The following does not duplicate action reported in the Executive's initial response of March 2004. It is a report on progress since then - or an outline of reasons for a lack of movement - and the outcome of our further considerations on some of the recommendations. It is possible to access what was reported before by using the links from the recommendation headings to the Executive's initial response (which is attached at Annex A with renumbering to mirror the numbering in this document for ease of reference).
POLICY ISSUES
1.EMPLOYMENT
1.1. Equal Pay - strategic plan for reducing the pay gap
1.1.1. Set a target for reducing the gender pay gap ACCEPTED IN PART
The Scottish Executive continues to accept the need for a strategic plan to reduce the gender pay gap but remains of the opinion that there would be no value in setting targets. That said, the Executive has a lot to report on our action since March 2004 to promote good employment practices, particularly in relation to equal pay.
The Executive's Equality Unit continues to work in partnership with the Equal Opportunities Commission ( EOC) Scotland, the Scottish Trade Union Congress ( STUC) and others in the Close the Gap project to raise awareness about the gender pay gap in Scotland (currently 12% 2) and the reasons for it, and to encourage action to close the gap e.g. by encouraging employers to carry out equal pay reviews, using the EOC's equal pay review toolkits. In February 2005, Close the Gap launched an advertising campaign, "What Century Is This?" Further information about the project and the campaign is available on the Close the Gap website. Following an independent review, partners decided that they wanted the project to continue as a partnership beyond the end of 2005, when its matched European Union funding (under Theme H of the EQUAL Community Initiative) was due to finish. Recommendation 1.1.2. informed partners' discussions and decision about the project's future focus, which will be awareness-raising targeted specifically at leaders of large private sector organisations, particularly those within the Finance Sector, with a view to identifying examples of good practice which might influence other employers of both large and small organisations. Within the public sector, the project will target Higher and Further Education. It is hoped that the new remit will attract additional partners to the project from within Finance and Higher and Further Education sectors. A conference on 14 November 2005 looked back at Close the Gap's achievements, looked forward to new challenges and the Deputy Minister for Communities announced increased funding of £110k per annum from the Executive for a further 2 years (January 2006 to December 2007) to enable it to carry out its future work.
In the Executive's 2004 response to the Report, we outlined how the Government had committed all Departments and Agencies to review their pay systems and address any equal pay gaps and stated that the Executive had completed its first equal pay review (on gender) by April 2003. The input at the first paragraph of 1.1.3. gives an update on this.
We also reported on the statutory duty of Best Value on local authorities to encourage both equal opportunities and compliance with the relevant legislation, such as the Equal Pay Act 1970 and the Sex Discrimination Act 1975. On behalf of the Accounts Commission, Audit Scotland has completed and published 11 Audits of Best Value and Community Planning. These are available on the Audit Scotland website.
The Executive has also been working closely with the Department of Trade and Industry ( DTI) in the formulation of a statutory duty on public bodies to promote gender equality. Some further detailed information can be found at 8.1.1 and 8.3.1. This new public sector duty is enshrined in the Equality Act 2006 and will be effective in England, Scotland and Wales from April 2007. The duty will be similar to the existing race and forthcoming disability duties. The Equality Act has set out the framework for the duty by legislating for a general duty which will require public authorities to have due regard to need to elimination unlawful discrimination and to have due regard to the need to promote equality of opportunity between men and women. The duty will also cover contraventions or breaches to the 1970 Equal Pay Act. In order to comply with the general duty listed public authorities will have to undertake specific actions (duties) which will include action on equal pay.
