All – Detailed Events – Timeline

Link	Description
1948: United Nations – The Universal Declaration of Human Rights (UDHR)	The Universal Declaration of Human Rights (UDHR), adopted by the UN General Assembly in 1948, is the foundational document of international human rights law. It is not legally binding on its own but has inspired legally binding treaties, such as the International Covenant on Civil and Political Rights and the International Covenant on Economic, Social, and Cultural Rights, which together form the International Bill of Human Rights. This bill represents a universal commitment to the inherent dignity and equal rights of all human beings.
1948: United Nations – Universal Declaration of Human Rights (UDHR)
1950: Council of Europe – The European Convention for the Protection of Human Rights and Fundamental Freedoms	The Convention for the Protection of Human Rights and Fundamental Freedoms, better known as the European Convention on Human Rights, was signed in Rome (Italy) on 4 November 1950 by 12 member states of the Council of Europe and entered into force on 3 September 1953
1965: United Nations – International Convention on the Elimination of All Forms of Racial Discrimination (CERD)	Considering that the United Nations Declaration on the Elimination of All Forms of Racial Discrimination of 20 November 1963 (General Assembly resolution 1904 (XVIII) )2 solemnly affirms the necessity of speedily eliminating racial discrimination throughout the world in all its forms and manifestations and of securing understanding of and respect for the dignity of the human person
1966: United Nations – International Covenant on Civil and Political Rights – ICCPR
1966: United Nations – International Covenant on Economic, Social and Cultural Rights – ICESCR
1969: UK Event – UK Government Ratifies – International Convention on the Elimination of All Forms of Racial Discrimination (CERD)	The International Convention on the Elimination of All Forms of Racial Discrimination (CERD) was signed by the UK in 1966 and ratified in 1969.
1976: UK Event – UK Government – The Race Relations Act	The Race Relations Act 1976 was a UK law that made racial discrimination unlawful in areas like employment, education, and the provision of goods and services. It defined indirect discrimination, created the Commission for Racial Equality (CRE), and allowed individuals to take discrimination cases to industrial tribunals or civil courts. Although the Act has since been repealed, it established key principles for race equality in Britain and was a crucial piece of legislation in the country's race relations history.
1979: United Nations – Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW)
1984: United Nations – Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment
1989: United Nations – Convention on Rights of a Child (UNCRC)
1993: United Nations – Principles relating to the Status of National Institutions (The Paris Principles)	The Paris Principles, formally known as the "Principles relating to the Status of National Institutions (Paris Principles)", are a set of internationally recognised standards that outline the essential characteristics of effective National Human Rights Institutions (NHRIs). Scotland has one National Human Rights Institution (NHRI), the Scottish Human Rights Commission (SHRC).
1994/11: Council of Europe – The Framework Convention for the Protection of National Minorities – National Minorities (FCNM)	The Framework Convention for the Protection of National Minorities (Framework Convention) is Europe’s most comprehensive treaty protecting the rights of persons belonging to national minorities. It is the first legally binding multilateral instrument devoted to the protection of national minorities worldwide, and its implementation is monitored by the only international committee dedicated exclusively to minority rights: the Advisory Committee.
1998: Devolution – The Scotland Act 1998	Following a referendum, the Scotland Act (1998) led to the devolution of Scotland.
1998: UK Government – Report of the Consultative Steering Group on the Scottish Parliament ‘Shaping Scotland’s Parliament’	The Scottish Parliament was founded on four key principles outlined by the Consultative Steering Group (Scottish Government, 1998): 1) Power Sharing, 2) Accountability, 3) Access and Participation, 4) Equal Opportunities.
1999: Scottish Government – The Stephen Lawrence Inquiry Action Plan for Scotland	The Stephen Lawrence Inquiry Action Plan for Scotland laid out how the Scottish Government intended to implement the findings of the Stephen Lawrence Inquiry. The document (Scottish Government, 1999) lays out Ministerial recommendations as well as actions with defined responsibilities.
1999: UK Event – The Macpherson Report (UK)	In 1999 a significant inquiry exploring matters arising from the death of Stephen Lawrence identifed lessons to be learned for the investigation and prosecution of racially motivated crimes. The term institutional racism was brought into prominance as a result of this inquiry. The inquiry report is commonly referred to as the Macpherson Report
2000: Scottish Government – Diversity in the Scottish Executive: Strategy for Change	Strategy not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2000: UK Government – Race Relations (Amendment) Act	The Race Relations (Amendment) Act 2000 extended the Race Relations Act 1976 to include public bodies, requiring them to proactively promote race equality, eliminate discrimination, and foster good race relations, and also made police chief officers vicariously liable for the discrimination committed by their officers. This act aimed to raise standards and lead to sustainable change within the public sector by requiring authorities to have realistic plans to meet their obligations.
2001: NHS Scotland – Fair for all Stategy	The 2001 "Fair for All" initiative was an NHS Scotland strategy to address discrimination and ensure culturally sensitive healthcare for ethnic minorities and other diverse groups. Responding to the Macpherson report, it promoted cultural competence and partnerships between the NHS and diverse communities to deliver care that was appropriate to people's backgrounds, moving beyond just treatment for physical needs to include religious and spiritual care
2001: NHS Scotland – Patient Focus and Public Involvement	A framework setting out how such a culture change in NHS Scotland could be achieved through: Building Capacity & Communications; Patient Information; Involvement; Responsiveness.
