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CHAPTER 3 - GATHERING INFORMATION AND MAKING USE OF INFORMATION
Scottish Government Analytical Services Divisions
3.1 In our disability equality scheme we set out how research and evidence helps us to think about new and better ways of doing what we do and provides new insights, understandings and discoveries that are to the benefit of Scotland. The Scottish Government funds a wide range of analytical activity which both contributes to the knowledge base of Scotland, the UK and internationally and helps us to inform and assess Scottish Government policies.
3.2 All of the main Scottish Government Directorates have a dedicated Analytical Services Division ( ASD), which provides integrated analytical support from social researchers, statisticians and economists which allow them to develop and resource a relevant and focussed evidence base which includes economic appraisal, social research, evaluation and statistical analysis.
Delivering the duty: the importance of evidence
3.3 The Scottish Government is committed to evidence based policy making. This means that we work to ensure we develop and implement good quality policies on the basis of sound evidence (or data). We gather evidence from a range of sources, for example we may review published research or commission new studies where research is missing or limited. We analyse information and statistics and we consult with people who have knowledge, expertise and relevant experience of the issues in question.
3.4 We recognise the importance of continually improving the quality of our evidence, particularly in terms of equality data. In particular, we understand the need to provide a comprehensive picture of the experiences of equalities groups and explore where differences between social groups may be due to disadvantage arising from inequality of opportunity and/or discrimination.
3.5 We also recognise that the disability equality duty requires us to gather and analyse information in order to develop disability equality action plans and to review the effectiveness of those action plans.
3.6 To meet this end, analysts across the Scottish Government committed to a programme of work that will take help us achieve the following aims:
- Improve information collected on equalities groups where gaps are identified;
- Increase the availability, accessibility and quality of data;
- Maximise the use of evidence in helping to identify and evaluate policies and action which will achieve greater equality and to help us to guard against potential adverse impacts of policy on social groups;
- Ensure that data are used effectively and systematically to evidence outcomes; and
- Ensure that evidence/data will be used effectively and systematically as part of the process of reviewing the effectiveness of the disability equality scheme and to inform the development of future schemes.
3.7 The achievement of these objectives will be crucial in underpinning the effective discharge of the disability equality duty and the review and implementation of future schemes by the Scottish Government. Further, this work will directly underpin the effective implementation of the legislation.
Delivering the duty: building capacity across the Scottish Government
3.8 Over the last year, we have continued to mainstream equalities into the work of analysts by strengthening central support for mainstreaming, working to build capacity and make information and analysis more accessible.
a) Central Support for Mainstreaming and Building Capacity
Social Justice Analysis Unit
3.9 We have now established a Social Justice Analytical Unit which provides analytical support to the Scottish Government Equality Unit and supports mainstreaming of equalities across the three analytical groups - statistics, social research and economists. The Unit has a role to help build the capacity of analysts to provide sound equalities evidence and analysis which will inform and support policy. The Unit will support equalities mainstreaming across analytical groups to help ensure that good evidence and analysis are built into the EQIA processes. The Unit has developed training for ASDs on EQIAs and this is now being rolled out for all ASDs across the Scottish Government. It will also coordinate forthcoming work to review the disability categories used across the Scottish Government. The Unit also coordinated the Scottish Government's input the to the ONS led Equalities Data Review of UK data on equalities.
Equalities Public Duties Analysts Group
3.10 This group was first established in 2006 to address more specific issues around definitions, data collection and use of evidence/data. Its members are drawn from across the Scottish Government's ASDs and the group provides practical support and advice on mainstreaming equalities across analyst groups. The Group has received training on EQIAs and the Equalities Review and has begun to look at better ways of ensuring that equality data are accessible and available to policy at the right time. This first stage has been to collate equalities data which relate to the Scottish Government main priorities and themes. Work is currently on going to improve analytical support to EQIAs and to look at options for improving the consistency of data collected across research and surveys.
