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ENTERPRISE, TRANSPORT AND LIFELONG LEARNING DEPARTMENT
Core Functions of Department
To develop/implement/administer a range of policy and activity in the following areas:
- supporting business and encouraging enterprise;
- building on the excellence of our universities and colleges;
- improving skills and employability;
- promoting economic growth, social inclusion, health and protection of our environment through a safe, integrated, effective and efficient transport system; and
- promoting a strong energy sector in Scotland, with increasing capacity in clean, renewable energy, and focusing on energy efficiency.
Departmental Priorities in 2006 - 2009
Our strategic priorities in delivering the Partnership Agreement and other commitments are:
- supporting growth and improving productivity throughout the economy;
- supporting an aspiring, ambitious and enterprising business and learning culture;
- making Scotland an attractive place in which to live, learn, work and do business;
- connecting Scotland at home and abroad;
- closing the opportunity gap; and
- delivering efficient and effective public services
Departmental Statement of Objectives/Aims to Advance Gender Equality
In delivering policies which aim to improve the lives of the people of Scotland, the Enterprise, Transport and Lifelong Learning Department is committed to ensuring that those policies meet the diverse needs of that population, by ensuring that they are accessible to all - taking into account the needs which might arise due to an individual's age, gender, race, sexual orientation, disability and religion/belief.
ETLLD is committed to ensuring that our people are aware of their responsibilities in this regard and are equipped to undertake their duties accordingly. It is further committed to initial and, where appropriate, ongoing impact assessment of its activities on an equalities basis.
ETLLD will advance gender equality by evaluating key, and all new, policies in a way which involves and reflects the views of both women and men appropriately, in order to ensure that relevant policy is developed and implemented in a way which challenges gender stereotypes, promotes equality of opportunity between women and men and which works towards eliminating all forms of unlawful discrimination.
ETLLD's overarching objective is to ensure that, as a Department, we are doing all we can to advance gender equality, primarily through the mainstreaming of gender equality throughout our policies and practice. We recognise that in a society where women and men do not have equal outcomes in the workplace or in education, that ETLLD has a pivotal role to play in progressing gender equality in Scotland.
Our objectives are set out in our Action Plan, but we highlight the following areas as part of our statement.
Transport
In 2000, the Executive commissioned research into Women and Transport. This research led to the publication of guidance and a checklist for policy makers. We know that women and men do not have identical profiles in terms of the use of both public and private transport. The impact of these differences is something that we know we must take account of right across our transport policies.
What we know
For example, our research highlighted a number of issues that are marked by differences in terms of gender and we know that these gendered differences are also cut across by issues of disability, age and ethnicity (particularly in terms of accessibility and perceptions of safety).
We know that women's access to cars is more limited than men's; we know that women are more likely to travel by public transport, as car passengers and on foot than men; we know that women's trips are more likely to relate to caring and family responsibilities, while men are more likely to travel for business and leisure and we know that women are more likely to make trips to and from education (including escorting children) and more shopping trips than men. We know that women tend to make more journeys using public transport when they are with children or otherwise "encumbered" (for example, shopping).
There are a myriad of factors that we need to take into account, and these differences suggest that the ways in which public transport is provided has a differential impact on women, requiring consideration of the key issues affecting them - and their potential impact - in the policy-making process. Although the issues we set out here impact on many men as well, our research tells us that women are disproportionately affected by these issues.
Our objectives
We want to ensure that both women and men are properly catered for in our transport policies and strategies. We are already committed to delivering a transport in Scotland that is safe, integrated and efficient. We know that women in particular perceive that public transport is not always safe and we want to ensure that this perception diminishes so that greater numbers of women feel able to take advantage of a range of transport options.
We want to ensure that women are able to access public transport effectively. We have already set out, in our disability equality scheme, our plans for ensuring that disabled people can benefit fully from our transport infrastructure, we know that this kind of activity also impacts positively on everyone's experience, particularly women who take disproportionate responsibility for domestic tasks and use public transport to do those tasks.