2001: Scotland Census	In the 2001 Scottish census, the population was overwhelmingly White Scottish (88.09%), with the largest minority ethnic groups being Pakistani (0.63%), Other White British (7.38%), Chinese (0.32%), and Indian (0.30%). Approximately 2% (100,000) of the total population belonged to minority ethnic groups, with over 70% of these being from Asian background
2001: Scottish Government – Making it Real: A Race Equality Strategy for Scotland	Report not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2001/09: United Nations – The Durban Declaration and Programme of Action	The Durban Declaration and Programme of Action (DDPA) is a comprehensive document adopted in 2001 at the World Conference against Racism, Racial Discrimination, Xenophobia and Related Intolerance in Durban, South Africa. It serves as a framework for global efforts to combat racism, racial discrimination, xenophobia, and related intolerance. The DDPA acknowledges the historical roots of racism, including colonialism and slavery, and their lasting impact on contemporary inequalities (United Nations, 2002).
2002: Scottish Executive Health Department (SEHD) – Health Department Letter (HDL) 51 – Working towards Culturally Competent Services	The SEHD HDL 51 – Working Towards Culturally Competent Services was a document issued by the Scottish Executive Health Department in 2002 that provided guidance for NHS Scotland to develop culturally competent healthcare services. Following the publication of the earlier "Fair for All" policy, this HDL aimed to extend the principles of recognising and responding to the individual needs, backgrounds, and circumstances of people from diverse communities within the Scottish health service, promoting a "culturally competent NHS Scotland".
2002: Scottish Executive Health Department (SEHD) – Health Department Letter (HDL) 76 – Spiritual Care in NHS Scotland	The 2002 Scottish Executive Health Department (SEHD) Health Department Letter (HDL) number 76 is a guideline that established the duty of NHS Scotland health boards to provide appropriate, person-centred, and flexible religious and spiritual care to all patients, including those from minority ethnic groups, reflecting the country's increasing diversity. This involved developing spiritual care policies, promoting culturally competent services, ensuring access to chaplains and faith representatives, and providing education for healthcare staff on religion and belief needs.
2002: Scottish Government – Scottish Executive Response to Review of BME Funding	Report not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2003: Making Progress: Equality Annual Report	Report not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2003: Race Equality Action Plan Departmental Progress Reports	• Race Equality Action Plan Departmental Progress Report – Development Department • Race Equality Action Plan Departmental Progress Report – Education Department • Race Equality Action Plan Departmental Progress Report – Enterprise, Transport and Lifelong Learning Department • Race Equality Action Plan Departmental Progress Report – Environment & Rural Affairs Department • Race Equality Action Plan Departmental Progress Report – Finance and Central Services Department • Race Equality Action Plan Departmental Progress Report – Health Department • Race Equality Action Plan Departmental Progress Report – Justice Department • Race Equality Action Plan Departmental Progress Report – Legal and Parliamentary Services • Race Equality Action Plan Departmental Progress Report – Office of the Permanent Secretary
2003: Scottish Executive’s Overarching Race Equality Scheme: Summary of Progress	Report not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2003: UK Event – The Victoria Climbie Inquiry: Report of an Inquiry by Lord Laming	The Victoria Climbié Inquiry was an independent inquiry into the events leading up to the death of Victoria Climbié, an eight-year-old child who died in hospital in February 2000 of injuries sustained after months of abuse.
2003: Working Together for Race Equality: The Scottish Executive’s Race Equality Scheme	Report not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2004: A Review of the Scottish Executive’s Response to the Race Equality Advisory Forum’s Recommendations	Report not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2004: Race Equality Scheme Annual Report	Report not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2004: Scottish Government – Equality and Human Rights Mainstreaming Strategy	Strategy not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2004: Scottish Government – The Diversity Strategy 2004 and Beyond	Strategy not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2005: Scottish Executive Review of Race Equality Work in Scotland: A Summary of the Review and the Way Forward	Report not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2005: The Scottish Community Development Centre and Scottish Government – National Standards for Community Engagement	The National Standards for Community Engagement (NSfCE) are a set of good-practice principles launched in Scotland in 2005 to support and improve community engagement, commissioned by the Scottish Government. Co-produced with practitioners, these standards, including principles of inclusion, equality, clear purposes, and learning from experience, are designed to guide and inform community planning and user involvement in areas like health and social care. They were refreshed in 2016 and continue to be accepted as key principles for effective practice.
2006: Scottish Executive Departmental Delivery Plan	Plan not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2006: United Nations – Convention on the Rights of Persons with Disabilities (CRPD)	Convention on the Rights of Persons with Disabilities (CRPD)
2007: National Performance Framework for Scotland	The National Performance Framework (NPF) in Scotland was first created by the Scottish Government in 2007. This framework was introduced to set out the government's vision for the collective wellbeing of Scotland and to guide its approach to achieving that vision. The NPF was designed to be a strategic tool, aligning with the UN Sustainable Development Goals and focusing on a balanced approach to economic, social, and environmental progress.
