Diversity and inclusion employer strategy for Scottish Government

From theory to practice

Our equality impact assessment used data to scrutinise the entire employee lifecycle. Meaning we could identify particular stages of that lifecycle where people were having a consistently poorer experience.

Improved qualitative and quantitative data enabled in depth analysis from the perspective of the employee journey from applying for post to retirement. Four data sources informed the equality impact assessment:

• Diversity and inclusion dashboard – our workforce data
• iCIMS – our recruitment data
• People survey – our annual employee engagement survey
• Employee insights – our deep dive into people survey topics with staff across equality groups

The EQIA identified hot topics. These are particular aspects or points of the employee journey where two or more data sources identified a consistently poorer experience for one, some or all equality groups.

Hot topics are:

• grouped into broader gamechanger themes – to inspire collaborative and connected delivery of actions
• broken down by equality group – to identify whether change is needed for specific equality groups or all equality groups
• used to identify the lead measures for the change we want to see for each hot topic - to drive and inform action planning

We fully expect hot topics to change over time as the actions they drive deliver the change we want to see. Creating an action plan that is responsive to emerging need, ensuring continuous improvement and avoiding complacency.

Profile piece: recruitment and progression

Diverse leaders at all levels

We are continuously improving how we embed diversity and inclusion into recruitment and talent management.

Our Developing diverse leadership programme

2022 saw this programme launch with 73 employees from equality groups underrepresented at three leadership levels - B3, C1 and deputy director.

The programme includes support with:

• personal development
• personal impact and self-belief
• application and interview masterclasses
• "in conversation with" sessions with senior leaders
• exposure to diverse role models
• mentoring + sponsorship
• peer and self directed learning

Our recruitment experience

Offers targeted support for candidates and hiring managers at every stage.

Making it easier to request adjustments empowers candidates to get the support they need. Greater flexibility and choice in candidate assessments enables hiring managers to create assessments which are inclusive and accessible for all.

Constantly adapting our service to deliver a better candidate experience based on their feedback.

"When I see leaders at all levels representing Scotland's communities, I'll know we've made an impact."

Nicky Richards, People Director