Policy | Action | By whom | By when | Outcome expected | Progress and Measure |
|---|
Public Appointments | Work with the Commissioner for Public Appointments to develop and implement her Equality Strategy. | Public Appointments Team ( PAT) | Mid-2007 [Exact timescale a matter for Commissioner] | Strategy for promoting equality in public appointments. | PAT still awaits sight of the Strategy and has not been involved in its development. |
Inspection of Prosecution in Scotland | To monitoring compliance with statutory duties in inspection work. | Inspectorate Team | Per inspection timetable | Compliance with statutory obligations. | Office inspections from end of 2006 to 2007 (total 8) stated what PF Offices had done, or planned to, comply with 2005 Act. |
Scottish Fuel Poverty Forum. | Review the membership of the Forum to ensure that the needs of disabled people are represented. | Fuel Poverty Team | 31 March 2007 | All Fuel Poor Groups are represented on the Forum | Forum make-up under review to ensure proper representation. |
Accessibility of fuel poverty programme. | Identify how eligible disabled people are accessing fuel poverty programmes and whether barriers prevent this. | Fuel Poverty Team | End of 2007 | Addressing any issues of inequality in access to fuel poverty programmes. | Contract in place which places requirement on Managing Agent to raise awareness of programme (also to adapt/move equipment, or highlight need for Social Services intervention) |
Planning etc (Scotland) Bill Secondary Legislation and Guidance. | Develop secondary legislation and guidance on the new inclusion measures in the Bill. Consult the Disability Rights Commission and the Built Environment reference Group on how to involve disabled people and disability groups in developing the policy. | Planning Divisions | Various sets of regulations and guidance developed during 2007 and 2008. | There will be more and improved opportunities for disabled people to be actively involved in planning matters. | Discussions regarding consultation ongoing with the former DRC. Discussions undertaken with former DRC and BERG regarding design and access. |
National Planning Framework 2 ( NPF2) (which will set out in broad terms the development and use of land in Scotland). | Develop a participation strategy for how disabled people and groups can be involved. | By end 2008 | Secondary legislation and guidance will be developed in consultation paper in 2007. | Disabled people involved in the development of the NPF2. | Scotland-wide consultation ongoing since early 2007. DRC representative attended consultation event on 23 February 2007. Policy document and equality impact assessment ( EQIA) currently being drafted. |
Requirement for Access and Design Statements. | Develop guidance to support the requirement for certain planning applications to be accompanied by a statement as to how access for disabled people, has been dealt with and a statement setting out design principles and concepts. | Planning Divisions | Provision to be commenced in early 2007. | Planning authorities and developers are aware that access and design issues should be considered at an early stage in the development process. This will lead to better designed developments that are accessible for disabled people. | A consultation paper is planned for November 2007. Provisions will be progressed thereafter. Guidance will accompany the provisions when they come into force. |
Planning equality duty. | The Planning etc. (Scotland) Bill places a general duty on Ministers and planning authorities to encourage equal opportunities - this includes disability equality. A steer will be given to planning authorities on this and training for planning authorities on planning related equalities issues will be provided through the Planning Development Programme during 2007. | Planning Division 1 | Draft consulted on in 2006. Final to be published in early 2007. | The Government and planning departments consider equal opportunities when undertaking planning functions. | Completed in part - the Equalities provision was one of the first measures commenced. Training on inclusive design made available to planning authorities through the Planning Development Programme. |
Promotion of Community Engagement. | Prepare a Planning Advice Note on Community Engagement which reflects the diversity of communities in the planning decisions which affect their lives. Fund Planning Aid for Scotland (core and project) to provide impartial advice on planning issues and training opportunities for communities including disabled people. | Planning Division 1 | Funding until March 2008 | Enhanced opportunities to be involved in decisions affecting the lives of disabled people. Improve awareness of planning and ensure sustainable community engagement. | The Planning Advice Note on Community Engagement was published in March 2007. Support to Planning Aid for Scotland continues to allow them to provide impartial information and training to communities. |
Promote and enforce an inclusive approach to the design of the built environment. | Under the Building (Scotland) Amendment Regulations 2006, introduce revised building standards and guidance that both increases the scope of issues covered and better reflects accepted good practice for the delivery of inclusive environments. | Scottish Building Standards Agency | May 2007 | All new buildings subject to building standards will be more accessible. | Standards & guidance in operation. Mechanism to be put in place to monitor the effectiveness of measures as buildings designed under new legislation are built. |
Deliver new housing that is more accessible and sustainable. | As above | Scottish Building Standards Agency | May 2007 | All new housing built in Scotland will be more immediately accessible. | Standards & guidance now in operation. Mechanism to be put in place to monitor the effectiveness of measures as buildings designed under new legislation are built. |
Implement the disability working group's report. | Take forward action to deliver recommendations to promote disability equality including in relation to disability equality training, awareness raising and improving information. | Equality Unit | Report end of 2008 and progress indicated in annual report on duty in 2007. | Outcomes measured against recommendations made in the disability working group report. Disabled people have improved access to, and better experience of, public services. | Progress to be reported at the end of 2008. To date progress has focussed on disability equality training and research. A series of meetings have taken place with training organisations, and with the Scottish Government's Analytical Services. |
