Outcome 2: Increasing our diversity

Published: 28 April 2023
Freedom 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