Linking Information Gathering to Action Planning
3.11 We recognise the importance of gathering information to inform action plans. ASDs are focusing on assisting Directorates to gather information in relation to the actions identified in their business plans, supporting equality mainstreaming in the business planning process. This information will inform EQIA and policy development as well as systems for monitoring and recording - enabling a better understanding of the effectiveness of policies and the outcomes for disabled people.
Indicators and outcomes
3.12 The Scottish Government's performance framework was published on 14 November 2007 following the Scottish Government Spending Review ( SR). The SR framework sets out a series of high level indicators, outcomes and related targets against which the current Administration will monitor its performance.
3.13 Communities ASD will work with ASDs to ensure that the equality dimensions of these indicators, outcomes and targets are monitored and delivered in an evidence-based way. Communities ASD will work with other bodies outwith the Scottish Government to ensure the necessary linkage between the equality dimensions of the SR framework and other frameworks used by these bodies.
3.14 The Office of the Chief Statistician ( OCS) is facilitating this process by making available to all ASDs, and others, a database of statistical outputs and sources in November 2007. The database will indicate which data are available on each equality group (including for disabled people) on each of the Scottish Government's statistical outputs and sources.
b) Improving access to Equalities data
The 'Portal to Resources and Information on Mainstreaming Equalities' ( PRIME)
3.15 PRIME website - 'The Portal to Resources and Information on Mainstreaming Equalities' - was refreshed and relaunched lat in 2006. This website pulls together links to a wide range of research and statistical evidence across a full range of equality and policy areas, and is designed to help colleagues review and strengthen the evidence relevant to disability (and other equalities groups) within policy areas. The website is promoted and used in particular round the EQIA process and its use and content is being reviewed in the light of the Scottish Government's priorities.
High Level Summary of Equalities Statistics
3.16 The High Level Summary of Equality Statistics ( HLSES) was published in November 2006 and continues to provide an important source of evidence on equalities. The recently established (title) Social Justice Statistics branch will review the role and scope of this publication in collaboration with the Equalities Public Duties Analysts Working Group in Spring 2008.
Long term strategy for improving data
3.17 We continue to work to improve the collection and analysis of equalities data, particularly in terms of the kinds of data collected on the needs, views and experiences of disabled people. All national surveys break down data by the equalities strands and more work is being done by various departments to link mainstreaming concerns with data collection and analysis issues. Examples of how we intend to improve the collection and analysis of data are discussed below.
Building Equalities into our Processes
3.18 The Office for the Chief Researcher ( OCR) is integrating equalities into its ethical guidance and is also developing ways to ensure that equalities data, including information on disability, are gathered in all commissioned social research when this is appropriate. The OCR guidance on publication of Social Research will include guidance on accessible websites and the importance of providing reports in Ariel 14 point where there is likely to be a significant interest for disabled people. The new guidance will be completed by early 2008.
Disability definitions
3.19 Work has now begun to develop a better and more consistent approach to collecting data on disability. The Scottish Government has long recognised the importance of taking a social approach to understanding disability. For example, a literature review on Communication Support Needs ( CSN), published in June 2007, was based on the social model of disability, and looked at the needs and experiences of people with CSN and the barriers they face when accessing services.
3.20 We have already begun discussions with Scottish Government analysts about the categories we use to collect data on disability and to develop a joint work programme to improve the data we collect. We have worked with the General Registrars Office for Scotland to promote the use of the Disability Discrimination Act definition to inform the Scottish Census disability categories for the 2011 Scottish Census and to flag up the need for longer term work beyond that to create better categories.
3.21 It will also be important to collect data which will inform the promotion of more positive attitudes towards disability. To this end, the most recent cycle of the Scottish Social Attitudes Survey, the results of which are due to be published in December 2007, will look at attitudes towards people with both physical and learning disabilities. This will provide us with baseline information on people's perceptions of disability and give us an insight into some of the attitudinal barriers faced by disabled people.
Data comparing social groups
3.22 If we are to address inequality effectively, we need to use data to compare and contrast the experiences and views of disabled men and women with those of non-disabled people, and avoid focusing too narrowly on women or disabled people as isolated groups. Where sample sizes permit, we should also understand more about the complex interlinkages between gender, poverty, race, age etc.