Involvement of disabled people. | Provide tailored support to help departments to engage effectively with disabled people who have particular skills or interests in their area of work. | Equality Unit | Over the next 2 years and beyond. | Departments have effective engagement with disabled people. | During February/March 2007 a mapping exercise was undertaken to gauge how different areas across Government engage with disabled people. Findings will form a baseline for future progress measurement. In March 2007 funding for Inclusion Scotland's Contact 100 project was agreed, and Contact 100 is now operational. Funding also provided for a variety of other impairment specific consultation projects. |
Work with disabled people and disability organisations to build their capacity | Equality Unit | 2007. | Disabled people are better able to engage with public authorities. | Funding ongoing for a number of disability organisations including Inclusion Scotland, the Scottish Disability Equality Forum, the Scottish Council on Deafness, Communication Forum Scotland and Vox. A meeting was hosted in September which brought together all the organisations to explore potential for developing a network of policy and engagement officers. |
Make information and communication more accessible. | Implement and promote the Scottish Accessible Information Forum standards. Commission research to identify specific information needs of disabled people and how improvements might be made, including the coverage, quality and accessibility of information, and how well it is sign posted. | Equality Unit Equality Unit | Ongoing 2007 | Better access to information leading to greater access to and satisfaction of public services for disabled people. | The Scottish Government continues to implement and support SAIF standards. Research on disabled peoples' information needs was published by the UK Government in February 2007. The need for additional Scottish research is being considered by the Scottish Government. |
Continue to deliver improvements in linguistic access for people who are Deaf, deafblind and hard of hearing. | Equality Unit, via BSL and Linguistic Access Working Group. | Appoint new BSL coordinator and deliver recommendations by end of 2007. | BSL users have improved access to services and engagement in Government policy making. | A BSL co-ordinator was appointed in April 2007. The BSL and Linguistic Access Working Group will deliver its roadmap early in 2008. |
Look at ways of increasing the number of registered BSL/English interpreters. | Equality Unit | Ongoing | Double the number of BSL registered interpreters by 2012. | As an integral part of the work to increase the number of interpreters, SG is funding a course to train BSL tutors. In 2007 SG has explore ways of supporting course graduates; further funding has been allocated for this. |
Improving services for those with multiple and complex needs. | 14 demonstration projects over two years to test out and evaluate different approaches to providing services to those with multiple and complex needs including disabled people. | Social Inclusion | Projects will last until March 2008 | Identification of improved ways of providing services to people with multiple and complex needs. | 14 demonstration projects were eventually funded and an overarching evaluation commissioned to draw out the generic lessons on how services can be improved for people with multiple and complex needs. The ongoing evaluation monitoring framework asks all the demonstration projects to identify those service users who are disabled and how their disability, in combination with other factors, affects their ability to access services and secure positive outcomes from them. |
Regeneration policy emanating from the Regeneration Policy Statement. | Define equalities actions against all chapters of the Regeneration Policy Statement and make arrangements to take these forward. Promote accessible design in physical regeneration. | Regeneration Unit | November 07 | Improved outcomes for all parts of the community living in deprived areas. | Impacted by change in Government and resulting change in emphasis. Various activities planned to drive forward progress. |
Development of a Strategy for a Scotland with an Aging Population | Engage with older people and other stakeholders to develop the strategy. | Older People team | Launch in Spring 2007 | The barriers that older disabled people face are considered in the developed of SE policy. | All Our Futures was launched on 9 March 2007 It considers issues around accessibility and mobility. |
Implementation of the Vulnerable Witnesses (Scotland) Act 2004 Evidence shows that vulnerable witnesses may be intimidated from giving their best evidence by the courtroom setting. The Act provides for special measures such as screens, live TV link etc to protect children and other vulnerable witnesses when giving evidence. | Implementing provisions of the Act that will protect disabled witnesses if they are accepted by the court as being vulnerable for the purposes of the Act. | Victims and Witnesses Unit, with COPFS, Scottish Court Service, ACPOS, SCRA, voluntary orgs. Law Society, judiciary. | Completion of the implementation programme will be 1 April 2008. | Fairer treatment of all child and adult vulnerable disabled witnesses with easier and wider access to the measures in the Act. | Work on-going and on track to complete implementation by 1 April 2008. |
Evaluate the impact of the Act to assess how effective it is in supporting vulnerable witnesses. | Independent consultants commissioned by Analytical Services and Victims and Witnesses Unit. | Ongoing | The impact of legislation on all witnesses to whom the provisions are applied, including those whose disability features as a basis for their vulnerability under the terms of the Act has been assessed. | Final draft of report on evaluation of phases 1 and 2 is currently being considered by Scottish Government and its delivery agents. |
Publish practitioner guidance on working with witnesses with particular needs. | Published Victims and Witnesses Unit; prepared by Enable; endorsed by all criminal justice agencies. | Currently in use | Ensure that all practitioners working with vulnerable witnesses are aware of the requirements of witnesses with particular needs. | No feedback available on this particular piece of guidance which is part of a larger body of material on the Act. Scottish Government perceived by practitioners interviewed in evaluation study as doing well to provide guidance. |
Provide information booklets and a DVD specifically designed for witnesses with learning disabilities and their carers. | Produced by Enable and Lanarkshire ACE with support from Victims and Witnesses Unit | Currently in use | Witnesses with learning disabilities are better aware of their role and responsibilities and what they should expect from the criminal justice system. | No feedback available; evaluation did not include people with a disability (possibly because few witnesses were prepared to be interviewed). In addition, produced BSL signed version of DVD on "Being a Witness" in July 2007 and and publicised in "Vital Voices" the Unit's e-newsletter on the web and developing, in partnership with ENABLE, guidance for practitioners on helping children with additional support needs to understand what it means to be a witness.. |