The Executive welcomed the establishment - towards the end of 2004 - of the UKWomen and Work Commission, which has been looking at equal pay issues and job segregation, particularly in the public sector. The Commission produced an Interim Statement, A Fair Deal for Women in the Workplace, in March 2005 and published its final recommendations, Shaping a Fairer Future, in February 2006. We have worked to ensure that the Scottish dimension has been understood in its deliberations. Executive officials have liaised with colleagues from the Women and Equality Unit within DTI about this work. In addition, the Executive funded a Fair Play Scotland project worker whose responsibilities included alerting organisations in Scotland to the work of the Commission; encouraging them to submit their views to the Commission; providing a focal point for submitting views; maintaining a Scottish perspective in responses - ensuring economic differences or issues of a devolved nature were included; and maintaining a link with Commissioners. Two Commissioners visited Scotland in May 2005 when the Deputy Minister for Communities took the opportunity to speak to them about the Scottish perspective on their deliberations. Commissioners also listened to the concerns and experiences of women in Scotland at a roundtable event, hosted by Fair Play, at St Mungo's Museum in Glasgow. In their final report, the Commission has outlined forty recommendations for action and the Scottish Executive will consider those recommendations and respond in due course.
The Executive is also liaising with the UK Government (Women and Equality Unit, DTI) with regard to the proposal for a European Union ( EU) Directiveon the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (re-cast version). This was launched by the European Commission in April 2004 and the objective of the proposal is to simplify, modernise and improve European Community law in relation to gender equality by putting all the relevant EU Directives into a single text. The proposal combines seven Directives about the equal treatment of men and women, including on issues of pay and access to employment, vocational training, promotion and working conditions.
1.1.2. Prioritise sectors for action on equal pay ACCEPTED
Having already identified Finance Services and Higher Education as priority sectors for the promotion of action on equal pay, we outlined our action in these areas in the initial report of March 2004. There is the following update.
Finance Services - The Financial Services' Strategy Group ( FSSG) published its joint strategy in March 2005. The strategy is aimed at strengthening Scotland's position as a leading financial services' centre and one of its strategic aims is to attract a wider range of people to work in financial services. The strategy is supported by a first year implementation plan setting out detailed actions which will help deliver the vision. The effectiveness of the strategy will be monitored on an ongoing basis by a Financial Services' Advisory Board. The Board, which had its first meeting in March 2005, includes representatives from industry, the public sector and trade unions and acts as champion for the Strategy for the Financial Services Industry in Scotland. The Financial Services' Implementation Group has met monthly since April 2005 and is driving forward delivery.
As reported at 1.1.1. above, for the period January 2006 - December 2007, Close the Gap will be focussing its activities on leaders of large private sector organisations, particularly those within the Finance Sector.
Higher Education - We previously reported on relevant Executive policy and Scottish Higher Education Funding Council's strategies. These still stand.
As reported at 1.1.1. above, for the period January 2006 to December 2007, Close the Gap's work will include awareness-raising targeted at Higher (and Further) Education.
1.1.3. Promote the conduct of pay reviews ACCEPTED IN PART
The Executive continues to promote the conduct of pay reviews by leading by example. We followed up our gender pay review (completed by April 2003) with a further review of pay by April 2004. The 2004 review looked not only at gender but also race, disability and various salary benefits such as overtime. The Executive continues to monitor and review our pay system to ensure that it does not discriminate.
The Executive continues, independently and within the Close the Gap partnership, to encourage all employers to carry out equal pay reviews, and promotes the use of the toolkits developed by the EOC to help employers carry out reviews. In addition, one of our partners in Close the Gap - the STUC - worked jointly with the Association of Scottish Colleges on a Close the Gap activity to produce, in October 2004, equal pay review guidance for Scotland's Colleges of Further Education.
In relation to Corporate Social Responsibility (the commitment of the Government to encourage businesses to consider the social and economic impacts of their activities), there is now a website which is distinct from the DTI website.
1.1.4. Public sector procurement policies and compliance with equal opportunities ACCEPTED
We previously provided a detailed response to this recommendation, which still stands. Guidance on the duty of Best Value in the public sector was published in April 2004.
1.1.5. Promote flexible working arrangements ACCEPTED
The Executive continues to lead by example to support staff in achieving a satisfactory work/life balance. Following a successful evaluation of the flexible working hours' pilot, additional flexibilities were introduced on a permanent basis in June 2004. The number of staff who work a flexible pattern continues to grow and we are continuing to investigate ways in which we can tackle long hours working across the organisation.
