< Previous | Contents | Next >
Race Equality Advisory Forum
Appendix E: Recommendations on Public Appointments
In order to address the current under-representation of minority ethnic communities
on the boards of non-departmental public bodies (sometimes referred to as quangos)
the Forum recommends that:
- the Scottish Executive Public Appointments Unit conduct a review of the
existing public appointments list of individuals who have expressed an interest
in being considered for public appointments. This review should seek to identify
barriers to participation, ways of raising awareness of the work of public
bodies within communities and strategies for meeting the Scottish Executive's
commitment to increase the numbers of minority ethnic people applying for
membership of public bodies. It should be carried out in partnership with
the Commission for Racial Equality, minority ethnic-led organisations and
existing members of public bodies from minority ethnic communities, whilst
respecting the right to confidentiality of applicants. It should form part
of the ongoing review of public bodies;
- the Public Appointments Unit make direct approaches to all minority ethnic
community-led organisations on existing databases to inform them of the nature
of the work of public bodies and the potential contribution of members of
minority ethnic communities to promoting better governance of, and more effective
service delivery by, such bodies;
- in partnership with minority ethnic communities, the Scottish Executive
Equality Unit and the Commission for Racial Equality, the Public Appointments
Unit draw up a plan for addressing weaknesses, raising awareness and encouraging
applications;
- consideration be given to developing guidance on improving the ethnic balance
of public bodies similar to current Equal Opportunities Commission guidance
on improving gender balance;
- the Public Appointments Unit, in partnership with sponsoring departmental
officials, audit their advertisement, recruitment and application processes
to remove any direct or indirect barriers to applications from, and recruitment
of, people from minority ethnic communities; and
- the Public Appointments Unit publish regular progress reports as part of
existing reporting arrangements on their success in promoting race equality
and addressing any continuing under-representation.
< Previous | Contents | Next > | 