Work towards monitoring the application of the Act which includes recording any disability of child and adult vulnerable witnesses. | Victims and Witnesses Unit, with Crown office and Procurator Fiscal Service ( COPFS), Scottish Court Service ( SCS), Scottish Children's Reporter Administration ( SCRA), Association of Chief Police Officers in Scotland ( ACPOS) | Ongoing | Enable SG to establish the impact of the legislation on disabled people. | Initial evaluation project almost complete. Further phases being planned in conjunction with delivery agents. |
Sentencing and Hate Crime There is evidence to indicate that disabled people can be prone to victimisation on account of their perceived membership of a particular group ( i.e. those with a mental illness), and general vulnerability. | Extend existing hate crime legislation to cover disabled people, in line with the recommendation of the Working Group on Hate Crime. | Criminal Law Division | Ongoing | Improved credibility of criminal justice system in its dealings with disabled victims and those who offend against them. | Cabinet Secretary for Justice reiterated commitment to legislate at the earliest opportunity. Discussions underway about taking forward as part of a handout Member's Bill. |
Improvement of the Adults with Incapacity (Scotland) Act 2000 to make it less expensive and more accessible for users. | Legislation in the Adult Support and Protection (Scotland) Bill to improve operation of the Act. | Civil Justice, Law Reform and International Division | End 2007 | Adults with incapacity are better protected by the law, at less expense to their own estates or the legal aid fund. | Changes made in the Adult Support and Protection (Scotland) Act 2007 to improve the operation of the 2000 Act. A number of the provisions came into force on 5 October 2007. Remaining provisions will commence in April 2008 to allow Regulations and Rules of Court to be made. |
Scottish Household Survey ( SHS): Culture and Sport Module Evidence: It was identified that disability was unrepresented, and its inclusion would assist in the development of current and new policies. | Provide robust evidence of participation, including disabled participation, in the arts and sport. This module will be in addition to the Culture and Sport section of the main SHS. The reasons for non- participation will also be collected to help us to identify physical and perceived barriers. | Tourism, Culture and Sport Directorate | Field work in early 2007 and interim results in mid 2008 | The survey will identify barriers to participating in TCS activities and levels of participation. This will feed back into policy development. | The SHS and the SHS Culture and Sport Module allow identification of people as disabled. The module will also enable disabled peoples participation in sport to be highlighted. |
Support for Victims of Crime Evidence: Scottish Crime & Victimisation Survey victims experience of criminal justice system. | National Standards for Victims of Crime includes a commitment that the standards apply to all victims regardless of their disability. | Published by Victims and Witnesses Unit and endorsed by all major criminal justice agencies. | Ongoing | All who have endorsed the standards should be able to demonstrate how they are being applied in practice. | Individual organisations should monitor and report on the application of the Standards. |
Sponsorship of Victim Support Scotland | Through our financial sponsorship of Victim Support Scotland ( VSS), we expect them to promote equality and tackle discrimination through their work with victims and witnesses. This is included as a commitment in VSS's corporate plan which is backed up by its Diversity Policy. | Victims and Witnesses Unit and VSS | Ongoing | Effective access to services provided to victims and witnesses who have a disability. | VSS is developing an assessment toolkit to identify the needs of victims, and an IT-based feedback tool to allow services to be modelled round the needs and experiences of users. |
| Action | By Whom | By When | Expected Outcome | Progress and measure |
|---|
1. What arrangements will you put in place to ensure that the policies you develop and the services you provide pay due regard to the need to eliminate any unlawful discrimination against disabled people? | Disability equality training will be available to all staff. | | Ongoing | The policies we develop, and the way we develop them, does not unlawfully discriminate against disabled people. | Supported by Directors staff took part in disability equality training during February- April 2007. Staff is made aware of our Equal Opportunity and Diversity Policy and CDROM training programme as part of their induction. |
Make staff aware of their duty to eliminate unlawful discrimination. | Line mangers | Ongoing | Staff are aware of their duty. | Line managers make their staff aware of their duties, and set specific objectives as part of the performance management process. We have made Fire and Rescue services aware of their equalities responsibilities. |
Make staff that we employ through contracts aware of their responsibilities not to unlawfully discriminate. | | | The services we deliver do not unlawfully discriminate against disabled people. | Our contract with the management agent for delivery of the Fuel Poverty programme sets out their responsibilities to ensure the specific needs of people with disabilities are met. |
Carry out an equality impact assessment of policies beginning with new and emerging policies. | | Ongoing | Staff understand the potential impact of their policy and its development for all equalities groups | An Equality Impact Assessment toolkit has been developed to assist staff to do this. Implementation of the tool has been supported by the Equality Unit. The toolkit is widely used. Impact Assessments have been carried out for the new drugs strategy and the establishment of the Scottish Legal Complaints Commission ( SLCC). |
Ensure information to the public about our functions and services is accessible. | All staff | Ongoing | Information about our functions and services is accessible to all. | Scottish Government website contains information about our functions. All publications are available on our website and meet Scottish Government accessibility guidelines. They are also available in other formats on request. |
2. What arrangements will you put in place to ensure that the policies you develop and the service you provide are able to pay due regard to the need to promote equality of opportunity between disabled and non-disabled persons? | Assess the impact of new policies and their development on people with disabilities. | All staff | Ongoing | Policies promote equality of opportunity | Analysts are participating in a training programme in the use of the Equality Impact Assessment Toolkit. The Analytical service strategy is currently being reviewed to ensure if makes appropriate reference to the Equality Impact Assessment tool. |