Lifelong Learning
Lifelong learning has a key role to play in the advancement of gender equality. We have a responsibility for both further and higher education, careers and the post school transition period (including our work on those young people who at risk of not being in education, employment or training - NEET). We know that there are key issues for gender equality across everything we do. Educational attainment and the transition from the school into meaningful employment or training opportunities (such as modern apprenticeships) are central to the fulfilment of the aspirations and potential of men and women in Scotland. We know that we have a big part to play in working to ensure that, throughout our work, neither men nor women are disadvantaged.
What we know
We know that the career choices made by girls and boys are often shaped by gendered stereotypes. That's why we support Careers Scotland to positively challenge gender stereotyping through their work to encourage both girls and boys to look at the full range of career options.
We know that girls are more likely to leave school with higher qualifications than boys and that girls are more likely than boys to go on to Further Education and Higher Education on leaving school, while boys are more likely than girls to enter employment after leaving school. We know that between 2004/05 women were 57.4% of students in Further Education Colleges, and men were 42.6%. We know that between 2004/05 women were 56.6% of students in Higher Education Institutions, and men were 43.4%. We also know that the numbers of men and women in our colleges varies by age, with older women being far more likely to take up further learning than older men.
We know that subject choice in colleges follows a gendered pattern and that, for example, if we look at the statistics for 2004/05, that men make up the majority of enrolled vocational students in subjects such as Engineering and Technology, and Architecture. Women, however, made up the majority of enrolled vocational students in Mathematical Science, Physical Sciences, and Information Technology (these subjects regarded as more "male" choices traditionally), as well as being a majority in more typically "female" subjects such as Medicine, Social Studies, Languages, and Creative Arts. We know that some gendered patterns in subject choices are therefore shifting, this can be seen, for example in the proportion of female enrolments in Agriculture, which have increased from 29.9% to 50.8% between 1995/96 to 2004/05.
We know that similar patterns are played out in Higher Education, where women have made up the majority of students in HE institutions in Scotland since 1996/97, when they were 52.2% of all students. While women now make up a majority of both full-time and part-time students, they form a proportionately greater share of part-time students, 58.4% in 2004/05 compared to 55.6% of full-time students. We also know that the subjects that male and female students choose to study at HE level exhibit different patterns and that this tends to reflect previous subject choices at secondary school level. There has, however, been a shift in the gender balance of students within some subject areas over time. For example, women made up 62% of students of Medicine and Dentistry in 2004/05 compared to 55% in 1995/96, and 75% of students of Veterinary Science in 2004/05 compared to 52% in 1995/96. Over the same period the proportion of male students in Information Technology has increased from 72% to 76% and in Engineering and Technology from 88% to 90%.
These issues are important because the types of qualifications, at any level, that men and women study for, have huge implications for their experience in the workplace and their potential earning power over time. We understand that the experience of further and higher education contributes to the occupational segregation and the persistence of the gender pay gap that is evident across the workplaces of Scotland.
We know that, in terms of our NEET strategy, that there is work to be done to ensure that the gendered experiences and needs of girls and boys are met appropriately. We know that those people who experience NEET are often carers, lone parents or young people with a history of drug or alcohol abuse. We know that these issues are impacted by gender, in that the vast majority of lone parents are female and that substance misuse impacts to a greater degree on young men.
We know too that there are gender equality issues, both real and perceived, in our work on Modern Apprenticeships. The evaluation of our Skillseekers programme has already highlighted the highly gendered nature of participation across the different frameworks, as too did the recent EOC formal investigation; we know that there continue to be very few women and men choosing what we would call "non-traditional" occupations. We have already stated our commitment to tackling these issues and take this opportunity to restate that commitment here. An action plan to tackle the gendered nature of the different frameworks is currently being taken forward by Scottish Enterprise.
We understand that, following the research undertaken by the EOC, the Enterprise Network and Sector Skills Councils are considering how best to increase under-represented groups in the MA programme.
Our objectives
We intend to mainstream gender equality across everything that we do. This means continuing to support the work to challenge gender stereotyping in careers, subject choices - including modern apprenticeships. Much of this work will be explored in full through our participation in the Cross Departmental Working Group on Occupational Segregation. This group is due to report in the early part of 2008. In the meantime, Lifelong Learning will continue to equality impact assess its policies and practices and seek to ensure that both men and women are able to fulfil their aspirations and potential across the myriad of educational and training options open to them.