3.23 Although there are technical challenges involved in breaking down information on groups that are statistically small in number, we are making progress on finding solutions to these challenges by undertaking work to integrate its five core surveys. Many of the large scale surveys in Scotland (Scottish Household Survey, Scottish House Condition Survey, Scottish Health Survey, Scottish Crime and Justice Survey) are working together to produce a core set of harmonised questions which will include disability, gender and ethnicity. Harmonisation will ensure that definitions of sub-groups are the same across these surveys and also opens up the possibility of combining samples to increase numbers.
Exploring Various Methodologies
3.24 We are also exploring whether the use of different methods, such as standalone, issue-focused surveys would provide additional supplementary quantitative information to the larger national surveys.
Scottish Household Survey
3.25 The SHS questionnaire structure and content has undergone a recent review. A new question has been added to the questionnaire which asks respondents about experiences of verbal or physical abuse within their communities because of their disability, gender, age, race, faith or sexual orientation.
Scottish Government Analytical Services Divisions - results of information gathering and use of information
3.26 The disability equality duty requires us to publish a summary of the results of information gathering and the use we have made of the information gathered in order to better promote equality of opportunity for disabled people.
3.27 Undertaking research and gathering information through national surveys and other measures takes time. Analysis of data and the subsequent refinement of policy or development of new initiatives can also take time. Given that the disability equality duty has been in place for only one year and this is our first annual report on our disability equality scheme we are clearly limited in what we can report at this stage, particularly in relation to the use made of information gathered.
3.28 However, the following pages highlight information gathering which is being undertaken across the Scottish Government and describe how information has been and is being used to inform policy development.
3.29 Future annual reports will report more substantially on this aspect of the disability equality duty.
Health Analytical Services Division
Introduction
3.29 Health ASD ran an equality workshop last year with its staff which charged them to look at mainstreaming equalities in their work. This fed into three pieces of work:
- The development of the web based search engine described below. This included a full review of work within the ASD which determined where information was available and where it was not;
- As part of this equality review the new Scottish Health Survey, the work of National Resource Allocation Committee ( NRAC), and the Scottish Patient Experience programme has started to address gaps in knowledge across all six equality strands, including disability; and
- The development of an equalities section in the PEDA (Health Pre-Expenditure and Delivery Assessment) which encourages policy colleagues to impact assess.
Action
3.30 Health ASD has developed a web based metadata equality search engine. It is available at: http://www.scotland.gov.uk/Topics/Health/Equality
3.31 This search engine contains all the information currently available for Health for all six equality strands, including disability, from the Scottish Government, HPS and ISD, as well as a range of NHS Boards and other organisations. It provides web links to this information where available and contact names for people to get more information from the analysts who are responsible for the data. This resource is for use both by policy colleagues, NHS Boards and others to support Policy Development and Impact Assessment. The data was gathered by each organisation. ISIS - Business Solutions is currently building an internet front end to enable organisations to update their own entries at regular intervals. To date the information has been used for a range of purposes from the ONS Equalities Data Review through to local NHS work.
3.32 Health ASD advises its policy colleagues to undertake EQIA's which cover all six equality strands, including disability. Where Health ASD has been asked to help with EQIA's i.e. for the following:
- Public health bill
- The restriction of international doctors training/working in Scotland (to be undertaken).
- NRAC (Annex 9 in their Final report. If you want to look at the end result it is in the Research section of NRAC's website at http://www.nrac.scot.nhs.uk/research.htm)
- Patient Experience (to be completed early next year once the technical partner is in place)
3.33 Health ASD have been working with policy colleagues and Patient's and Quality to ensure issues affecting disabled people are considered. Work is ongoing through the Scottish Health Survey, the work of the Care Team both in terms of regular data collected for community care and the Scottish Patient Experience Programme to improve the data available on disabled people and health in Scotland.
Office of the Chief Statistician ( OCS)
Introduction
3.34 To support effective disability equality mainstreaming, OCS is responsbile for:
1) Providing and promoting access to a wide range of statistics disaggregated by disability (and other equality groups) across the main areas of Scottish Government activity, for use by Government official and members of the public.