Ensure consultations and engagement with external stakeholders in the development of policy reflect the diversity of our communities | All staff | Ongoing | Policy development accurately reflects the needs of disabled people | |
Collect robust data for monitoring key trends in relation to equalities and identify any gaps in current policy. | Analytical services | Ongoing | We are able to monitor the outcome of our policies for disabled people, to ensure they are the same for non-disabled people. Data is broken down by equality group and by disability where possible | The Working with Families programme monitored if the family included children with a disability. Because we collected relevant data we know that 48% of the Supporting People budget went to disability groups. Her Majesty's Inspectorate of Constabulary ( HMIC) are encouraging police forces to collect more detailed equalities information. The Scottish Policing Performance Framework will measure and report on police force staffing profiles by equalities groups. The first report will be published in August 2008. The new Scottish Crime and Justice Survey has been commissioned. It will allow for analysis of victims with disabilities. |
Take part in review of Auditing for Equalities
http://www.scotland.gov.uk/
Topics/People/Equality/18507/building | Inspectorates | Due to be published in September 2007 | Equalities issues are considered as part of inspections. | Report modified in September 2007. |
We will develop our business planning tool to record equalities information. | | | Business planning processes can record equalities issues. | Equalities information can now be recorded on the business planning tool. |
Encourage and support disabled employees to participate in schemes designed to promote the advancement of disabled people | Managers | Ongoing | All staff have the tools to enable them to do their job | |
Improve Adults with Incapacity Act 2000 to make it less expensive and more accessible. | Civil Justice Law Reform and International Division | End 2007 | Better protection by the law and less expense | Changes have been made to the Act. |
3. What arrangement will you put in place to ensure that the policies you develop and services you provide are able to pay due regards to the need to eliminate any harassment of disabled people, related to their disability? | Consider the effect of policy development on people with disabilities. | All staff | | Policies discourage harassment. | We sponsor Victim Support Scotland and have supported them to develop an assessment toolkit to identify the needs of victims, this includes disabled victims. |
4. What arrangements will you put in place to promote positive attitudes towards disabled people? | Use positive images of disability and positive messages about disability in communications including public statements by Ministers. | All staff | Ongoing | Disabled people are properly reflected in departmental publications and stereotypes are challenged | Images used in publication are chosen in consultation with the media teams to reflect the range of stakeholders affected by the policy area. Ministerial visits are chosen to reflect the policy area and range of stakeholders affected by it. |
5. What action will you take to encourage the participation of disabled people in public life? | Involve disabled people in advisory groups and stakeholder reference groups. | All staff | Ongoing | Disabled people have the opportunity to engage with Government work | |
Follow public Appointments guidance | All staff | Ongoing | Disabled people are given the opportunity to take up public appointments | Public Appointments guidance was followed in making appointments to Scottish Police Services Authority ( SPSA). |
6. How will you ensure that disabled people are involved in the development of your department's policies and activities? | Make engaging with equalities groups a key element of developing and delivering policy. | All staff | Ongoing | Disabled people engage in policy development and delivery. | Equality Impact Assessment Toolkit is widely used. Consultation documents are circulated to equality groups. The Disclosure Scotland application form is available in alternative formats and assistance can be provided to help users complete it. Equalities groups, including people with disabilities, have been involved in the implementation of the Vulnerable Witnesses Act. |
7. What arrangements will you put in place to ensure that we are able to report on progress on an annual basis? | We will develop our business planning tool to record equalities information. | | By September 2007 | Business planning processes can record equalities issues. | Equalities information can now be recorded on the business planning tool. |
Review the Analytical Services strategy to ensure it promotes monitoring of equalities information | Analytical Services | August 2007 | We have suitable indicators to assist with monitoring | The Analytical Services strategy is currently being reviewed. |
Policy | Action | By whom | By when | Outcome expected | Progress and Measure |
|---|
Statistical, economic, analytical and scientific research that will support and inform policy development, ensuring that the needs of disabled people are fully taken into account, | Provision of disaggregated disability data, where possible and feasible to do so in an analytically/statistically robust way, to support departmental policy formulation | Analytical Services Group | Ongoing | Evidenced based policy making reflecting the needs, views and experience of disabled people. | See chapter 3 on information gathering. |
Human Resources. Diversity Strategy - the strategy reflected legislative and organisational priorities that were identified by the working group of both internal and external equalities experts. The chair of the Executive's staff disability network was a member of the working group. Diversity Delivery Plan - sets out how we will ensure proper and effective representation of disabled staff at Senior Civil Service and feeder grade level. By bringing on and bringing in talent will ensure we meet targets to do this. Diversity Placement Scheme Monitoring diversity targets | Review Strategy through involvement with stakeholders including disabled staff and disability network via electronic consultation and meetings. To ensure it reflects staff views and requirements and embraces best practice. Progress, monitor and report on actions within plan every 6 months. This report will also be audited by a Cabinet Office Peer Group. There are a range of actions that will deliver disability equality, including identifying barriers to progression; policy review and monitoring; expanding development opportunities; awareness raising initiatives and embedding diversity in our business planning process. Successful placement of around 5 disabled graduates and non graduates over Easter and summer 2007. Effective re-survey of staff ethnicity and disability. We will do this by reviewing how and at what stages we capture diversity information. We will also positively target all staff whose diversity information is missing or incomplete. This will allow us to monitor and track disabled staff at all stages of their career to check for and rectify any discriminatory or negative effects of any policies or procedures. | Change and Corporate Services: HR Diversity Team Change and Corporate Services: HR Diversity Team/stakeholders Change and Corporate Services: HR Diversity Team Diversity Team | 2008 - thereafter every 3 years. 