Enterprise
We are committed to delivering a smart, successful Scotland where both women and men are ambitious and confident, committed to lifelong learning and able to fulfil their aspirations and potential. Although employment legislation is reserved to Westminster, we have a pivotal role to play in Scotland's workplaces in terms of promoting equality of opportunity between women and men and tackling unlawful discrimination. Like our colleagues in Lifelong Learning and Education, we know that we have a role to play in challenging gender stereotypes and tackling occupational segregation and that is why our work mainstreams our commitment to equal opportunities throughout. We already committed to closing the opportunity gap through our Employability Framework, Workforce Plus, and we have considered gender equality issues as a part of that process. We have also previously committed to supporting women's enterprise.
What we know
We know that sex discrimination, both direct and indirect, and occupational segregation based on gender (as well as race, age and other factors) inhibits Scotland's ability to effectively benefit from the pool of talent and inhibits our ability to create a flexible and responsive workforce.
When looking at, for example, the issue of low paid and low skilled workers, we know that two thirds of those workers are women but that there are differences across the age groups. We know that many of these women work part time and are, as such, less likely to receive training than their full time counterparts. Across all age groups, however, the incidence of low pay is higher among women than men and the probability of transition out of low pay is substantially lower for women than it is for men. Where women are able to move out of low pay, we know that there is much less progression up the earnings structure than there is for men. We also know that in all age groups, women who work part-time are vulnerable to persistent low pay; 80% of part-time workers are women. The probability of moving out of low pay is reduced by 25% when a woman works part-time. We also know that there is a strong likelihood that those women who are employed part-time, are moving into low pay from a higher earnings status. We know that 92% of lone parents are women and that lone parents face particular challenges when trying to enter the labour market, this is also true for those younger women who fall into the NEET group.
Women face particular challenges in the workplace when they become mothers and we support the work, led by the Department for Trade and Industry, to enable employers and expecting and new mothers to understand their rights and responsibilities.
Our objectives
Our overarching objective will be mainstream gender equality across our work. There are a number of key areas where we know we can make a difference. To continue to work with the Cross Departmental Group on Occupational Segregation to challenge gender stereotyping and identify where we can make the best gains for gender equality in terms of our Employability Framework, our work on Modern Apprenticeships and the support that we provide to Enterprise Networks. We want to see more women and more men working in non-traditional occupations and we want to see more women being helped out of the trap of low skill and / or low pay.
We will ensure that gender equality issues are embedded in the guidance that we provide to delivery agencies as part of the Employability Framework and we will continue to provide the necessary support for the work being taken forward by Scottish Enterprise - Equality Matters in Business.
We will continue to support women into enterprise, building on the work already undertaken in 2005 for the Women's Enterprise Strategy - Sharpening the Focus, The strategy highlights the services and activities currently provided by the enterprise agencies to assist more women to start-up and grow their businesses. We want to see more women successfully starting up and managing their own businesses.