2) Providing and promoting access to statistical sources disaggregated by disability (and other equality groups) across all Scottish Government ( SG) statistics outputs and sources for use by Government officials. Copies of the database will be made available to the public on request.
3) Facilitating and promoting the consistent use of official disability definitions across all SG statistical surveys and continue to develop a set of core questions (including disability) that can be used in the SG's five main statistical surveys, with a view to ensuring the availability of aggregated disability data from the five survey.
Action
3.35 The Office of the Chief Statistician ( OCS) published the High Level Summary of Equality Statistics ( HLSES) November 2006. It is a compendium of key statistical trends for the main areas of Government activity disaggregated by age, disability, gender, ethnicity and, in some cases, religion. It also provides a comprehensive list of data sources, where more detailed data can be accessed. To ensure widespread access, it was made available as hard copy and is also contained on the Scottish Government statistics web-site, where data can be extracted for each equality group, including disability, separately. Data were gathered and collated by OCS from Statisticians across the SG. The HLSES is used by policy colleagues across the SG and external users including, the equality Commissions (as they were formerly known). Responsibility for the HLSES passed from OCS to Communities ASD in autumn 2007.
3.36 OCS is currently compiling a database that details which equality strands (including disabled) are included in each of the Scottish Government's statistical outputs and sources (170 sources and 150 outputs) - including a flag for disability. OCS is collecting and collating the information from Statisticians across the SG. The database will be ready towards the end November 2007 and updated on an ongoing basis.
3.37 The harmonisation work programme is aiming for survey samples to be added together (possibly as early as 2009) making a larger, more robust sample available for analysis, including for disability. A dissemination strategy for this large sample is being discussed.
3.38 The HLSES has and continues to provide policy colleagues with access to key equalities data (including for disability) and equality data sources. Policy colleagues can then use this information to undertake evidence based policy assessment and evaluation regarding disabled people.
3.39 In the same way, the outputs and sources database will allow policy colleagues to find out which equality groups are included across all Scottish Government statistical outputs and sources.
3.40 Policy colleagues will benefit from consistent disability definitions used in surveys because it will ensure that survey data are comparable when they are used in policy impact assessment and evaluation. In the same way, the larger sample size derived when data from the five core survey are aggregated (including for disability) will help to ensure that the data are more robust, particularly the trend data that will be used to monitor and evaluate policy outcomes.
Education Information and Analytical Services
Introduction
3.41 Our research procedures have been updated using a new approach to ethical issues which covers our equality responsibilities. This requires the issue of equalities to be expressly addressed in each project undertaken. In addition one of our principal research officers is identified as an ethical advisor to review and offer advice where ethical issues including equalities arise. Each project and individual research design is reviewed individually to decide what approach to disability equality is required.
3.42 Within economic evaluations the distributional impact of policy initiatives is assessed to identify differential impacts on diverse groups within the population.
3.43 A number of staff in EIAS have undertaken diversity training during 2007 to heighten awareness.
Action
3.44 Several other data collections are now linked to the disability information in the pupil census allowing further analysis. Collection on disability among teacher workforce has also been agreed. The results of such collections are provided to policy for use in their development work.
3.45 A briefing exercise is currently underway whereby briefings covering issues of ethnicity, disability, gender, age, sexual orientation and religion are being prepared under the SMARTER heading (includes data from schools, CYP and ELLASUs). These briefings outline what we know about inequalities, the sources of data and the potential gaps in our knowledge. Once completed they will be discussed with policy colleagues to highlight areas of concern.
3.46 A survey of EQIAs in DG education was undertaken in July/Aug 2007 by EIAS. The results of this survey were shared with equalities research and through them the equalities unit to help inform future actions in this area. Nine EQIAs were identified as completed or in progress. By undertaking the survey and asking all branch heads about their involvement in EIAs the profile and importance of producing EIAs was raised.