We previously reported on:
- how the Executive uses every opportunity to promote key messages about equality, diversity and fair employment;
- relevant Enterprise Network support to employers with a small or medium-sized workforce ( SMEs) and Network involvement in directing the work of Fair Play on gender equality and in signposting SMEs to impartial advice on equality issues; and
- relevant work in the Scottish Police Force and in NHSScotland.
We also previously reported on the Executive's review of the case for, and the potential remit of, an organisation to provide broader equalities support to SMEs in Scotland. As a result of the review, it has been decided to set up a support team within Scottish Enterprise early in 2006 (and Fair Play's activities - working to SMEs on gender equality alone - will finish on 31 March 2006).
The following is a significant update on employer childcare support to achieve a work/life balance.
The Chancellor's Pre-Budget report on 2 December 2004 announced an English 10-year strategy for childcare. Although childcare is a devolved matter, some areas of reserved policy were also included in the strategy, including a commitment to giving parents greater choice about balancing work and family life. The Government's aim is to provide 12 months paid maternity leave by the end of the next Parliament, with mothers having the right to transfer a proportion of that leave to the child's father.
Jobcentre Plus Childcare Partnership Managers are promoting family friendly policies with employers. The Executive liaises closely with Jobcentre Plus as well as the Department for Education and Skills on childcare policy issues, and is represented on a national childcare policy group.
The Executive is also part-funding a national childcare co-ordinator post based in Scottish Enterprise, to promote a consistent approach to childcare support across the enterprise network.
1.1.6. Set up programmes to tackle gender segregation ACCEPTED
The Executive recognises that gender segregation is one of the main reasons for the gender pay gap and welcomed the findings of the EOC's general formal investigation into occupational segregation published in February 2005. (The EOC's investigation into gender stereotyping in the Modern Apprenticeship ( MA) programme in Scotland, published in August 2004, had contributed to the GB report.) Although the Executive broadly supports the majority of the recommendations within the report, and have given a commitment to continuing to address barriers - both real and perceived - within the MA programme, we were not convinced that developing a National Strategy (as recommended) would be effective. Instead, by drawing on the principles of mainstreaming equality across the Executive, we have begun the process of establishing a cross-departmental working group to look at the issue of occupational segregation in a holistic way. This working group is in its embryonic stages and will be an internal network drawing on policy makers from across Executive departments. Executive officials will explore the key issues and factors which impact on individuals at different stages of their lives when making decisions about their employment options and, where appropriate, the design and delivery of relevant policies and strategies will be amended to take account of these issues. We are pleased to report that we are working closely with the EOC to establish and develop this cross-departmental group and we look forward to advancing this work in the coming period.
It remains our opinion that collaborative partnership working is the most effective and productive means to achieving demonstrable results. The Executive is committed to working with EOC Scotland, Scottish Enterprise and Careers Scotland to tackle occupational segregation in the workplace. We are pleased to report that Careers Scotland has secured European Structural Funding to take forward a project addressing gender stereotyping as an example of Careers Scotland's continuing commitment to equal opportunities.
As reported at 1.1.1., occupational segregation is one of the issues which the UK Women and Work Commission has considered. The final report of the Commission was published in February 2006 and the Executive will respond to the Commission's recommendations in due course.
The Report of the National Review of the Early Years and Childcare Workforce is currently under consideration of Ministers and will be published soon with a Ministerial response. Further detail on the review is available at 2.6. 98% of the workforce are women and the Review considered some of the complex issues regarding women's over-representation within it.
We previously reported that work would continue to increase the number of men in the childcare workforce. We can now report that, in 2005 alone, more than 200 men in Glasgow, Dundee, Falkirk and Edinburgh embarked upon some form of childcare training. Expansion across Scotland continues, with men now accessing training and employment in the early years and childcare workforce in Paisley, Ayr and Kilmarnock.