2007: NHS Scotland – Better Health, Better Care: Action Plan	This Action Plan sets out the Government's programme to deliver a healthier Scotland by helping people to sustain and improve their health, especially in disadvantaged communities, ensuring better, local and faster access to health care. The report is informed by the response to the consultation on Better Health, Better Care: A Discussion Document (August 2007).
2008: Equally Well: Report of the Ministerial Task Force on Health Inequalities	In June 2008, the Scottish Government published Equally Well, the report of the ministerial task force on health inequalities. The aim of this project was to collect and review the growing body of scientific evidence of the upstream drivers of health inequalities. The purpose was to identify tangible actions that can be taken to help reduce inequalities in health and well-being in Scotland. The report focuses on a range of factors that contribute to unfair and unjust health inequalities, such as income, age, disability, gender, as well as race and ethnicity. Equally Well is the report of the Ministerial Task Force on health inequalities, which is ambitious in scope and based on the principle of opportunity for all. The supporting papers (chapter 10) include a useful review of inequalities related to ethnicity.
2008: NHS Scotland Equalities Directorate (established 2008)	The Scottish Government set up the Equalities Directorate in 2008 as a unit of NHS Health Scotland (now part of Public Health Scotland) and as a centre of expert advice and support to NHS Scotland on delivering equality and diversity, eliminating discrimination and reducing health inequalities. Subsequent structural changes have occurred. The work previously done by NHS Health Scotland in the Equalities Directorate is now the responsibility of the Place and Wellbeing Directorate and Public Health Scotland.
2008: Scottish Government – Race Equality Statement 2008-2011	Taking into account our public sector equality duties and drawing on the evidence from our stakeholders, our Review of Race Equality Work in Scotland and the work of the Equal Opportunities Committee of the Scottish Parliament, we will structure our work towards race/ equality and refugee integration around the following themes: Improved opportunities for people from minority ethnic (including Gypsy/Traveller), refugee, asylum seeker and faith communities – taking action to address the barriers which are at present preventing people from those communities from achieving what they are capable of. More responsive communities, where people from minority ethnic (including Gypsy/Traveller), refugee, asylum seeker and faith communities are better supported by services, whether specialist or mainstream. Safer communities, with lasting connections between people from all communities – minority ethnic (including Gypsy/Traveller), refugee, asylum seeker and faith communities and the wider community. Communities where all feel valued and able to live safely, respecting and valuing the contributions of all. Communities where hate crime based on race or faith is tackled effectively and where such crimes, in time, are reduced. More active and vibrant communities, with increased participation by people from minority ethnic (including Gypsy/Traveller), refugee, asylum seeker and faith communities in all aspects of mainstream community and civic activity. Increased engagement will help the integration and strengthening of community relations and develop understanding of our shared goals and aspirations. It will also contribute to the delivery of better services and provisions as the needs of communities become better understood.
2009: NHS Scotland – Guidance Document – Spiritual Care and Chaplaincy	The NHS Scotland Spiritual Care and Chaplaincy Guidance Document, published on January 30, 2009, provided a framework for spiritual and religious care within Scotland's National Health Service. The document emphasized a person-centered approach, ensuring services were impartial, accessible to people of all faiths and none, and respectful of diversity. Key principles included operating on the basis of respect for diverse beliefs and backgrounds, providing a unifying presence, and avoiding proselytization. The guidelines also addressed the importance of integrating spiritual care into multi-professional healthcare teams and the development of chaplains as a regulated profession
2009: NHS Scotland – Our Multi-Ethnic Scotland	In November 2009, NHS Health Scotland published Health in our Multi-ethnic Scotland. This report set out a proposed strategy for research on the health of ethnic minorities in Scotland. Strategy not found after search.
2010: NHS Scotland Quality Strategy	The NHS Education for Scotland (NES) Equality, Diversity and Inclusion (EDI) Strategy 2025-2029 is a plan to foster an inclusive organisation for its staff, learners, and partners by advancing equality, eliminating discrimination, and celebrating diversity. It builds on previous work, including an anti-racism plan, and aims to meet the Public Sector Equality Duty under the Equality Act 2010. The strategy commits to embedding EDI across all NES functions, contributing to a more equitable health and care system, and ensuring the provision of high-quality educational resources on EDI for the health and social care sector in Scotland (NHS Scotland, 2010).
2010: Race Equality Strategic Group – Report on Progress	Report not found – referenced in the Anti-Racism Policy Review (Coalition for Racial Equality and Rights, 2001).
2010: Scottish Migrant and Ethnic Health Research Strategy (SMEHRS) Group Established	The Scottish Health and Ethnicity Research Strategy Steering group (SHERSS) was set up in December 2010 as recommended by the Health in Our Multi-ethnic Scotland report. SHERSS revised its strategy in 2014 and changed its name to the Scottish Migrant and Ethnic Health Research Strategy group (SMEHRS) to reflect a new strategic focus to include migrant health research
2010: UK Event – The Equality Act 2010	The Equality Act 2010 consolidated the previous legislation around preventing discrimination and improving equality of opportunity and good relations. The Act applies to both the private and public sectors; however, there are additional provisions for the public sector, and guidance has been published by the UK Home Office Equalities Unit. The previous legislation on ethnicity included the Race Relations (Amendment) Act (2000), which amended the earlier Race Relations Act 1976.
