Addressing race inequality in Scotland: the way forward
A report from the Scottish Government's independent adviser on race equality in Scotland.
Footnotes
1. I understand that Pamela Smith, Chair of Scottish Local Authority Economic Development group has done good work on guidance for procurement & purchasing with Falkirk Council.
2. EHRC 'Is Scotland Fairer'
3. Report by Women's Budget Group and Race Equality Think Tank Runneymede Trust
4. Joseph Rowntree Foundation
5. Housing Management: The Scottish Housing Regulator report
'Use of Equality and Diversity Information by Scottish Social
Landlords- A thematic inquiry – June 2016 ' finds that of
14,700
RSL staff
only 290 self- identified as
BME which
equates to 1.9% of the total staff: although this could be offset
by the 11.56% of staff whose ethnicity is not known. Many
organisations with the same or higher non-declaration rate
-including the Scottish Government itself with an 18% non
-declaration rate (the Equality Outcomes and Mainstreaming Report
2017) - - have publicly stated commitments to closing the staff
employment gap between the white majority and minority ethnic staff
within a prescribed period.
Construction: Most up to date data on the ethnic breakdown
of people working in the construction industry is for the
UK as a whole. In the
Gleingen/
CITB 2016
UK Industry Performance
Report the mean percentage of people from
BME background
in the construction industry over the past 4 years has remained
static at between 3 and 4 % compared to 14%
BME in the
UK population.
According to Scottish Funding Council the number of
BME
individuals on construction courses is 0.7%.
6. see SHELS Research paper on effective interventions in Canada and London
7. Remit for working group on increasing Minority Ethnic
teachers in Scotland
(a) Commission action research with minority ethnic teachers
in Scotland about their experiences of accessing and working in the
profession, to gather qualitative evidence about specific barriers
or other issues facing minority ethnic teachers to inform future
recruitment
(b) Assess the impact and lessons learnt from previous
initiatives such as Gathered Together project,
(c) Review the effectiveness of processes such as
Conditional Registration in enabling access to the profession by
teachers from abroad in particular refugees,
(d) Ensure the systems for collecting and monitoring data
tracking the recruitment, retention and career progression of
minority ethnic applicants/teachers in Scotland is fit for purpose,
and
(e) Produce as an integral part of the Education Delivery
Plan, an action plan to increase the number of underrepresented
groups in particular from minority ethnic communities into teaching
learning from positive action schemes like
PATH.
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