2008 Summer 2007 and annually thereafter April 2007 and ongoing until the introduction of e-HR in Octber 2007 | Compliance with legal requirements and becoming an exemplar employer and employer of choice. This will ensure that policies encourage and help disabled staff into the organisation and aid retention when they join. Outcomes and targets within plan are achieved. Awareness of the business of the Executive and opportunities is increased amongst disabled people resulting in an increase in disabled people applying for and securing posts in the Executive . Reduction in number of non respondents to surveys below 25%. | The planned review of the Strategy will take place over the coming year. The timing has yet to be agreed. All staff networks, including that for disabled staff, will be fully involved in the review, as will the Scottish Government trades union. A light touch assessment of the Diversity Delivery Plan was undertaken in September and submitted to Cabinet Office. A new Workforce Equalities Taskforce is being set up to accelerate diversity progress. The 2007 summer placement scheme provided places for a total of 16 minority ethnic and disabled graduates. 6 subsequently had their placements extended. 2 students from the Cabinet Office fast stream were also placed. The new e-HR system is now in place and legacy information has been migrated. The new self-service feature, to be introduced in the coming months, will enhance the quantity and quality of our information and also our reporting capabilities. In preparation for the new system, regular re-surveys of non-responders were undertaken to maximise returns. |
Resourcing Policy applies to recruitment and resourcing in the Executive and its Agencies. Those involved in any stage of the staff resourcing process should be aware of and adhere to the contents of this policy. Any feedback from the disability network group will be taken into account. Interchange Strategy: Interchange is a temporary exchange of people between the Scottish Executive and other public, private and voluntary organisations. | We will continue to review the policy and associated processes to ensure they reflect best practice and are legally compliant. We will continue to review Interchange policy and strategy to ensure best practice. In line with wider resourcing policies applications from disabled people are encouraged. | Change and: HR Resourcing Centre of Expertise Change and Corporate Services: HR Resourcing Centre of Expertise | Ongoing. With the introduction of a dedicated Resourcing Centre of expertise within our HR, it will ensure the resourcing and interchange policies will be revised continuously in response to feedback and legislative requirements. | The Executive complies with legal requirements and will be a best practice employer. We will comply with legal requirements and will be best practice employer. | A new Resourcing Policy is currently under negotiation with the trades Unions. Equality issues have been considered throughout development and negotiation. A new Interchange Strategy is in the final stages of preparation. Equality issues have been considered throughout development |
Diversity and equalities training | We are presently reviewing and enhancing the training available to staff (both on their legal duties, their duties as managers, and the impact of policies on disabled people). We are also recruiting for a specialist trainer to take this forward. | Corporate Learning Services ( CLS)/Equality Unit/Diversity Team | Completed. A secondee trainer is now in place. | Managers and policymakers understand and comply with their legal obligations, and produce policies which recognise the needs of disabled people. | A member of the Diversity Team has been seconded (on a half-time basis) to CLS to assist with the development and delivery of diversity training and to develop capacity for the future. The Essentials management training programme contains an integral diversity segment and over 600 staff will have undergone this training by March 2008. A further diversity elective training module has now been piloted A two hour discrimination awareness seminar has been delivered to over 200 staff and delivery of this event will continue until March 2008 when it will be reviewed. In addition, various open learning options have been obtained for staff for whom e-learning is a better and more accessible option. |
Access to training facilities | We continue to meet the specific needs of individual disabled staff so as to enable them to access training by making reasonable adjustments as requested and providing alternative formatted materials. | CLS/Diversity Team | Ongoing in response to need. | Disabled staff can access the same or better development opportunities as colleagues. | External opportunities of particular relevance are circulated to members of our disability network. Reasonable adjustments continue to be made as requested. |
Human Resources Policy Review | The review will include ensuring policies reflect best employment practice and are legally compliant, through benchmarking with other organisations, reference to ACAS (Advisory, Conciliation and Arbitration Service) and consultation with Scottish Executive solicitors. | HR Employee Relations, Policy Reviewer | Ongoing during 2006 and 2007. | HR Policies comply with legal requirements (including requirement to promote equality for disabled people) and demonstrate best practice. | We have invested in an additional staffing resource to scope out the requirements for effective Equality Impact Assessment of our HR policies. The scoping work is now complete. The resulting process guidelines have been built into our agreed HR Policy Development Programme planning document and will be implemented as part of each HR policy review. |
Health and Safety | Ensure necessary adaptations identified and implemented to enable disabled staff to operate effectively in the workplace | CCS: Facilities and Estates Services | Ongoing -requirement is to keep up with demand | Services do not provide unreasonable barriers to disability equality | Programme continuing |
Accommodation | Ensure premises compliant under DDA Extend range of adaptations. | CCS: Facilities and estates services A user group to look at existing and new accommodation and IT project and policies will be set up to take account of the views of all groups; including disabled people will be set up in the coming year. | Done Ongoing | Services do not provide unreasonable barriers to disability equality. | Improvements made to accessibility in ongoing, planned programme of works. For example, ongoing programme of work to replace signs within buildings which include braille. User group building on existing groups has been agreed with 6 monthly meeting on issues of interest |