2011: Scotland Census	Growing ethnic diversity: The proportion of people from non-white ethnic groups doubled to 4% from 2% in the 2001 Census. Largest non-white group: Asian groups constituted the largest minority ethnic group, at 2.7% of the total population.
2011: Scottish Government – Open Government Partnership Created	In 2011, eight countries including the UK, Brazil, and the US, launched the Open Government Partnership (OGP), an international initiative to foster government transparency, accountability, and public participation by promoting an "open government" model. The founding members adopted the Open Government Declaration and developed National Action Plans with specific commitments to improve governance and harness technology, establishing a multi-stakeholder platform for government and civil society to collaborate on reforms
2012: NHS Scotland – Review of equality health data needs in Scotland	The Review of Equality Health Data Needs in Scotland arose from Equally Well recommendation 74 as mentioned above and was published in 2012. This review included a data audit matrix which helps to clarify what data is and isn’t collected by ethnic group
2012: Scottish Government – Police and Fire Reform (Scotland) Act 2012	The Police and Fire Reform (Scotland) Act 2012 is an Act of the Scottish Parliament that merged Scotland's eight police forces and fire and rescue services into single national bodies, Police Scotland and the Scottish Fire and Rescue Service (SFRS), respectively. This landmark legislation was passed to provide a more unified and efficient approach to policing and fire safety across Scotland.
2012: Scottish Government – The Equality Act 2010 (Specific Duties) (Scotland) Regulations	The specific duties for Scotland were laid before the Scottish Parliament on 21 March 2012 and came into force on 27 May 2012.The Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 requires public authorities including the Scottish Government to publish equality outcomes which it will work to achieve. In 2021, the Scottish Government set out a suite of equality outcomes to cover the period up to 2025.
2012: UK Event – After the Riots (UK)	The report After the Riots, considers the riots that occurred in towns and cities across England between 6 August 2011 and 10 August 2011 (The Riots Communities and Victims Panel, 2012)
2013: Equality Outcomes and Mainstreaming Report 2013	The Equality Outcomes and Mainstreaming Report 2013 summarized the Scottish Government's progress in meeting its equality outcomes and mainstreaming equality across its policies and as an employer. The report, published on April 30, 2013, outlined the Scottish Government's equality outcomes for the period of 2013-2017 and detailed how they were being integrated into various aspects of their work.
2013: Police Scotland Code of Ethics	This Code of Ethics for Policing in Scotland sets out the standards of those who contribute to policing in Scotland. This is not a discipline code. It is what Police Scotland aspires to be. This code is a practical set of measures. It reflects the values of the Police Service of Scotland. This code sets out what the public can expect from Police Scotland and what we should expect from one another.
2013: Scotland’s National Human Rights Action Plan (SNAP) 2013 – 2017	The bold vision of Scotland’s first National Action Plan for Human Rights (SNAP). It reflects the vision set out in the Universal Declaration of Human Rights (UDHR) which is the foundation of modern human rights. SNAP is a practical roadmap for the progressive realisation by Scotland of the internationally recognised human rights first set down in the UDHR.
2013: Scottish Government – Equality Outcomes: Ethnicity Evidence Review	The Scottish Government Equality Outcomes: Ethnicity Evidence Review is a comprehensive review of available evidence in relation to ethnicity. This paper is one of a series written to inform the development of equality outcomes for the Scottish Government. Guidance from the Equality and Human Rights Commission (EHRC) states that a range of relevant evidence relating to equality groups and communities should be used to help set equality outcomes that are likely to make the biggest difference in tackling inequalities.
2013: The Surjit Singh Chhokar Inquiry	The Surjit Singh Chhokar inquiry involved two original trials and two subsequent official inquiries into the handling of the 1998 murder investigation. After two acquittals, a 2013 investigation led to a second trial for Ronnie Coulter, who was convicted of murder in 2016 after the law changed to allow for retrials in some cases. The initial failure to secure a conviction sparked controversy and led to the first inquiry, which alleged "institutional racism" and concluded the police and prosecution services had failed the family.
2013: UK Event – The Adebowale Report: Independent Commission on Mental Health and Policing Report	The Independent Commission on Mental Health and Policing was set up in September 2012 at the request of the Metropolitan Police Commissioner. The Commission’s brief was to review the work of the Metropolitan Police Service (MPS) regarding people who have died or been seriously injured following police contact or in police custody and to make recommendations to inform MPS conduct, response, and actions where mental health is, or is perceived to be, a key issue. The Independent Commission on Mental Health and Policing Report: Report of an Inquiry by Lord Victor Adebowale into deaths in custody highlighted that nationally, a high percentage of those who die in custody are from BME communities. It was noted that in 2011, 38% of all deaths in police custody were related to BAME individuals (UK Government, 2013).
2014: Developing the young workforce: Scotland’s youth employment strategy – gov.scot	Sets out how the Scottish Government will implement the recommendations from the Commission for Developing Scotland's Young Workforce.
2014: Final Report on Race Equality Statement 2008 – 2011	The "2014: Final Report on Race Equality Statement 2008 – 2011" refers to a progress report published in 2014, three years after the initial Race Equality Statement (2008-2011) had already lapsed. This report, which was notably concise at only eight pages long, summarised the progress made in addressing racial equality during the specified period.