3.47 To date the ASD has had little involvement in the production of EIAs however this is starting to change as Policy colleagues become more aware of their responsibilities. Further training on EQIAs for analysts is planned for the future and EIAS will participate in this.
Office of the Chief Economic Adviser - Local Government and Public Service Reform
Introduction
3.48 We ensure that disability is considered as part of the equalities issue in all our commissioned work.
Action
3.49 Scottish Household Survey data on local government and public services is available and can be analysed by disability.
The Candidate Survey and Elected Members Surveys for which we are responsible are concerned with widening access to election candidature and ask questions about disability and long-term illness. This data is being used to ensure that barriers to inclusion are removed.
3.50 The digital inclusion strategy considered evidence about disability to ensure that policy could cater to the needs of people with disabilities.
3.51 We are currently providing evidence from literature on usability of websites to highlight good practices for website design.
Transport Directorate: Analytical Services Unit
Introduction
3.52 Throughout our routine data collections, we collect equalities data where appropriate and possible. Our main data source ( SHS) collects information about any disabilities people have. That allows us to analyse travel and transport questions by disability. A number of questions ask about disability specific issues. For example, we ask regular questions in surveys on Blue Badge holders (as well as, from 2007, the Thistle Travelcard and Taxicard schemes) for example. A member of AST is on the Directorate's Equalities Group.
3.53 Much information about transport in Scotland is not collected by Scottish Government. Scotrail, the CAA, CalMac, to name but a few, are the collectors of data on passenger numbers and ticket sales etc. We can and do liaise with such organisations through our ScotStat Committee on matters of shared interest and responsibility.
Action
3.54 The Scottish Government's "High Level Summary of Equality Statistics" http://www.scotland.gov.uk/Resource/Doc/933/0041853.pdf contains Transport statistics including use of buses and rail services, travel to work patterns etc. for disabled people (mostly Household Survey based).
3.55 In addition, our regular statistical publications include a range of tables which disaggregate by (self reported) disability or mobility.
3.56 We have carried out (and do) specific research into equalities matters relating to transport. For example a substantive report called " Transport Provision for Disabled People in Scotland: Progress since 1998" in 2004 which provides a reasonable baseline picture of provision. We also published in October 2007 a report looking at the abuse of disabled parking spaces and published an associated Good Practice Guide for car parking providers.
3.57 A number of transport policies are targeted specifically at improving access to transport for disabled people. Where appropriate, the need for sufficient information relating to disabled people in evaluations or appraisals is routinely considered. The evaluation of the Concessionary Travel scheme (led by Transport Scotland) will cover issues of impact for concessionary travellers including those eligible under the disabled persons scheme.
Corporate Analytical Services: Europe, External Affairs and Culture ( EEAC)
Introduction
3.58 Depending on the research, data on disability is usually collected to establish differences between participation and access to the arts and culture by disabled and non-disabled people. The SHS Culture and Sport Module is an example of such research.
Action
3.59 EEACASU (Culture) is part of a group overseeing the ArtFull programme, which is a programme on arts and mental health, funded by the SG and managed by Scottish Arts Council. This programme involves different arts and cultural projects that seek to improve the lives and well-being of participants who have mental health problems.
3.60 Evaluation of each project in the ArtFull programme will be examined by an overall evaluation, with findings to inform the National Programme of Mental Health and Well-Being and Culture Policy in the SG on how to improve the mental health and well-being of participants through access to cultural activities (where there generally tends to be less access by disabled people than by non-disabled people)
3.61 Results of the SHS Culture and Sport Module, which asks about barriers and obstacles to accessing culture, will establish what policy can do to improve access for disabled people to cultural activities (whether obstacles are physical, social or psychological).
Communities Analytical Services Division
Introduction
3.62 We are working to ensure that we provide policy makers with robust and systematic evidence on disability to inform all stages of the policy cycle. All staff are encouraged and supported to do this through a divisional wide approach to equality training - including specific awareness of disability issues - and the development of expertise and resources within the Division.
3.63 We also have a role to support equality mainstreaming, including raising disability equality with analysts across the Scottish Government.
