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.


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
RoS Corporate Plan
Objective 4: Inspiring our People
RoS EDI Strategy
Workforce equality & diversity


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


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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