2014: The Young Review: Improving outcomes for young black and/or Muslim men in the Criminal Justice System	One of the main aims of the Young Review has been to consider how existing knowledge regarding the disproportionately negative outcomes experienced by black and Muslim male offenders may be applied in the significantly changed environment introduced under the Transforming Rehabilitation (TR) reforms (UK Government, 2017).
2015: Apprenticeship Equality Action Plan Final Report 2015-2021	Skills Development Scotland (SDS) implements the Equality Action Plan for Modern Apprenticeships in Scotland by setting targets for underrepresented groups, using equality data to monitor progress, and embedding equality and diversity principles into their services. Key activities include working with partners to remove barriers for disabled people, care leavers, and women, providing support to providers and employers, and encouraging inclusive recruitment practices.
2015: Equality Outcomes and Mainstreaming Report 2015	The Equality Outcomes and Mainstreaming Report 2015 is an update on Scottish Government's aims to incorporate equality across its activities and deliver on equality outcomes set in April 2013.
2015: Scottish Government – Community Empowerment (Scotland) Act 2015	The Community Empowerment (Scotland) Act 2015 will help to empower community bodies through the ownership or control of land and buildings, and by strengthening their voices in decisions about public services. There are 11 topics covered by the Act.
2015: The Equality Act 2010 (Specific Duties) (Scotland) Amendment Regulations	The Equality Act 2010 (Specific Duties) (Scotland) Amendment Regulations 2015, made by the Scottish Ministers, amended the 2012 Regulations to include newly created public bodies and revise existing timelines for reporting. Specifically, it modified the list of public authorities covered and adjusted the deadlines for compliance with certain duties, particularly concerning gender pay gap information and equal pay statements. Key Changes: • Adding New Public Authorities: The regulations added several newly created public bodies to the list of those covered by the specific duties. • Modifying Compliance Dates: The regulations adjusted the dates by which these new authorities were required to comply with certain duties. • Revised Gender Pay Gap Reporting: The regulations revised the timelines for publishing gender pay gap information and equal pay statements under regulations 7 and 8 of the 2012 Regulations, requiring publication for most authorities except those with fewer than 20 employees.
2015: The Human Trafficking and Exploitation (Scotland) Act 2015	The non-prosecution of trafficking victims is legislated for under Section 8 of the Human Trafficking and Exploitation (Scotland) Act 2015.
2015: The National Standards for Community Engagement	The National Standards for Community Engagement were developed by What Works Scotland and the Scottish Community Development Centre (SCDC) following the Community Empowerment (Scotland) Act 2015 to strengthen participation and engagement practices across Scotland. The standards serve as a benchmark for best practice in community engagement, outlining principles such as inclusion, planning, working together, communication, and impact to help achieve high-quality results and empowerment.
2015: United Nations – International Decade for People of African Descent Begins	The International Decade for People of African Descent was a United Nations observance, spanning from 2015 to 2024, with the aim to promote recognition, justice, and development for people of African descent worldwide. It was proclaimed by the UN General Assembly to address issues faced by this group, emphasizing their human rights and full participation in society. A second decade, running from 2025 to 2034, has also been proclaimed.
2016 – Scottish Government – Ethnic diversity of UK boards: the Parker Review	This Parker Review considers how to improve the ethnic and cultural diversity of UK boards to better reflect their employee base and the communities they serve. The report sets out objectives and timescales to encourage greater diversity, and provides practical tools to help business leaders to address the issue (Parker Review Committee, 2016).
2016: Open Government Partnership Scottish National Action Plan 2016 – 2017	Scottish Government and Scottish Civil Society share the values of Open Government which aim to foster openness, transparency and citizen participation. This is Scotland’s first Open Government National Action Plan. It has been developed jointly by the Scottish Government and the Scottish Civil Society Network with the Open Government Partnership (OGP).
2016: Police Scotland Integrated Human Rights Considerations into their Equality Impact Assessments	In 2016, Police Scotland began integrating human rights considerations into their Equality Impact Assessments (EQHRIAs). This move was part of a broader effort to embed human rights principles into the core functions and decision-making processes of the organisation.
2016: Scotland SPL – A Fairer Scotland for Disabled People: delivery plan
2016: Scotland SPL – Race Equality Framework (REF) for Scotland 2016 to 2030	In 2016, the Scottish Government published the Race Equality Framework (REF) for Scotland. CRER provided the Scottish Government with independent support in the development and delivery of the Framework. The content of the Framework was developed with input from key stakeholders and drafted collaboratively, with the Scottish Government and CRER both contributing and editing on an ongoing basis. The REF sets out how the Scottish Government aims to progress this ambition over a 15-year period from 2016 to 2030. In this document there is vision for Scotland in 2030 to be a country “where people are healthier, happier and treated with respect, and where opportunities, wealth and power are more equally spread.
2016: Scottish Government – Fairer Scotland Action Plan	The 2016: Fairer Scotland Action Plan was a Scottish Government initiative to reduce poverty and inequality through 50 specific actions across five key areas. Published in October 2016 after extensive public consultation, it outlined a long-term commitment to working with communities and organizations to build a fairer, more equal Scotland by improving public services, social security, employment opportunities, and public participation.
