Outcome 2: Increasing our diversity
Published: 28 April 2023Freedom of information class: How we deliver functions and services
We will have more young people, disabled people and people from minoritised ethnic communities working in RoS.
Why?
| What evidence informed this outcome? | ||
|---|---|---|
| Protected groups are still more likely to be unemployed or underemployed | Our data suggests an underrepresentation of young people, disabled people and people from minoritised ethnic communities in RoS, compared to Scotland’s population | Colleagues note a diverse workforce as being important to them |
| What do we need to address? | ||
| We want to play our part in removing inequality in employment for protected groups | We want to better serve our customers which means representing the diversity of Scotland’s population | We want to benefit from the range of talent, and perspectives that diversity brings |
| How will it support us to meet our duties and purpose? | ||
|---|---|---|
| Public Sector Equality Duty Eliminate discrimination Advance equality of opportunity | Protected characteristics Age, disability, race | |
| RoS Values Impartial Professional | RoS Corporate Plan Objective 4: Inspiring our People | RoS EDI Strategy Workforce equality & diversity Partnerships |
How?
| What will we do or change to achieve the outcome? | |||
|---|---|---|---|
| Further develop our approach to recruitment and promotion to consider diverse needs | Reach young people through employment programmes, e.g., Investors in Young People or Career Ready | Put in place more accessible recruitment processes to support disabled candidates | Work with partners to understand and address racial inequality in employment |
| Where will we see the impact of our activity? | |||
| We will have actions to make our approach to recruitment and promotion more inclusive | We will have more young people employed in RoS | Disabled candidates will have a more positive experience and be more likely to be successful | We will reach more minoritised ethnic communities, resulting in more applications and job offers |
| When should we start to see the impact? | |||
|---|---|---|---|
|
Up to 6 months |
6 months to 2 years |
6 months to 2 years |
6 months to 2 years |
| How will we measure it? | |
|---|---|
| Completed Equality impact assessment and actions |
Equality monitoring data for candidates and colleagues, including starters and leavers |
Who?
This action will be led by our Resourcing Team, with support from colleagues across People & Change, Communications and our equality groups, networks and forums.
We will also work with external partners
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