earn - based on average full-time hourly rates is currently 14% in Scotland (Annual Survey of Hours and Earnings ( ASHE) 2006). We recognise that there are a number of different reasons for the gender pay gap, including the impact of having a family, caring responsibilities, occupational segregation and sex discrimination. | We will continue to work with the Close the Gap Partnership, which aims to tackle stereotyping and job segregation, and raise awareness amongst employers and employees about their rights and responsibilities. The Cross-Departmental Group on Occupational Segregation will also explore issues relating to equal pay as part of its deliberations over the coming year. | Equality Unit in partnership with Equal Opportunities Commission (Commission for Equality and Human Rights from October 2007). | Ongoing | The gender pay gap continues to narrow in Scotland. See also objective for occupational segregation. |
Pregnancy Discrimination |
Evidence from the EOC is that that over half of the women in Scotland were likely to have experienced some form of pregnancy discrimination at work, and nearly three quarters of Scottish women experiencing pregnancy discrimination suffered in silence for fear of harming current and future job prospects. We recognise that the main causes are a lack of knowledge and understanding amongst both pregnant women employees and their employers about their rights and responsibilities, a lack of dialogue between employees and their employers about managing pregnancy at work, and negative attitudes amongst employers about pregnancy and maternity. | We have already been working with HD, ETLLD, Scottish Enterprise, DTI and the EOC to take forward a 3-step action plan to raise awareness amongst both pregnant women employees and their employers about their rights and responsibilities and, amongst employers about where they can get guidance. We will continue this work and will also take every opportunity to promote the benefits to employers, both large and small, of managing pregnancy effectively - retention of skills and experience, high quality labour force giving a competitive edge against competitors, lower absenteeism, higher morale, greater commitment/productivity. | Equality Unit with HD, ETLLD, Scottish Enterprise, DTI and the EOC ( CEHR from October 2007). | Ongoing | Raised awareness amongst pregnant women employees and their employers about their rights and responsibilities to each other, attitudinal change amongst employers and, ultimately, an end to pregnancy discrimination at work in Scotland. |
Equality Impact Assessment |
We believe that equality impact assessment is the cornerstone for the successful implementation of the public sector equality duties. Effectively impact assessing our work will enable us to mainstream equality issues into our policy and decision making processes. | We have already developed and published a ten Step Equality Impact Assessment Tool ( EQIA). We will monitor the use of our EQIA Toolkit to ensure that it is being used and being used effectively. We will continue to provide support to individual departments on undertaking an assessment. | Equality Unit | Ongoing | Policies and procedures are equality impact assessed on all six strands and Executive policies are developed having take full account of the differing needs and experiences of women and men, in all their diversity. |
Implementation of "All Our Futures: Planning for a Scotland with an Ageing Population" |
We know that women and men, on the whole, experience the process of aging in different ways. This is the case for poverty, ill health, access to services and the impact of experiences such as bereavement. | We will work with stakeholder organisations and the Commission for Equality and Human Rights to increase understanding of the implications of ageing for men and women as well as for other groups. | Equality Unit | Long term strategy, implementation plan in development | Key equality outcome is that: All the years of life are fulfilling and the contribution of older people -irrespective of age, ethnicity, disability, gender, sexual orientation, or religious belief - is valued, appreciated and where necessary supported. |
Work to develop indicators measuring progress towards this and other outcomes will take place over the coming year. | | By end of 2008 |
Volunteering strategy |
We recognise that while volunteering is essentially an individual activity, we have an important role to play in enabling a strong culture of volunteering to develop. In setting out our Volunteering Strategy we have stressed the need for volunteering to include people from under-represented groups such as unemployed, disabled and poor people. We particularly want to facilitate the greater involvement of young people in volunteering. 19% of males and 21% of females volunteer ( SHS 2005) showing no significant discrepancy overall. However, discrimination, which may often be unconscious, may prove a barrier to men, women, or other groups becoming involved in a particular volunteering opportunity. | We will continue working with key partners to reduce barriers to volunteering. The VDS document "Top Ten Tips for Asking" which encourages organisations to ask for volunteers out with their usual constituency; a series of workshops on effective volunteer management and encouragement of the use of the Volunteering Impact Assessment Toolkit are examples of work to date. This work will continue, for example, through a study by VDS on the experiences of younger disabled people. We will also begin the review of the Scottish Executive Volunteering Strategy which will take full account of equality issues throughout. | Social Inclusion and Voluntary Issues Unit | Ongoing | A reduction in barriers to volunteering, including discriminatory practices, making the benefits of volunteering available to more individuals - and increasing the involvement of men and women in untraditional areas of volunteering. |