ENTERPRISE, TRANSPORT AND LIFELONG LEARNING DEPARTMENT
Gender Equality Duty Action Plan
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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ETLLD: Transport |
The National Transport Strategy ( NTS). We know that women and men do not, on the whole, use or benefit from our transport infrastructures in the same way. Evidence set out in our statement. | We will develop a National Transport Strategy ( NTS) for Scotland that has taken full and proper account of the differing needs and experiences of women and men as well the other equality strands | Transport Group and Transport Scotland | The end of 2006 | An NTS, based on wide-ranging consultation, which covers all modes of transport and which meets the needs of all travellers. |
Establishing statutory Regional Transport Partnerships ( RTP's). We know that women and men do not, on the whole, use or benefit from our transport infrastructures in the same way. Evidence set out in our statement. | The Transport (Scotland) Act 2005 requires all RTPs to include, as an integral part of the development of their Regional Transport Strategies ( RTS), provision about how transport as a whole will encourage equal opportunities, this will include ensuring that the needs of women and men, where they are at a disadvantage (real or perceived), are appropriately catered for. | Regional Transport Partnerships They have a legislative duty to forward their regional transport strategies to the Minister by 01 April 2007. | RTPs were established on 1 December 2005. (see below) | RTPs will be subject to the Gender General Duty from 1 April 2007 and will be consulted about other equality duties The RTPs will be required to address particular social inclusion/equality issues through their regional transport strategies (see below). |
Assessing the regional transport partnerships' Regional Transport Strategies ( RTS) against statutory Scottish Executive guidance. Under the new gender duty, RTPs will be required to promote equality of opportunity between women and men and eliminate unlawful discrimination and harassment. | When first established, RTPs will be subject to the general duty and not the specific duties for the gender duty. We will ensure, however, that RTPs are aware of their legal obligations regarding the gender duty and recommend that until such time as they are subject to the specific duties, that they should gender impact assess their RTSs. We will scrutinise and offer feedback on all draft RTSs to ensure that they are compliant with the public sector equality duties. Local Authority and Partnership Liaison Team will monitor receipt of various documents relating to the strategies in line with the guidance timetable. | Local Authority and Partnership Liaison Team in conjunction with Transport Scotland (Strategy and Investment) and other Scottish Executive stakeholders. Transport Group has three Policy and Liaison Officers that between them attend all partnership meetings and liaise with RTP officials. | Draft regional transport strategies due October-December 2006. Final RTS due 31 March 2007. | RTSs will address social inclusion and equality issues in meeting regional transport needs. |
Encouraging local authorities to draw up local transport strategies in line with non-statutory SE guidance. Evidence regarding gender equality issues and transport, set out in our statement. | We will continue to encourage local authorities, through the use of the Local Transport Strategy Guidance, to give particular consideration to assessing and meeting the needs of different groups of people including disabled people and carers, children and young people and the different needs of men and women. Local Authority and Partnership Liaison Team will review the strategies against the guidance. | Local authorities. The LAs forward draft strategies to Local Authority and Partnership Liaison Team for comments. | 32 revised local transport strategies due between August 2006 and April 2007. | That local transport strategies address particular social inclusion and equality issues in meeting local transport needs. |
Establishing a Public Transport Users Committee for Scotland. Improving access to public transport. Evidence regarding differing needs of women and men vis-à-vis public transport, set out in our statement. | We will set up a new advisory NDPB, the Public Transport Users' Committee for Scotland. . We will establish a joint Secretariat with the Mobility and Access Committee for Scotland ( MACS). Ensure it has close working relationships with MACS. Public advertising of membership. We will ensure that gender equality issues are taken into account when establishing this committee. | Transport Strategy Division/ MACS | The Public Transport Users' Committee for Scotland will be legally established on 1 January 2007 and fully up and running, staffed and with all 12 appointees in place by 1 April 2007. All appointments made in accordance with the guidance issued by the Office of the Commissioner for Public Appointments in Scotland. | Independent advice to Ministers on all transport accessibility issues. |
ETLLD: Life Long Learning |
Engaging with employers on workforce development and employability to make the best use of the skills of their workforce and for employees to be able to upgrade and upgrade their skills easily. Evidence from our Employability Framework research, set out in our statement. | We will work to embed our employability framework: Workforce Plus; developing training provision (modern apprenticeships / training for work). We will take full account of gender equality issues in the development and implementation of these areas of work. In order to measure our achievements on the equalities outcomes we seek to achieve in each of the key policy areas; we will have to either establish and/or develop the information we have available on the relevant indicators. As a critical first step in this process, ELL's Analytical Services Division will establish the feasibility of reporting against equalities related information in our regular statistical, and other, reports where appropriate. We will update on progress. | Skills for Life and Work Division, Transitions to Work Division Analytical Services | Formation of a National Workforce plus partnership autumn 2006. Local workforce plus partnerships to equality proof the plans they submit to the Executive, January 2007. Ongoing | The skills, needs, experiences and requirements of men and women in the workplace are appropriately addressed. Work to tackle the disadvantage faced by part-time and low paid women workers will also be taken forward. Improved data. |