IT services | Ensure appropriate equipment and IT best practice standards are followed. | CCS: Information Systems and Services. A user group to look at existing and new accommodation and IT project and policies will be set up, in the coming year, to take account of the views of all groups, including disabled people. | ongoing | IT accessible to disabled people. | New systems are required to consider disabled users and to comply with disability legislation. Hardware such as large screens, alternative mice and alternative keyboards are provided on request. Software such as voice recognition, talking software and screen magnification software is already available on the desktop or is provided on request. User group building on existing groups has been agreed with 6 monthly meeting on issues of interest |
Internal communications delivery development of corporate internal communications strategy and policy on diversity and equality matters will involve the participation of staff, in consultation with Equality Unit and HR. | Assess current disability equality arrangements - existing commitment to a comprehensive review and evaluation of corporate internal communications, including "accessibility issues", The Team will support the development and delivery of a Diversity and Equality Communications Plan. | Communications Directorate: Corporate Communications Team | Initial review December 2006 - March 2007 thereafter continuing assessment of internal communications impact | new internal communications guidance: practice statement on disability equality matters. | |
Excellence Awards aim to recognise and celebrate those people working on the strategic objectives of the Scottish Government who have gone the extra mile and who can inspire others. | Review current disability equality arrangements - an initial diversity and equality assessment of existing arrangements, in consultation with Equality Unit and HR, followed up with an impact assessment of 2007 Excellence Awards process and outcomes to influence future arrangements. | CCS: Employee Engagement Team | December 2006 Existing Management Group commitment to a 5 year programme of employee surveys - commenced ES 2005 - annual survey evaluation. | We will actively promote the concept of diversity and equality through the Excellence Awards, and as part of any other employee recognition initiatives. | Both Equality and Diversity are championed through the Awards, both as components of particular categories ("Developing Our People"/ People & Business Innovations for 2008) and in terms of being special criteria. The Employee Engagement Team are also actively supporting the Diversity Awards and will invite the winner of the Diversity Awards to our main Excellence Awards ceremony in March 2008. Strategic Board (formerly MG) have agreed to a full review of the Awards after the 2008 ceremony (first 5 years of the Awards). |
Employee Survey. The Executive is committed to annual employee survey as a means of assessing employee engagement across the organisation | Review current disability equality arrangements. The employee survey 2006 action planning workstream will be aligned with the teams ongoing review and evaluation programme - disability equality matters will be taken into full account when developing future employee engagement surveys. | CCS: Employee Engagement Team | | We will recognise the challenges some colleagues may face by producing an accessible Employee Survey which meets established diversity & equality standards and expectations. | Existing Strategic Board commitment to a 5 year programme of Employee Surveys - commenced with ES 2005 - annual survey evaluation. Question on discrimination and harassment included in 2007 survey. |
| Action | By whom | By when | Expected Outcome | Progress and measure |
|---|
1. What arrangements will you put in place to ensure that the policies you develop and/or the services you provide pay due regard to the need to eliminate any unlawful discrimination against disabled people? | Ensure staff involved in policy development have access to relevant training information on disability. We are to meet with trade unions to discuss improving the quality of management information around resourcing, specifically in relation to diversity issues. A 2 day workshop is mandatory for training of staff on resourcing issues. This includes a session on diversity issues including disability. | Ensure that we collect and monitor relevant statistics on the uptake of corporate training by disabled staff. Change and Corporate Services: HR Resourcing Centre of Expertise | CLS/Shared Service Centre/Diversity Team Ongoing | Executive meets audit requirements. Scottish Government complies with legal requirements and will be a best practice employer. Disabled staff taking a full part in training opportunities. | By way of a pilot for the newly developed EQIA process an assessment of our age retirement policy has already been undertaken. All HR policies will be subject to equality impact assessment as they are reviewed and this will help ensure that there is no unlawful discrimination against disabled people An Equality Impact Assessment process has been developed for all HR policies and is an integral part of our agreed HR Policy Development Programme Plan. |
Regular monitoring of management information. As part of its annual audit we supply the Office of Civil Service Commissioners ( OCSC) a statement that ensures proper arrangements for disabled staff are in place. | | | Executive meets audit requirements. | Regular Management Information reports on diversity issues will be provided by the new e-HR system. External opportunities of particular relevance are circulated to members of our disability network. The second phase of e-HR should allow us to monitor training for disabled staff. Various other training options are also currently being investigated. |
All IT systems tested to ensure DDA compliance. This includes the internet website of the Scottish Executive | CCS: Information systems. | Ongoing | Accessible IT for disabled people | Systems are required to comply with W3C disability standards. |
In implementing a new HR system, take account of both the needs of disabled people for HR services and their need to access the system. | CCS: e-HR programme team | 12-18 months | Equality of access for disabled people | We have been working closely with our e-HR providers on accessibility issues and will continue to do so to achieve a satisfactory resolution for our disabled staff. |
2. What arrangements will you put in place to ensure that the policies you develop and/or the services you provide are able to pay due regard to the need to promote equality of opportunity between disabled and non-disabled persons? | Ensure that HR policy review and development: - Is carried out in consultation with relevant groups i.e. staff disability network.