We previously reported on relevant work to address gender segregation in the Scottish Police Force, the construction industry, and in both primary and secondary teaching.
1.1.7. Increase numbers of women decision makers in business and economic development ACCEPTED
The Executive continues to lead by example by making progress towards its gender diversity targets in management positions. As at January 2006, the number of posts filled by women was 33% in the Senior Civil Service ( SCS), 44.9% in Band C, and 46.9% in Band B. Targets for 2008 are currently 37% for the SCS (with an aspiration to achieve 40%) and 50.8% for the Band C. We have also set an additional target of 30% for SCS Pay Band 2 and above. At present, 20% of this group are women. A target has not been set for women in Band B, as it is anticipated that numbers will reach 52% in 2007.
We previously reported that there was a range of work to increase the diversity of people who serve on Ministerial appointments to public bodies. What we did not mention previously was the Executive's 2003 research, Diversity in the Public Appointments Process in Scotland, which made a number of recommendations as to how the representative nature of those appointed could be improved. We can now report an update from the position reported previously (position at January 2004) to the position at 28 February 2006 when 37% (no change) of board members and 17% (down from 23%) of board chairs were women. Input at 6.3 is also relevant.
1.2. Low Pay, Job Segregation and Unemployment
1.2.1 Remove barriers to women pursuing particular careers CONSIDER
Along with the more obvious barriers, the Strategic Group's Report cited some of the more subtle pressures which influence young women's a) attendance at school, b) subject choice at school and c) career choices, for example parents keeping children, especially girls, off school to carry out adult responsibilities.
According to the results of the 2001 Census, young girls and boys (under 16) across Scotland have a caring responsibility, probably for a parent or another family member. Fifty three per cent of the 11,219 identified by the Census were female and 47% were male. Although girls are more likely than boys to have a caring responsibility, clearly the pressures on young people affect large numbers of both girls and boys. However, the Executive recognises that there be an element of under-reporting and continues to try to identify a more accurate picture of the position, not only by sex but also by age and ethnicity. We also want to get an indication of the levels of care that these children and young people provide and the perception that they have of how their caring role might influence their educational aspirations.
Questions seeking to improve understanding of issues around aspirations for all young people in Scotland were included as part of a wider YouthLink Scotland State of the Nation Survey. Part of the survey involved a confidential poll of young people in school and out of school by MORI Scotland, on behalf of YouthLink Scotland (the national youth agency for Scotland) and the Executive's Education Department. The findings from this poll, undertaken between January and March 2005, and the wider survey were published on 7 September 2005.
At the publication in November 1999 of the Executive's Strategy for Carers in Scotland, there were 26 young carer support projects across Scotland. The number had risen to 52 in 2004. We recognise however that many such projects have waiting lists and that more can be done to support this vulnerable group of children and young people. On 6 June 2005, the Deputy Minister for Health and Community Care and the Deputy Minister for Education and Young People acknowledged the clear need to have a strategic national framework for young carer support, and gave the Executive's commitment to undertake work in this important area. Any such framework will need to be properly integrated with existing policies and initiatives on children's services, supporting families, social inclusion, and work to support families and children affected by drug and alcohol abuse.
The impact on children and young people affected by familial drug use was highlighted in Hidden Harm, the report of the inquiry by the Advisory Council on the Misuse of Drugs. The Executive published a response to the recommendations of Hidden Harm in 2004 which outlined the needs and experiences of young women and men whose parents have a substance misuse problem, some of whom have caring responsibilities for their parents. The needs of young people, in terms of enabling them to realise their potential, is key to this work in order to properly equip young people for their future. In addition to the Executive's initial response, an Action Plan is due to be published early in 2006. Resources will be available to implement this plan.
A comprehensive futures' exercise on unpaid care was commissioned by the Executive between October 2004 and August 2005 and the findings were launched on 30 September 2005. The project looked in part at the needs of specific groups of carers, including young carers. Ministers will need to consider all the recommendations emerging from this work, including those relating to young carers, which involve a call for a national Young Carers' Strategy, and respond in due course.