2016: The Equality Act 2010 (Specific Duties) (Scotland) Amendment Regulations 2016	The Equality Act 2010 (Specific Duties) (Scotland) Amendment Regulations 2016 primarily focused on enhancing gender pay gap reporting and introducing requirements for listed authorities to gather and utilise information on board diversity to better perform the Public Sector Equality Duty (PSED).
2016: The Race Equality Framework (REF) for Scotland	The Race Equality Framework (REF) for Scotland sets out how the Scottish Government aims to progress this ambition over a 15-year period from 2016 to 2030. In this document, there is a vision for Scotland in 2030 to be a country “where people are healthier, happier and treated with respect, and where opportunities, wealth and power are more equally spread.
2017: A fairer Scotland for All: Race Equality Action Plan and Highlight Report 2017-2021	The Scottish Government published A fairer Scotland for all: race equality action plan and highlight report 2017-2021. It included action on key social determinants of health (employment, education, housing, poverty, community cohesion and safety) for minority ethnic communities.
2017: Angiolini – Report of the Independent Review of Deaths and Serious Incidents in Police Custody	This review looked at the wide range of circumstances around deaths and serious incidents in police custody and of suicides occurring shortly after release from police custody. The process involved examination of events from the initial restraint or other circumstances preceding the death, through the investigation and Inquest to the outcome of these formal investigative processes.
2017: Police Scotland – Equality Outcomes	In 2017, the Scottish Police Authority (SPA) and Police Scotland established a set of Equality Outcomes for 2017-2021 aimed at improving equality, diversity, and inclusion within the police service. These outcomes focused on creating a more inclusive and reflective workforce, improving confidence in reporting hate incidents, making services more responsive to victims of gender-based violence, and fostering better engagement with communities. These goals aligned with the broader aims to ensure that policing services were effective, accessible, and responsive to the diverse needs of the public.
2017: Scotland’s Equality Evidence Strategy 2017-2021	This equality evidence strategy will outline our general approach to strengthening Scotland's equality evidence base and filling evidence gaps over the next four years. It will set out where there are evidence gaps and, where possible and applicable, it will link the evidence gaps identified to the relevant policy, programmes, legislation, and measurement frameworks. For example, a high priority evidence gap for the Scottish Government could link directly to an existing policy programme such as the Race Equality Framework or a measurement framework such as the National Performance Framework [6] . Other public sector organisations and local communities may have a different understanding of their data and their priorities, and new analytical insights developed to evidence these should be shared widely to help strengthen Scotland's equality evidence base.
2017: Scotland’s Second National Human Rights Action Plan (SNAP2)	SNAP 2 is Scotland’s second national human rights action plan. Its vision is a Scotland where everyone can live with human dignity. SNAP 2 will run from 2023 to 2030 and build on the achievements of SNAP 1, which ran from 2013 to 2017. SNAP 2 is guided and underpinned by fundamental human rights principles that apply to all the actions. There are eight key priorities, which reflect some of the major issues that currently affect people in Scotland, as well as universal human rights that should be respected, protected, and fulfilled.
2017: Scottish Government – A Fairer Scotland for All: Race Equality Action Plan (REAP) 2017-21	The race equality action plan sets out the key actions for the Scottish Government to drive positive change for minority ethnic communities.
2017: Scottish Government – Equality Outcomes and Mainstreaming Report 2017	The Equality Outcomes and Mainstreaming Report is an update on Scottish Government's progress incorporating equality across its activities and delivering equality outcomes set in April 2013 (Scottish Government, 2017b)
2017: Stop and Search of the Person in Scotland: code of practice for constables – gov.scot	Code of practice for police constables exercising the power of Stop and Search. Police work in Scotland is carried out in accordance with fundamental policing principles, agreed by Parliament and exemplified in the Police and Fire Reform (Scotland) Act 2012. These are: • that the main purpose of policing is to improve the safety and well-being of persons, localities and communities; and • that the police should be accessible, engage with communities, and promote measures to prevent crime, harm and disorder. One part of the code focuses on integrity – a stop and search will not be carried out in a manner which is abusive, discriminatory, or which amounts to harassment or intimidation; the purpose of the search must be genuinely to find a particular item in the person's possession; it will reflect the principles of good conduct and personal responsibility
2017: Tackling prejudice and building connected communities: Scottish Government response	The Scottish Government’s Response to the report of the Independent Advisory Group on Hate Crime, Prejudice and Community Cohesion (Scottish Government, 2017a).
2017: The First Minister’s National Advisory Council on Women and Girls (NACWG)is Established	The National Advisory Council on Women and Girls was formed as a catalyst for change, addressing gender inequality by providing independent strategic advice to the First Minister. Since its inception in 2017, it has made a series of recommendations to tackle gender inequality across Scotland. There has been a particular focus on creating the leadership, culture and systems required to enable women and girls’ equality to be better prioritised and responded to competently.
2017: UK Event – Lammy Review: Final Report (UK)	The Lammy Review is an independent review into the treatment of, and outcomes for Black, Asian and Minority Ethnic individuals in the criminal justice system (Lammy, 2017)
2017: UK Event – Launch of the Ethnicity Facts and Figures Website (UK)	The UK's Ethnicity Facts and Figures website was launched in October 2017. It was created to provide a central resource for government data on how people from different ethnic backgrounds experience public services. The website aims to increase awareness of disparities in outcomes and experiences between ethnic groups, stimulating debate and action to reduce these differences.