- Involves and consults key people, including Diversity Manager, trade unions, Scottish Executive solicitors, and staff.
- Is overseen by a diverse working group including disabled people.
| CCS: HR Policy Leads /Stakeholders | Ongoing | SE achieves and maintains best practice and continues to strive to become exemplar employer and employer of choice. | See 1 above on the Equality Impact Assessment process. This process should help ensure that our HR polices promote equality of opportunity between disabled and non - disabled people. In addition the Diversity Team will continue to provide support and guidance as required. |
The new policies, including guidance and procedures, will: - Take account of the SE Diversity Delivery Plan.
- Have a monitoring and evaluation framework, including Management Information.
- Be clearly communicated to all staff, with training where appropriate.
| CCS: CLS/Diversity Team | Ongoing | See above, also reduced staff turnover and absence. | |
Regular monitoring of staff through all stages of employment to ensure no disparate effects. Where disparate effects are identified remedial action is taken. | CCS: HR Resourcing Centre of Expertise | Ongoing | Ability to obtain feedback directly from disabled staff. | Ongoing - e-HR will dramatically improve our monitoring capability. |
Regular communication with staff disability network. Involvement of members of staff disability network in reviews of training and development. A statement about how we recruit people appears in our recruitment code on our internet web site. Statements about disability are embedded into resourcing policies and strategies. | | The dedicated HR Resourcing Centre of Expertise ensures that the statement is reviewed continuously . | SE complies with legal requirements and will be a best practice employer. | A review of all staff networks has now been completed and volunteer committees are in place. The creation of our confidential mailboxes and electronic bulletin boards will make access to the network easier for disabled staff and those in remote locations |
Appropriate consultation as changes in accommodation are made. A user group to look at existing and new accommodation and IT project and policies to take account of the views of all groups, including disabled people will be set up in the coming year | CCS: Facilities | Ongoing | Equality of access to building and accommodation services. | User group building on existing groups has been agreed with 6 monthly meeting on issues of interest |
Office of the Chief Statistician commissioned work on a gender audit of statistics and research. This report will, where possible, disaggregate statistics on disability, | Analytical Services Group | April 2007 | Wide range of statistics disaggregated by gender and where possible disability and ethnicity, | Completed and published March 2007 |
Constitutional Policy and Civic Participation Team will draw to policy customers' attention through good practice guidance and the Consultation Registration Evaluation System ( CRES) the issue of disability and other equality duties regarding newly commissioned consultations. | OPS: Constitutional Policy and Civic Participation and IT services | January 2007 | Disability issues fully considered in newly commissioned consultations. | |
Stakeholder consultation; e.g. review customer feedback on web services and internal customer feedback to gauge satisfaction with services. | CCS: IT and accommodation services | Ongoing | Services which meet the needs of internal and external disabled users. | ISIS has an officer dedicated to liaison with disabled staff and the provision of suitable hardware and software. A specific budget is allocated for this purpose. A user group to look at existing and new accommodation and IT project and policies will be set up, in the coming year, to take account of the views of all groups, including disabled people. |
3. What arrangements will you put in place to ensure that the policies you develop and/or the services you provide are able to pay due regard to the need to eliminate any harassment of disabled people, related to their disability? | Ensure that policy review and development: - is carried out in consultation with relevant groups i.e. staff disability network;
- involves and consults key people, including Diversity Manager, trade unions, Scottish Executive solicitors and staff; and
- is overseen by a diverse working group.
| CCS: Diversity Team | Ongoing | SE achieves and maintains best practice and continues to strive to become exemplar employer and employer of choice. | The Dignity at work review has been completed and is now being implemented. The creation of a pool of Investigating and Deciding Officers from across the organisation will encourage mainstreaming and awareness. |
The new policies, including guidance and procedures, will: - take account of the SE Diversity Delivery Plan;
- have a monitoring and evaluation framework, including Management Information; and
- be clearly communicated to all staff, with training where appropriate.
Regular monitoring of staff through all stages of employment to ensure no disparate effects. Where disparate effects are identified, remedial action is put in place. | CCS: Diversity Team | Ongoing | See above - also reduced staff turnover and absence. | A range of monitoring and reporting measures are now available through the new e-HR system. |
Appropriate consultation as changes in accommodation are made. A user group to look at existing and new accommodation and IT project and policies will be set up to take account of the views of all groups; including disabled people will be set up in the coming year. | CCS: Facilities and Estates Services | Ongoing | Equality of access to building and accommodation services. | User group building on existing groups has been agreed with 6 monthly meeting on issues of interest |
The Mainstreaming Equality Website has been updated and relaunched as the Portal to Resources and Information on Mainstreaming Equalities ( PRIME). It contains a toolkit to help analysts consider, incorporate and address equality issues, including disability, from the early stages of project design to publication dissemination. | Analytical Services Group | Ongoing | Statistical publications proofed to ensure disability issues are addressed. | See chapter 3 on information gathering. |
4. What arrangements will you put in place to promote positive attitudes towards disabled people? | Ensure that both internal and external recruitment advertising literature use positive images of disabled people. The HR policy review will be taking account of this and will be clearly communicated to staff on an ongoing basis, including where training is appropriate. | CCS: Resourcing Centre of Expertise | Ongoing | Increase in applications from disabled people. | The Diversity Team continues to work closely with Resourcing colleagues to provide advice and support.