The Education (Additional Support for Learning) (Scotland) Act 2004 will provide significant help for young carers in schools. The Act will help to ensure that all schools make adequate and efficient provision for every child or young person with additional support needs to help them make the most of their education. Most importantly, the Act highlights the critical role that schools play, not only in identifying young carers but in bringing together a range of other agencies to ensure that young carers are better supported in schools.
On subject choice at school, we have an update on the research project, Review of Strategies to Address Gender Inequalities in Scottish Schools. The purpose of this 15-month research project has been to evaluate strategies to address gender inequalities in Scottish schools, to inform the continuing policy debate on gender inequalities and to share with practitioners examples of good practice. The first stage of the research, a literature review, was completed early in 2005. The second stage, which is looking at examples of good practice, has recently been submitted to researchers in the Scottish Executive Education Department. The report has not yet been finalised and we will be able to provide more details on the findings of this research in due course.
1.2.2 Encourage more women and men into non traditional areas of work ACCEPTED
Skills development and training for work are devolved, and devolved policies and services such as health, social work and regeneration can make a significant contribution to individuals' employment prospects.
We previously reported on Jobcentre Plus, New Deal for Lone Parents, and New Deal for Partners.
Employability Framework for Scotland - The Executive is working with key stakeholders (the Enterprise Networks, Jobcentre Plus and many others) to develop a framework for employability interventions. The framework will help agencies to work together to ensure that the appropriate interventions are in place to enable individuals to access training for work, to get into employment and to continue to develop their skills once in work.
Modern Apprenticeships - We previously reported on MAs. There is the following update.
There was a Building a Better Scotland target to have 25,000 MAs in employment and training by 2006 by targeting under-represented groups. (In effect, the Enterprise Network was asked - and agreed - to include women in under-represented sectors). Although this was then overtaken by the Partnership Agreement of achieving 30,000 MAs by 2006, there was an expectation that the previous agreement to target under-represented groups would remain in effect.
The Executive has also been proactive in other ways, such as challenging Sector Skills Bodies ( SSBs) to do more to target under-represented groups when considering ways to tackle skills' shortages. SSBs are also required to say what steps they are taking to tackle issues of gender imbalance in the MA framework approval process and when feedback is given on their quarterly/annual reports and when Sector Skills Agreements are being drafted.
We understand that, following the research undertaken by the EOC, the Enterprise Network and SSCs are considering how best to increase under-represented groups in the MA programme.
Input at 1.1.6. is relevant.
Women's Enterprise Strategy - We previously reported on research undertaken during 2003-2004 to explore the state of women's enterprise in Scotland and the factors that stimulate or constrain the start-up, survival and growth of women-led businesses with a view to creating a strategy for women's enterprise in Scotland for 2004-2005 and beyond. On 8 March 2005, International Women's Day, the former Deputy First Minister, Jim Wallace, launched Scottish Enterprise and HIE's new Women's Enterprise Strategy, Sharpening the Focus on Women's Enterprise in Scotland. The strategy highlights the services and activities currently provided by the enterprise agencies to assist more women to start-up and grow their businesses.
The strategy aims to increase business birth rate by women. To do this, there is a focus on creating "would be" entrepreneurs and assisting them to convert their interest into action. A separate independent advisory board combining expertise from business and academia will undertake and maintain an important advocacy role.
Self Employment - We previously reported on self employment or new business creation - non-traditional areas of activity for women. The following are updated Enterprise Network targets for female business.
- Scottish Enterprise ( SEn) had a target of 3,600 women-led business creation to be assisted in 2004-2005. Actual performance was 3,949 (9.7% above target) women start-ups, 43.07% of total start-ups assisted by SEn.
- The Enterprise Network continues to monitor and assess the number of women led businesses directly assisted by them annually to ensure that at least 40% of all business assists are women led.