Action
3.64 The discrimination module of the Scottish Social Attitudes Survey includes data on attitudes towards disabled people and is a valuable resource for policy makers in the Scottish Government, the Equality and Human Rights Commission and is also publicly available through the ESRC data bank.
3.65 We are working across the SG and agencies to develop a consistent and coordinated approach to the collection of disability statistics and agree categories which can be used across the public sector and across different professional and policy activities.
3.66 We are shortly to commission research to map the disability sector in Scotland. This will include an exploration of how best to ensure that disabled people and disability organisations are involved in SG and wider public sector policy processes. The Advisory Group for this work will include disabled people and representatives from disability organisations.
3.67 We have developed a cross SG and cross professional working group for analysts which aims to develop capacity and awareness of equality issues across the SG. To date the group has undergone EQIA training and is developing equality briefings packs for specific policy areas. There is a specific focus disability issues and the disability duties as well as equalities issues more broadly.
3.68 The pilot evaluation of the Supporting People Outcomes framework is being developed to assess what concrete outcomes and improvements are achieved for disabled people - including entry to employment and moving into permanent accommodation.
Enterprise, Energy and Lifelong Learning Analytical Services Division
Introduction
3.69 EELLASD collects some information directly but also receives data from the Office for National Statistics. Some household and individual surveys are used within the division and in these cases data on disability is available. Some of the data used by the division is based on business surveys. For these surveys data on disability is not always available as the surveys refer to the businesses rather than the individuals who work within the businesses.
Action
3.70 As mentioned above data on disability is collected for our individual and households Surveys. These surveys include data on Higher and Further Education, employment status, industry, occupation and qualifications. Where the surveys are based on businesses rather than individuals it is not possible to collect information on disability as the information relates to the business rather than the individuals working in this business. Some business surveys such as the Small Business Survey and the Households Survey of Entrepreneurship do ask for information on disability of business owners and entrepreneurs.
3.71 Where possible and sensible information on disability is published by this division. This includes the higher education and further education publications as well as the Annual Population Survey. This division also works with colleagues to look at the detailed data to determine if there are any issues around disability and other equality schemes. However as much of the information are based on surveys care has to be taken when interpreting the outcomes for disabled people.
Justice Analytical Services Division
Introduction
3.72 We are working to improve the evidence base for justice in relation to disability. We are also working to ensure that this evidence informs the policy cycle through highlighting the importance of Equality Impact Assessments and supporting policy colleagues to undertake these.
3.73 Justice ASD also participates in a cross analytical working group for mainstreaming equalities, working to increase awareness of equalities duties and improve support for policy colleagues to meet these duties.
Action
3.74 The recently commissioned Scottish Crime and Justice Survey will include the Scottish Government harmonised core demographics question on disability. The survey will run continuously from April 2008 with an annual sample of 16,000 interviews. Survey data will be published annually from 2009.
3.75 These changes will mean that the survey will provide policy makers with more data on disabled people's experiences and perceptions of crime and the criminal justice system in Scotland.
3.76 Justice ASD has also supported policy colleagues in a number of Equality Impact Assessments, ensuring that available equalities data is used to consider the impact of policy initiatives and strategies on disabled people. We will continue to encourage colleagues to undertake assessments and provide analytic support for these.
Office of the Chief Researcher ( OCR)
Background
3.77 Work is underway to ensure that all the equality duties, including disability equality, are firmly embedded within Social Research practice. Firstly, the Guidance on the procurement and management of social science research has been recently undated (and will continue to be updated as required). Secondly. CPD opportunities are being developed to ensure that analysts have the skills and knowledge to implement these effectively within their work. Further detail is below.
Action
3.78 Managing and Commissioning Social Research Guidelines: There is now a new section incorporating researchers' responsibilities to promote gender, race and disability equality within all stages of commissioning and management of research processes.