2017: UK Event – Race Disparity Audit (UK)	As well as a review of each topic on the Ethnicity Facts and Figures website, the report presents an overview of disparities that have most impact across all aspects of people’s lives. This analysis helps to understand and assess differences between ethnic groups, and to identify those public services where disparities are diminishing and those where work is needed to develop effective strategies to reduce disparities between ethnic groups. Published 10 October 2017
2017: UK Event – Race in the Workplace: The McGregor-Smith Review (UK)	This independent review sets out recommendations for employers in the public and private sectors to improve diversity within their organisations. The government response is published alongside the report (McGregor-Smith, 2017)
2017: UK Event – The Public Appointments Diversity Action Plan 2017 – UK	The Public Appointments Diversity Action Plan 2017 set out the business and moral case for inclusive and diverse boards of public bodies.
2017: UK Government – The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017	The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 are a set of regulations in England that require public bodies, such as higher education institutions, to meet a public sector equality duty (PSED). These regulations mandate that these bodies publish information annually to show how they are complying with the PSED and set specific equality objectives every four years. The specific duties, which replaced the 2011 regulations, are designed to help public bodies better integrate equality considerations into their policies, services, and decision-making processes.
2018: Diversity in the Teaching Profession and Education Workforce sub group – gov.scot	A working group focused on diversity in the teaching profession was established in Scotland. The Diversity in the Teaching Profession Working Group published a report in 2018, recommending that by 2030, at least 4% of teachers in Scotland should be from minority ethnic backgrounds, aligning with the 2011 census data. The Scottish Government's Anti-Racism in Education Programme is taking forward actions to support the education sector in achieving this target.
2018: Independent Review of Hate Crime Legislation in Scotland: Final Report	The follow-up to a report by the Independent Advisory Group on Hate Crime, Prejudice and Community Cohesion, published in 2016. The report was wide-ranging and looked at education, public and community services and other areas, as well as the criminal justice system. Amongst other things, it recommended that the Scottish Government should lead discussion on the development of clearer terminology around hate crime and consider whether there should be any additions to the existing protected characteristics of race, religion, disability, sexual orientation and transgender identity
2018: Police Scotland Launches Our People Strategy	Police Scotland has launched the "Our People Strategy" aimed at valuing and supporting its workforce. The strategy emphasises wellbeing, development, and creating a positive working environment to enable staff to better serve the public. It is part of a wider Joint Strategy for Policing focused on a safe, protected, and resilient Scotland
2018: Scotland Legislation – The Fairer Scotland Duty	The Fairer Scotland Duty is a legal responsibility placed on certain public bodies in Scotland to actively reduce inequalities of outcome caused by socio-economic disadvantage when making strategic decisions. Introduced in April 2018, it requires these bodies to consider how their decisions can help people experiencing poverty have the same life chances as those who do not. This involves carrying out an assessment to show how the duty has been met, influencing decisions before they are made, and being a meaningful part of the process.
2018: Scotland’s Open Government action plan 2018 to 2020: Detailed Commitments
2018: The First Minister’s Advisory Group on Human Rights (FMAG)	In order to support and inform that work, and to encourage both leadership and constructive challenge in the field of human rights, the Programme for Government (“PfG”) agreed to establish an expert advisory group to lead a participatory process to make recommendations on how Scotland can continue to lead by example in human rights, including economic, social, cultural and environmental rights. The purpose of the First Minister's Advisory Group on Human Rights (FMAG) was to make recommendations to the First Minister, before the end of December 2018, on how Scotland can continue to lead by example in human rights, including economic, social, cultural and environmental rights.
2018: UK Event – The Wessely Review (UK)	The Review was chaired by Professor Sir Simon Wessely and was intended to reform the MHA to tackle: the rising rates of people being detained under the act. the disproportionate number of people from black and minority ethnic groups detained under the Act.
2018: UK Government – Public Appointments Diversity Stocktake 2018 (UK)	The "Public Appointments Diversity Stocktake 2018" report from the UK government shows that as of March 31, 2018, 43% of public appointees were female, 10% were from ethnic minorities, and 5% had a declared disability. The stocktake, published on December 3, 2018, provided an overview of diversity in public appointments as of that date, highlighting both progress and areas where more work was needed.
2019: Accounts Commission – Mainstreaming equality and equality outcomes: Progress report 2019–21	This report is published jointly by the Accounts Commission and Audit Scotland. The Accounts Commission, the Auditor General for Scotland and Audit Scotland work together to deliver public audit in Scotland. • The Accounts Commission is the public spending watchdog for local government. It holds councils in Scotland to account and helps them improve. It operates impartially and independently of councils, the Scottish Government and the Scottish Parliament, and meets and reports in public. • The Auditor General for Scotland secures the audit of the Scottish Government and other public bodies in Scotland, except local authorities. The Auditor General is independent of the Scottish Government and the Scottish Parliament. The Auditor General is also the accountable officer for Audit Scotland. • Audit Scotland is a statutory body that carries out audits and investigations for the Accounts Commission and the Auditor General for Scotland.