The Team will also be part of the new working group on resourcing issues,
The diversity summer placement scheme also promoted positive attitudes through the inclusion of disabled students. |
IT project requirements regarding accessibility for disabled people will stand on their own justification and will not be discounted on the basis of cost. | CCS: IT services | Ongoing | Accessible IT for staff and external users ( e.g. internet users). | New systems are required to consider disabled users and to comply with disability legislation. Specialist hardware and software is readily available and a specific officer deals with individual requests and helps system implementers to ensure disabled users are catered for. |
5. What action will you take to encourage the participation of disabled people in public life? | Support for and extension of flexible working hours and flexible work patterns to facilitate staff, including disabled staff, participation in volunteering or other opportunities in their communities. | CCS: Diversity Team | Ongoing | Disabled staff have the flexibility to take advantage of opportunities. | Continue to promote flexible working opportunities, particular at senior grades and to provide advice and guidance to those seeking to work flexibly., including around reasonable adjustment issues for disabled staff. Consideration of increasing provision of the amount of time for staff undertaking volunteering in our volunteering policy is currently underway |
Continue to encourage staff to take part in secondment working with disability organisations. These opportunities are advertised on our internal vacancy board and staff are invited to apply. | CCS: HR Resourcing Centre of Expertise | Ongoing | See above | |
To draw to the attention of policymakers the Office of the Chief Statistician's Social Focus on Disability published in 2004. This publication explores in depth, the characteristics and position of disabled people in Scotland. | Office of the Chief Statistician ( OCS) | Complete | Work produced by OCS provided greater information on disabled people in Scotland enabling relevant action to be considered. | See chapter 3 on information gathering and use of information. |
6. How will you ensure that disabled people are involved in the development of your department's policies and activities? | Regular communication with staff disability network. Including providing the network with information and advice on relevant subjects either electronically or by appropriate speakers and also by seeking and considering their feedback on policy development and internal processes. | CCS: Diversity Team/Stakeholders | Ongoing | The Executive achieves and maintains best practice and continues to strive to become exemplar employer and employer of choice. | Our diversity newsletter will be circulated to all staff on a quarterly basis and will include a report on the work of the disability network and Team contact details. Regular meetings and consultation exercises are also held with our trades unions and the staff network. The inclusion of network groups is also part of our EQIA process. |
Seek and consider feedback from disability network. The HR policy review will include appropriate consultation, including disabled members of staff. | CCS: HR Resourcing Centre of Expertise CCS: HR Employee Relations, Policy Reviewer. | Ongoing | Executive complies with legal requirements and strives to be a best practice employer. | All Diversity networks were invited to input into the Resourcing review. |
Involvement of disabled people and specialist in disability access in accommodation and IT projects. | CCS: FES and ISIS | Ongoing | DDA compliant(and beyond) accommodation and IT facilities. | A user group to look at existing and new accommodation and IT project and policies has been established. |
The PRIME Website assists analysts to consider, include and incorporate ideas and perspectives of disabled people, which informs research and evidence that feed in to policy formulation across the Executive. | Analytical Services Group | Ongoing | Views of disabled people fully taken account of in policy formulation and implementation. | See chapter 3 on information gathering. |
Ensure disabled people are given the opportunity to express their views through SE consultation exercises. | Constitutional Policy and Civic Participation and IT Services | Ongoing | Disabled people consulted on all issues affecting Executive policies. | Constitutional Policy and Civic Participation Team will provide advice to policy colleagues through consultation good practice guidance and consultation registration evaluation system ( CRES) to capture Scotland's demographics. |
7. What arrangements will you put in place to ensure that we are able to report on progress on an annual basis? | Staff monitoring is in place for all stages of employment this will be further enhanced with the introduction of e-HR in late 2007 (an electronic Human Resources data system, which will allow staff to enter, update and manage their own diversity information which will increase the reliability of information and the level of information captured). Re-survey of staff disability to reduce non respondents to fewer than 25%. | CCS: Diversity Team/Management Information Team | Ongoing Complete: e-HR now in place with self service | Robust and reliable information. | The diversity forms have been configured in the e-HR system. The employee self-service, which will enable staff to check and update their own records, will be rolled out to the different areas of the SG, its Agencies and NDPBs using the e-HR system between 5 November and 17 December 2007. Non-response rates down to 25% or less at Band C and in the SCS. |
Continued collation of Statistical information on disabled applicants from external and internal recruitment competitions. | CCS: HR Central Resourcing Unit. (Part of Shared Service Centre) | Ongoing. Has been available from May 2005. | As above. | See chapter 3 on information gathering. |
The HR Policy Review will have a monitoring and evaluation framework, including management information. Progress information will be collected on an ongoing basis. The monitoring and evaluation framework will be used. | CCS Employee Relations, Policy Reviewer. | Throughout 2007/8 and ongoing as review milestones arise. | Diversity is mainstreamed throughout all HR policies. | Monitoring and evaluation framework assesses if/how policy impacts, either positively or negatively, on employees/ different groups. Includes regular analysis of relevant statistics, engaging with the appropriate people from different groups and feedback from HR frontline staff. Provides indicators to enable assessment of how far policies are achieving desired outcomes. Where a potential adverse impact is found a further assessment and/or changes to the policy are considered |