Engagement with LGBT communities. |
We need to understand differences in how lesbians and gay men experience services, in how they engage with the Executive and other public authorities and in how they experience discrimination. | We will work with LGB organisations to develop our understanding. | Equality Unit, working with colleagues across Departments | By end of 2007 | Better and more informed policy making as a result of understanding the differential experiences of men and women in LGB communities. |
Involvement of disabled people in Scottish Executive policy making |
In 2005 the Scottish Council Foundation published Disability in Scotland 2005-2020 - A State of the Nation Report. This highlighted that disabled women and men can experience services in different ways and can have different experiences of discrimination. We will ensure that gender equality issues are built in to the measures that we are developing to involve disabled people in Scottish Executive policy making. Through these systems issues of gender and disability will be explored. | Our work on involvement of disabled people will ensure that gender issues are considered and will ensure that both women and men are able to participate. | Equality Unit, working with colleagues across Departments | During 2007 | Disabled men and women's needs are better understood and reflected in policy making and decision taking. |
Religion / Faith |
The Executive already recognises the importance of ensuring that both women and men from Scotland's faith communities are supported. The Executive already provides support to Amina, the Muslim Womens' Resource Centre to enable the roll out of the Muslim Women's Resource Centre's telephone helpline service across Scotland. The Scottish Interfaith Council, funded by the Executive, holds a women's conference annually at which women of faith can discuss matters of mutual concern. | We will continue to support women's faith organisations to ensure that women are supported and enabled to play a full role in ensuring equality of opportunity for faith communities in Scotland. | Equality Unit | Ongoing | The particular needs of women and men of faith are addressed appropriately through policy development and service provision. |
Refugees and Asylum Seekers |
Refugee and asylum seeking women have additional issues relating to their experiences prior to claiming asylum or subsequently. Many have experienced sexual violence in their home countries and have sought asylum as a result, others have been raped or sexually assaulted on their journey to the UK. The Executive funds a number of projects which support refugee and asylum seeking women such as the Legal Services Agency's Refugee Women's solicitor. | We will continue to support specific work targeted at the needs of asylum seeking and refugee women. | Equality Unit | Ongoing | Refugee and asylum seeking women's needs are taken into account in service planning and delivery. |
Gypsies/Travellers |
Gypsies/Travellers experience extremes of discrimination and disadvantage. Gypsy/Traveller women live 12 years less than women in the settled community, and Gypsy/Traveller men ten years less than men in the settled community, for example. Education outcomes are also considerably poorer for both Gypsy/Traveller women and men that for their counterparts in the settled community. | The Executive will continue to support work to tackle the health deficit of Gypsies/Travellers, and address the specific needs of Gypsy/Traveller women, such as access to female health professionals. Training will be provided for front line service providers in awareness of Gypsy/Travellers' cultural needs. An education strategy for Gypsies/Travellers, including both formal and informal learning pre, during and post school age will be developed as part of the National Strategy and Action Plan on Race Equality. A £3m (over the three years 2005 - 2008) site improvement fund provided by the Executive will enable significant up-grades to facilities at many local authority Gypsy/Traveller sites, some of which will benefit Gypsy/Traveller women, who have the main burden of caring/cleaning responsibilities. | Equality Unit/Housing/Health Department/Education Department | Ongoing | Gypsy/Traveller women's and men's specific cultural needs are reflected in service delivery. Health and education outcomes for Gypsy/Traveller women and men are improved. Improved facilities at sites make life easier for Gypsy/Traveller women. |
| Action | By whom | By when | Outcome expected |
|---|
1. What arrangements will you put in place to ensure that your policies, services, functions pay due regard to the need to eliminate any unlawful discrimination between women and men? | The Development Department will continue to comply with corporate Human Resources arrangements and training policies, to ensure that our staff understand what constitutes unlawful discrimination and are aware of their responsibilities towards customers and stakeholders. | All Development Department ( DD) staff | Ongoing | Our staff are aware of what constitutes unlawful discrimination and of their responsibilities in relation to their specific remits. |