We previously reported on the following ongoing work to support women business start-ups.
- Networking
- Premier Adviser Accreditation Programme
- Business Investment for Growth ( BIG)
- Microcredit Programme - where we mentioned conferences which had been held for business women on a national and more local (Highlands and Islands) scale. We can now report that a further event is to be held in the HIE area in Summer 2006.
1.2.3 Carry out training audits ACCEPTED
We previously reported how the Enterprise Network encourages training audits.
1.2.4 Provide better in-work training opportunities ACCEPTED
We previously reported on services provided by learndirect Scotland, JobCentre Plus and the Individual Learning Account scheme.
We also previously reported on HIE's support of a Women@Work project. We can now report that the Executive too is supporting a Women@Work project (£100k over the period 2004-2006) to help working women (paid and unpaid) in the Highlands to understand issues, develop skills and become more able to speak out about things that matter to them at home, at work and in the community.
The Executive is also supporting Women Onto Work (almost £212k over the period 2004-2006). Women Onto Work is a charity which aims to relieve poverty, principally amongst women living in deprived areas or disadvantaged communities in Edinburgh and the Lothians, through the provision of advice, education, training and counselling designed to enhance their prospects of obtaining - and remaining in - gainful employment.
1.2.5 Extend mentoring schemes CONSIDER
We previously reported on the Business Mentoring Scotland programme and specifically the Women into Business Mentoring programme which started in April 2003.
The National Unit for Women's Enterprise has reviewed the mentoring programme and there are positive benefits for clients using the service. They are currently looking at ways of extending the volume of women participating both as mentors and those being mentored. We are not aware of any plans by Scottish Enterprise to extend the scheme to other work areas.
1.2.6 Develop public sector strategies on equal and low pay ACCEPTED IN PART
Input at 1.1.1. is relevant as is the update on the gender duty at 8.3.1.
We previously reported on police pay rates.
1.2.7 Provide careers guidance and advice for older women ACCEPTED
We previously reported on Careers Scotland's equal opportunities policy in all of its services. We can now add that extensive staff training and development has been undertaken which covers equality and diversity awareness. This approach will help to ensure that careers advice and guidance is tailored and appropriate for individuals of all ages, including older women.
1.3. Promoting Diversity in the Workplace
1.3.1 Make the business case for diversity ACCEPTED IN PART
The Executive leads by example by continuing to progress its Diversity Agenda. The launch of its revised Diversity Strategy - Positive about You 2004 and Beyond, in December 2004, recognised the progress that has already been made in working towards the Executive's aim of becoming a diverse employer. It also placed a renewed focus on mainstreaming diversity across the organisation and stressed the importance of each individual's contribution to that process. The introduction of 'Skills for Success' into the Performance Appraisal process will provide additional support for this. In order to perform successfully as an Executive staff member, it is now incumbent upon staff to know what is expected of them and the behaviours and skills that underpin that successful performance. Skills for Success has been developed and implemented in order to enable staff to achieve this.
Over the past twelve months, the Executive has also launched several new polices and practices including a policy on domestic violence and a staff job share bank. In addition the Executive has put in a range of policy reviews, including reviews of its flexible working hours and home working policies, to ensure their effectiveness and to consider further improvements.
In addition, the Executive has recently launched its Childcare Voucher Scheme to allow working parents access to the financial benefits of such schemes and to provide further options in their choice of childcare provision.
Other areas of the diversity agenda have also made significant progress. Following its launch in December 2003, the Lesbian, Gay, Bi-sexual and Transgender Network has gone from strength to strength. To learn from this success, we have undertaken a consultation exercise amongst the members of our other networks to develop and enhance their role.
A review of the Executive's successful programme of outreach initiatives is also currently underway to ensure the programme is effective and remains fit for purpose.