More Choices, More Chances - a strategy to reduce the proportion of young people in education and employment or training in Scotland / Higher and Further Education Futures work. Evidence set out in our statement. | We will promote a system that offers and supports focused and flexible learning opportunities and entitlement in education and training. We will ensure that gender equality issues are embedded in this system. | Not in Employment, Education or Training unit / Higher Education and Learner Support Division , Further and Adult Education Division. | Local partners' action plans were submitted end 2006, targets will be agreed by June 2007. | Opportunities not determined by gender stereotyping. |
Ministers are considering output of consultation on de-merger of Careers Scotland from Scottish Enterprise. Evidence on careers and gender stereotyping, set out in statement. | We will improve the information, advice and guidance for learners in Scotland and take full account of gender equality issues as part of this process. We shall ensure that Careers Scotland continues to address the issues on gender stereotyping in careers. Building on the information service offered by Learndirectscotland we are now in the final stages of developing and introducing a national information provider on funding. | Skills for Life and Work Division, Transition to Work Division, Higher education and Learner Support Division. | We have just launched the learndirect scotland national service on funding information We await the ministerial decision on de-merger of Careers Scotland. | No gender imbalance in accessing and progressing within learning. Gender stereotypes effectively challenged. Annual reporting of NDPB to SE on progress and outcomes. |
Adult ESOL (English for Speakers of Other Languages) Strategy / Community Based Adult Learning / Adult Literacy and Numeracy Strategy refresh. | We will support community based adult learning and learners in Scotland's Colleges to make a positive difference in our communities and peoples lives. This includes taking full account of gender equality issues. | Further and Adult education Division | ESOL Strategy launch planned for Autumn 2007; Continue supporting implementation of WALT through community based adult learning. ALNES refresh due to be complete spring 2008. | No gender imbalance in engaging in adult learning. Needs and experiences of women and men, taken fully into account. |
Determined to succeed /school college strategy / Review of Scotland's Colleges. Evidence set out in our statement. | Supporting successful progression for both women and men through learning. | Determined to Succeed/Further and Adult Education Division. | Review of Scotland's Colleges all strands to complete by spring 2007. Phase two pilot of Skills for Work courses (school college strategy) complete 2007/08. | No gender imbalance in progression through learning. Needs and experiences of women and men taken fully into account. |
ETLLD: Enterprise |
To support business growth, productivity and innovation. We know that women are under-represented in terms of starting up new enterprises. Evidence set out in our statement. | We will review marketing activity and media for innovation and investment grants to ensure that: (a) information about the schemes is as widely available as is reasonably possible and (b) that it encourages (for example through case studies) applications from eligible men and women fronted businesses . [(a) and (b) will build on work already carried out on the development of case studies on women-led businesses for SMART/ SPUR grants.] We will consider the range of information collected as part of grant application processes to ensure that, as appropriate and bearing in mind the need to minimise burdens on business, it enables us to collect information to inform gender equality policy in this area. We will continue to work with Scottish Enterprise to ensure the effective implementation of the Women's Strategy - reviewing policy in line with the achievement of targets. | Innovation and Investment Grants Division and Business Growth and Innovation Division. Analytical Services Innovation and Investment Grants Division and Business Growth and Innovation Division | Review to be completed in the course of 2007. Ongoing Ongoing | In the course of 2007: Subject to outcome of review, refreshed marketing material to be in place. If identified as necessary and appropriate, application forms revised. Measurable, equitable access to business support and innovation support schemes. Increase in business start ups from women. |
To fund and set the strategic framework for sponsor Scottish Enterprise and Highlands and Islands Enterprise, the main economic development agencies in Scotland. | We will ensure that the strategic guidance for the enterprise networks, A Smart, Successful Scotland, continues to take appropriate account of the need for their activity to be equality proofed. We will ensure that the annual operating plans for both Networks follow through their commitment to mainstreaming their approach to equal opportunities. | Enterprise Networks Division | Both Networks have committed to embedding diversity in all their work and will conduct equality impact assessments on all major policies and programmes. | To ensure that the main economic development agencies are operating within a framework, which enables them to meet their equalities duties as effectively as possible. |