We will undertake a programme of equality impact assessments in the development of new and emerging policies to ensure we identify any gender equality issues and take appropriate action. | All Divisions | Ongoing from December 2006 | Our policies better reflect the needs and experiences of men and women; promote gender equality, and prevent discrimination. |
We will take account of information arising from staff surveys and HR monitoring to determine action needed to protect staff and remedy any discrimination and/or harassment. | Departmental Management Board and line managers | Ongoing | Staff do not experience unlawful discrimination or harassment because of their gender. |
2. What arrangements will you put in place to ensure that your policies, services, functions are able to pay due regard to the need to promote equality of opportunity between women and men? | We will ensure that all statistical data collections and research are equality proofed in relation to gender. Data collections will be broken down by sex wherever feasible and appropriate. | DD: Analytical Services Division ( ASD) | Ongoing | The Development Department's policy teams and our customers/stakeholders are provided with high quality, sex disaggregated data to feed into policy development ensuring that our policies take into account the different needs and experiences of men and women. |
We will continue to collect data for monitoring key trends in relation to gender; identifying gaps in terms of monitoring within the current policy context. | DD: Analytical Services Division | Ongoing | We are able to effectively monitor the outcomes of our policies for both men and women to ensure they meet their needs. |
We will include questions about gender equality in policy consultations, customer surveys and programme monitoring. Where possible we will analyse responses by gender. | All Divisions | Ongoing | Policy development accurately reflects the views and needs of both men and women. |
We will ensure that our Departmental and Divisional Business Plans reflects our gender equality action plan. | Head of Department and Head of Divisions | Ongoing | Departmental and Divisional gender equality actions are systematically implemented. |
3. How will you identify gender equality goals and outcomes for your area of work? | We will ensure staff understand the Equality Impact Assessment process and undertake these assessments as an integral part of their policy development. | All Divisions | Ongoing | Key gender equality issues identified and addressed. |
We will continue to engage with our analysts to ensure relevant data is disaggregated by sex, to assist in monitoring our policies. | Policy staff and DD: ASD | Ongoing | Outcomes in relation to gender equality are able to be properly monitored and evaluated. |
4. How will you ensure that employees, stakeholders and/or service users are consulted in the process of setting gender equality goals and outcomes for your area of work? | We will promote the good consultation guidance and ensure that staff understand the needs of women and men when undertaking events e.g. offering childcare expenses. | All Staff | Ongoing | Women and men are involved appropriately in policy development and decision making. |
We will continue to engage and support our existing networks and consultative mechanisms; and will work with those who have not traditionally looked at gender issues to help us identify any in their areas. For example encouraging our Disability Working Group to consider whether there are particular gender equality issues for disabled women and men. | Policy Staff | Ongoing | Consideration of gender equality issues are mainstreamed across consultation mechanisms and networks. |
We will establish a Public Sector Equality Forum to engage and develop joint working to promote gender equality across the public sector. This will also assist co-ordinating work around the Scottish Ministers specific duty. | Equality Unit | Establish by December 2007 | Promoting equality of opportunity between women and men is addressed jointly across the public sector. |
We will ensure that funding is in place to support effective and meaningful engagement with women and men. | Equality Unit and other divisions as appropriate | Ongoing | Women and men are effectively and appropriately engaged in policy development. |
5. What arrangements will you put in place to ensure that we are able to report on progress on an annual basis? | We will work with DD: Analytical Service Division to ensure that we are able to measure progress. | Divisions and DD: ASD | Ongoing and by 29 June 2008 | Information is collected and collated to report on progress on gender equality. |
We will build considerations of equalities duties, including the gender equality duty, into departmental business planning and reporting procedures. | Departmental Management Board | Ongoing | Information on gender equality is regularly collected as an integral part of the departmental business planning and reporting procedures. |
Information will be collected through impact assessment, ongoing update to equality database and Equality Unit engagement with Divisions. | All Divisions and Equality Unit | Ongoing | Information is collected and collated to report on progress on gender equality. |