Key achievements

Key achievements

We published our refreshed Diversity and Inclusion Strategy, setting out our long-term goals. It includes an evaluation strategy and maturity models. We have identified key metrics to measure our impact against our purpose.

You can read more about our Diversity and Inclusion Strategy.

Our Colleague Experience Team and D&I Lead analysed our Civil Service People Survey findings for the last three years (2022-2024). This analysis allowed us to identify and track trends in the views of our colleagues with protected characteristics and create evidence-based actions in response.

Our People Data Team improved our diversity monitoring questions, in line with the Scottish Census, allowing us to regularly monitor our response rates and demographic data to better understand the diversity of our workforce.

We set up a new D&I Delivery Group to create and take forward our D&I action plan, and report on our progress.

The group, chaired by our D&I Lead, includes colleagues from:

• People & Change
• Information Governance
• Customer Experience
• Internal Communications
• our Trade Union, PCS.

Members of our Executive Management Team refreshed our D&I Steering Group expanding the membership to ensure decisions are made by senior leaders from all directorates across RoS.

Our D&I Lead, along with colleagues with lived experience from across RoS, created Colleague Voice Sessions. They provide safe dedicated spaces for colleagues with each protected characteristic where they can contribute to key developments and discuss matters that affect them.

Our Resourcing and Communications teams, together with others, created our Employee Value Proposition, ensuring that D&I was considered. This led to a dedicated section within our new career site to attract diverse talent.

Our Customer Experience Team published our Extra Support for Customers policy, with guidance and training for colleagues to support customers’ needs.

Our Internal Communications and Colleague Experience teams delivered two years of D&I communication plans, aligned to national/international awareness days and campaigns.

Our Director for People & Operational Services delivered our first D&I webinar for colleagues, along with colleagues from Talent and Enablement, Customer Experience, and our Trade Union, PCS. This event was supported by our Internal Communications Team.

Evidence of our impact

• 88% of colleagues have answered our new set of diversity monitoring questions, with 51% answering all questions.
• 87% of colleagues believe RoS is committed to being a diverse and inclusive organisation, an increase of 3% since our last mainstreaming report (Civil Service People Survey, 2024).
• 100% of colleagues who gave feedback on our Colleague Voice Sessions said they were effective in listening to colleagues with protected characteristics. 86% said they are effective in making RoS a more inclusive organisation.
• Around 80% of colleagues from People & Change have completed D&I training.
• 85% of members of our D&I Delivery and D&I Steering Group find our meetings effective.
• We were recognised as the Best Employer for Carer Peer Support at the 2024 Carer Positive Awards.
• We achieved our Silver Investors in Young People accreditation.

Our focus for 2025 to 2027

We will continue to progress our current outcomes, with a focus on:

• supporting colleagues, particularly managers and senior leaders, to use the wider range of D&I data we now have available to inform their work.
• using our new career website to attract diverse talent and continuing to improve our recruitment practices, ensuring we measure our impact.
• improving the experiences of our disabled colleagues and continuing to support colleagues with all protected characteristics.
• developing additional learning and resources, with a focus on training managers to support their team members and meet all needs.