To develop policy and manage delivery of all European Structural Funds across Scotland, supporting the Executive's and the European Union's aims of boosting economic growth and improving productivity while reducing economic and social disparities We have carried out an equal opportunities impact assessment in order to identify how the programme changes affect equal opportunities issues. | We will ensure that equal opportunities is integrated as a horizontal theme in new Structural Funds programmes for 2007-2013. This will include integrating consideration of all equality strands (disability, gender, race, age, sexual orientation and religion/belief). Detailed consultation on future programmes which specifically asks whether the equality focus is sufficient. | European Structural Funds Division | Annual review | Reduced gender equality gap in the workplace. Increased opportunities for women (and other groups who may be disadvantaged in the workplace) in the workplace. |
Cross Cutting Action | Analysts in ETLLD will work with policy colleagues and other stakeholders to ensure, where possible/appropriate, gaps in data regarding gender equality in Enterprise, Transport or Lifelong learning issues are identified and tackled. However it should be noted that where statistics are provided by other organisations, such as the Office for National Statistics, ETLLD analysts will have limited input into the design and collection of these statistics but will try to use this input to meet gender equality data needs. | Analytical Services Division | Ongoing | Better evidence for policy development and delivery. |
Arrangements for delivering the general duty to promote gender equality. |
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| Action | By whom | By when | Outcome expected |
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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? | We will introduce equality awareness training for staff so they are clear about their responsibilities towards female and male customers and/or stakeholders. We will ensure processes are in place to support identification and resolution of complaints regarding sexual harassment; and We will ensure all policy teams use the impact assessment tool during early policy development to take account of existing discrimination and tackle any evidence of discrimination in policies. | All Enterprise, Transport and Lifelong Learning Divisions | Ongoing, however we will report on progress in update to this action plan in December 2007 | Satisfaction from our stakeholders that the gender duty is being observed in a meaningful and effective manner; with necessary information in place to demonstrate that on an ongoing basis. |
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 embed a question in all new consultations (where appropriate) about equality; We will enable all policy teams to use the equality impact assessment tool as part of policy proofing stage; We will incorporate impact assessment tools in option appraisals for Ministers; We will ensure, where possible, that mainstream provision is inclusive of the needs of men and women rather than making adjustments as an add on provision; and we will continue to add and expand collection of data relating to participation of men and women in our provision. | All Enterprise, Transport and Lifelong Learning Divisions | Ongoing, however we will report on progress in update to this action plan in December 2007 | Satisfaction from our stakeholders that the gender duty is being observed in a meaningful and effective manner; with necessary information in place to demonstrate that on an ongoing basis. |
3. How will you identify gender equality goals and outcomes for your area of work? | We will work with our Analytical Services Division to ensure that, where they do not already exist, the necessary baseline information is established, where possible, and that appropriate monitoring milestones, and means of meeting these. are built in to this process; We will embed a question in all new consultations (where appropriate) about equality; We will enable all policy teams to use the equality impact assessment tool as part of policy proofing stage; and We will incorporate impact assessment tools in option appraisals for Ministers. | All Enterprise, Transport and Lifelong Learning Divisions | Ongoing, however we will report on progress in update to this action plan in December 2007 | Satisfaction from our stakeholders that the gender duty is being observed in a meaningful and effective manner; with necessary information in place to demonstrate that on an ongoing basis. |
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 support all policy teams to involve a representative stakeholder body in policy development and, where appropriate, the process of setting equality goals and outcomes ; | All Enterprise, Transport and Lifelong Learning Divisions | Ongoing, however we will report on progress in update to this action plan in December 2007 | Satisfaction from our stakeholders that the gender duty is being observed in a meaningful and effective manner; with necessary information in place to demonstrate that on an ongoing basis. |
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 our Analytical Services Division to ensure that, where they do not already exist, the necessary baseline information is established, where possible, and that appropriate monitoring milestones, and means of meeting these. are built in to this process. | All Enterprise, Transport and Lifelong Learning Divisions, in conjunction with Analytical Services Division | Ongoing, however we will report on progress in update to this action plan in December 2007 | Satisfaction from our stakeholders that the gender duty is being observed in a meaningful and effective manner; with necessary information in place to demonstrate that on an ongoing basis. |
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