We previously reported on the Executive's initiatives to raise awareness of racist attitudes and behaviour and the negative impact this has on individuals and society more generally. The One Scotland, Many Cultures campaign was first launched in September 2002 and included TV and radio adverts as well as outdoor advertising. The Campaign is now in its fourth phase, and the Executive continues to work very closely with minority ethnic organisations and individuals to ensure the messages, tone and focus are right. We also evaluate its effectiveness and take account of findings when developing each new phase. We are also raising awareness of racism among young people and in the workplace by providing significant funding for awareness-raising projects undertaken by the STUC ( One Workplace Equal Rights), Show Racism the Red Card ( www.theredcardscotland.org ), Young Scot, and Heartstone. The Campaign and supporting projects are just one part of our overall strategy to tackle racism in Scotland.
We previously reported on relevant work by the Enterprise Network, Scottish Enterprise and DTI.
1.3.2 sSMEConsider providing subsidies and incentives for CONSIDER
This recommendation specifically related to maternity/paternity leave and flexible working costs.
We previously reported on the Enterprise Network's wide programme of work to support SMEs in Scotland which still stands. DTI's Partnership at Work fund, mentioned previously, has now ended.
The Executive and DTI (the latter of which has responsibility for relevant legislation) recognise that SMEs can face particular problems in managing pregnancy and maternity leave. That is why, in 2004, DTI introduced measures to help SMEs by simplifying arrangements for maternity leave and pay. SMEs can reclaim more than 100% of the statutory maternity pay they pay out and they can claim the money in advance to help with cash flow.
We can now also report that, in February 2005, the EOC launched a campaign to tackle pregnancy discrimination in the workplace and published its general formal investigation ( GFI) into this issue in June 2005. The Minister for Communities, Malcolm Chisholm, attended the Scottish launch, at which he welcomed the report and its recommendations and gave his support to the EOC
The EOC outlined Scotland's Three-Step Action Plan 3 for the Executive to help eradicate pregnancy discrimination in Scotland. In order to support the Action Plan, we are working with our Enterprise and Health colleagues within the Executive and also with colleagues in Scottish Enterprise, Highlands and Islands Enterprise, EOC Scotland and the DTI (because employment legislation, including any related guidance, is reserved to Westminster).
1.3.3. Promote the benefits of flexible working opportunities ACCEPTED IN PART
Input at 1.1.5. relevant.
1.3.4. Develop good practice on flexible working in the public sector ACCEPTED
Input at 1.1.5. relevant.
1.3.5 Link the promotion of gender equality to forthcoming legislation on age discrimination ACCEPTED
We reported previously about the Executive's work with the Scotland Office, DTI and other organisations in promoting the interests of older people and ensuring that Scottish perspectives were taken into account in the drafting of age discrimination legislation by the DTI. In October 2006, the Government will enact the European Directive on age discrimination, making it unlawful to discriminate on the basis of age in employment and vocational training.
We also reported on the Age Positivecampaign with which we are involved. In 2005, the Government launched a new high-profile guidance campaign "Be Ready". DWP's Age Positive team is running a campaign in Scotland aimed at SMEs, to promote awareness of the business benefits of age diversity in the workforce, and to make employers aware of the impact of the forthcoming legislation which covers all ages, not only older people.
We also previously reported on relevant Enterprise Network work.
1.3.6 Link the promotion of gender equality to the Fresh Talent initiative CONSIDER
We reported previously about the policy intent of the Fresh Talent initiative. Gender equality is considered alongside other diversity/equality issues as we progress the initiative. In particular, the evaluation of the Relocation Advisory Service ( RAS) will look at gender balance, with a view to introducing any changes which may be needed to ensure the service is attractive and to accessible for women.
The evaluation of the first year of RAS will be available in late Spring 2006. Emerging findings are that less women than men are using RAS services. For example, from October 2004 to July 2005, RAS registered 5,702 users and of these 2,650 are men, 1,432 are women and 1,620 are unspecified ( i.e. it has not been possible to identify whether users are male or female). The evaluation will seek to identify reasons for the differences and any possible action RAS can take to improve the balance.