3.79 Training: Project Management Training provided to analysts in October 07 covering commissioning procedures and incorporating new guidelines - this included a specific section on ethics, equalities and EQIA. This is likely to be repeated in spring 2008. Further, EQIA training has been developed (see below)
3.80 OCR and the Equalities Research team are providing equalities training to all ASDs.
- To raise awareness of the new equalities duties and enable analysts to fulfil their responsibilities under this legislation
- To introduce analysts to the Scottish Government's Equalities Impact Assessment toolkit and explore analysts role in supporting policy colleagues to carry these out
GATHERING INFORMATION ON CORPORATE HR DISABILITY EQUALITY AND DIVERSITY POLICIES
3.81 During the year, we have continued to gather information on recruitment, retention and development of our disabled employees in line with our responsibilities under the disability equality duty. Further details are set out below.
Recruitment
3.82 We continue to gather information on disability as part of our recruitment process at the time of entry to the Scottish Government. This is now recorded on our new e-HR system, which was introduced in November 2007. Information on ethnicity, gender, sexual orientation and religion or belief is also now held on the new system. All of our diversity information is held confidentially and is available only to selected HR, and other, staff on a 'need-to-know' basis. Staff records are updated as individuals join the organisation or through a "self-service" feature of e-HR, which allows staff to input their own diversity information. Staff will be reminded regularly that the self-service feature is available to them to ensure a high quality and quantity of data held.
Retention
3.83 The Diversity Team, in conjunction with the e-HR Management Information Team, continues to undertake the key reporting role on equal opportunities and diversity issues for the Scottish Government as an employer. We provide information regularly on a range to a number of groups, including the Personnel and Business Innovation Group, the Diversity Forum and the Diversity Champions' Network. Our reporting covers a wide range of staffing issues, including turnover, attendance and progress towards our targets for under-represented groups: disabled staff, women in senior posts and staff from a minority ethnic background and progress on our Diversity Delivery Plan. In addition, we continue to provide an annual submission to Cabinet Office as part of the UK-wide collection of information on civil servants.
Development
3.84 We now record information on staff progress through the organisation in our e-HR database and some of this is evidenced in the progress towards our diversity targets. Additional information is provided [ we will need to insert a reference to the tables here]. Each member of staff continues to consider his/her development needs as part of the appraisal process. However we are, as yet, unable to easily disaggregate this by equality strand. The facility to record the type and quantity of training undertaken by staff, along with disaggregated information, should be available following the introduction of phase two of our e-HR system.
3.85 We also gather information on a range of other HR policies and in a variety of ways, including:
3.86 Our Dignity at Work policy aims to eliminate discrimination, bullying, harassment and victimisation. As part of our monitoring of the policy, we continue to gather detailed information on every case recorded to enable us to identify and act on any incidents of discrimination or other unacceptable behaviour. If a complaint of discrimination or any other form of unacceptable behaviour is raised, this is fully and independently investigated using the process set out in the policy. In addition, the annual Employee Survey also contains questions on bullying and harassment at work and this information is also disaggregated by equality group and considered by the Diversity Team.
3.87 The effective operation of the Performance Management system makes an important contribution to meeting our commitment to disability equality by ensuring all staff are valued for their individual contribution and their performance is assessed fairly. All staff have a responsibility to ensure that their participation in the performance management process supports the Scottish Government's diversity agenda. A reminder has been added to our performance appraisal guidance and appraisal form of the importance ensuring that an individual's disability should not preclude them from achieving an exceptional marking and that such a marking should be awarded where their performance is assessed as exceptional in relation to the objectives which have been agreed with them.
3.88 We continue to review all markings given under Performance Management System to ensure that the system is free from bias and undertake regular equal pay reviews to ensure that our pay system is transparent and non-discriminatory. From 2007, all staff have been encouraged to have a personal diversity objective as part of their performance appraisal. This will become mandatory from April 2008.
3.89 We continue to consult disabled staff in a range of ways: directly, through our disabled staff network and through other communications, which we use where specific input is required, e.g. for the HR policy review process. A recent review of all of our staff networks now means that all are being taken forward by volunteer committees of network members, supported by the Diversity Team.
3.90 Earlier in the year, our Office of the Chief Researcher undertook an exercise to identify both qualitative and quantitative evidence on barriers to progress amongst our disabled staff. The report has now been completed. Disabled staff have also been consulted as part of our ongoing review of resourcing. Our annual Employee Survey also gathers a wide range of information from staff, which includes a range of equalities information.
3.91 We also work very closely with the Scottish Government's trades unions and hold regular meetings with them on diversity and equality issues, as well as discussing ad hoc issues as they arise. The trades unions also provide a representative to the Diversity Forum.
Using information in meeting the disability equality duty
3.92 Our responsibilities under the disability equality duty require us to make arrangements for using the information that we have gathered on staff recruitment, development and retention to help us review the effectiveness of the action that we are taking and inform future schemes. We continue to do this in a number of ways.
3.93 We use the information we gather on an ongoing basis to monitor and equality assess all of our HR policies. This is currently being progressed as part of a specific, ongoing HR policy review. We continue to address discrimination or unfair treatment which becomes evident from any of our monitoring procedures and consider and put in place remedial action as required, e.g. by adapting existing policies or processes to eliminate such discrimination. Once any changes have been made, we seek feedback from staff and stakeholders to ensure that they are effective. We continue to use all of our staff networks, including our Disability Network, as sounding boards for our HR polices and processes and take remedial action as appropriate.
3.94 We are making progress in the actions set out in the Scottish Government Diversity Delivery Plan, including those specifically related to our disabled staff and review these every six months by the Diversity Forum. A light-touch update of progress against the Plan was submitted to Diversity Champions' Network in September and feedback is awaited. The Diversity Team also monitors progress towards our diversity targets on a quarterly basis and will take steps, as appropriate, to address any issues arising from this information. A range of reports on new diversity strands are currently being developed to maximise the capability of the e-HR system.
3.95 Over the year, we have taken a range of actions to ensure the effective recruitment, retention and development of disabled staff:
3.96 We continue to discharge our responsibilities under the Jobcentre Plus "Positive about Disabled People Scheme" by automatically inviting to interview those disabled candidates who meet the defined minimum criteria and by making reasonable adjustments to the recruitment process as required. We also have an ongoing programme of awareness raising, including diversity events and additional information on our diversity intranet pages. We will continue to monitor the progress of our disabled staff through the organisation and take action as required where the existence of discrimination or barriers becomes apparent. We are also about to set up a Recruitment Working Group to address recruitment, outreach and resourcing issue across all diversity strands, including disability.
3.97 Throughout the year, we have continued to make arrangements to ensure that disabled staff can access corporate courses and other development events offered to all staff. We have also been specifically targeting both internal and external development opportunities to members of our staff Disability Network. In addition, we have been working with our Communications and Employee Engagement Teams, to ensure the effective communication of diversity messages to all staff and their effective inclusion in consultation processes and organisational initiatives.
3.98 We launched our new programme of training in September of this year and diversity training is very much a part of that. A specific diversity training course was introduced in October and our "Essentials" management programme contains a specific diversity segment. A further, elective diversity module is currently under development. Consideration is also being given to include diversity issues as a regular slot on the Corporate Learning Services managers meeting. Diversity will also feature as key theme at our annual Senior Civil Service strategic event.
3.99 Our new e-HR system is currently is the early stages of being rolled out to the whole of the Scottish Government. Corporate Learning Services are currently working with our Information Systems Information Services department to improve our current learning management system which will then in turn, be used as an interface to the e-HR system ensuring that all details are captured. Our course booking system enhancement will be completed by end of February 2008 with a view to rolling this out to staff very shortly after.
3.100 Scottish Government staff turnover rate is still very small. However, we remain committed to the retention of disabled staff and continue to make every effort to make reasonable adjustments to accommodate and retain disabled staff in their posts. The Diversity Team and HR Professional Advisers Unit also work closely to ensure that retention is achieved wherever possible through the provision of professional advice and through practical support. The new e-HR system will provide additional reporting capability on staff leaving the organisation. However, we are also currently considering the development of a more qualitative process and this will provide more detailed evidence to allow us to address any areas of inequality or unfair treatment in our policies and processes.
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