2019: Establishment of the Equalities and Human Rights Committee	To consider and report on matters relating to equal opportunities and upon the observance of equal opportunities within the Parliament (and any additional matter added under Rule 6.1.5A). In these Rules, “equal opportunities” includes the prevention, elimination or regulation of discrimination between persons on grounds of sex or marital status, on racial grounds or on grounds of disability, age, sexual orientation, language or social origin or of other personal attributes, including beliefs or opinions such as religious beliefs or political opinions. Human rights, including Convention rights (within the meaning of section 1 of the Human Rights Act 1998) and other human rights contained in any international convention, treaty or other international instrument ratified by the United Kingdom.
2019: Evidence Summaries National Advisory Council on Women and Girls	Evidence papers produced by Scottish Government presenting a summary of current evidence on the spotlight topics chosen by the First Minister's National Advisory Council on Women and Girls.
2019: First Minister’s National Advisory Council on Women and Girls 2019 Report and Recommendations	The First Minister's National Advisory Council on Women and Girls (NACWG) 2019 Report called for fundamental improvements to the policy-making process in Scotland to make it more gender-sensitive and inclusive, arguing that the system was not transparent or coherent enough to achieve the best outcomes for women and girls. Key recommendations focused on embedding intersectionality into policy, improving data collection to understand the experiences of diverse groups, and improving the transparency and use of participatory approaches and engagement with people with lived experience. The report emphasized transforming the mainstreaming of gender equality throughout government policy-making, which required stronger leadership, resourcing, and accountability.
2019: Race Equality Action Plan (REAP) – Year 1 Progress Update	Year 1 highlight report provides an overview of the work that was undertaken in the first year of the plan (December 2017 – December 2018), ongoing work that is underway in year 2, and outcomes from the first conference in December 2018 Year 1 action report is a summary of work that was completed against all actions in the Race Equality Action Plan (REAP) between December 2017 and December 2018
2019: Scotland SPL – A Fairer Scotland for Older People: framework for action	This framework has been developed to challenge the inequalities older people face as they age and to celebrate older people in Scotland.
2019: Scotland SPL – A fairer Scotland for women: gender pay gap action plan
2019: Scottish Government – Consultation on Scottish Hate Crime Legislation	In 2019, the Scottish Government launched a public consultation on amendments to Scotland's hate crime legislation, following recommendations from Lord Bracadale's review. The consultation explored consolidating existing laws and expanding statutory aggravations for hate crimes to cover additional protected characteristics. The feedback gathered informed the subsequent Hate Crime and Public Order (Scotland) Act 2021, which came into effect on April 1, 2024, and modernised the country's hate crime legislation.
2019: Scottish Police Authority: Equality & Diversity Mainstreaming and Outcomes Progress Report	The purpose of this report is to fulfil a number of the Authority’s specific requirements under the public sector equality duty. This is in place to ensure that public authorities consider how they can positively contribute to a more equal society through advancing equality and good relations in their day to day business. The report provides a two yearly update on:  progress made to make the general equality duty integral to the exercise of its functions, commonly referred to as mainstreaming  progress made against its equality outcomes (which were published in 2017) The report also sets out an update on progress made in gathering and using employee monitoring information in relation to protected characteristic groups along with an update on the gender pay gap, and the number of men and women who have been Board members during the period covered by the report.
2019: Strategic Police Priorities: Equalities Impact Assessment	This EQIA has been undertaken to consider the impacts on equality of the revised Strategic Police Priorities (SPPs).
2019: Tackling Child Poverty: First Year Progress Report – Ethnicity Breakdowns – Annex C	This paper presents ethnicity breakdowns, where possible, for the Child Poverty Measurement Framework indicators. It also draws on wider evidence about the drivers of poverty, and draws conclusions about the actions needed to address poverty among minority ethnic families.
2019: The National Taskforce for Human Rights Leadership Established	The National Taskforce for Human Rights Leadership, which was established in early 2019 to progress the recommendations made by FMAG, has reported on its work. The Taskforce has recommended in its report that the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), the Convention on the Rights of Persons with Disabilities (CRPD) and the Convention on the Elimination of all forms of Racial Discrimination (CERD) are incorporated into domestic legislation as part of a broader aim to incorporate internationally recognised human rights
2019: The Scottish Approach to Service Design (SAtSD)	The vision for the Scottish Approach to Service Design is that the people of Scotland are supported and empowered to actively participate in the definition, design and delivery of their public services (from policy making to live service improvement).
2019: The Timpson Review (UK)	The Timpson Review is a landmark 2019 UK government review, led by Edward Timpson, that investigated school exclusions to identify why pupils with particular characteristics are disproportionately excluded and to recommend ways to reduce preventable exclusions. It put forward 30 recommendations focused on making schools more accountable, reducing the incidence of off-rolling (informally encouraging parents to move their child to another school), improving the quality of alternative provision for excluded pupils, and upskilling the education workforce.
2019: UK Event – The Public Appointments Diversity Action Plan 2019 (UK)	Public appointments, which involve individuals holding senior positions in public bodies, are crucial for direction and leadership. The Public Appointments Diversity Action Plan 2019 (and likely subsequent plans) aimed to improve representation of minority ethnic individuals in these roles
2019/07: UK Event – United Nations – Report of the Special Rapporteur on contemporary forms of racism, racial discrimination, xenophobia and related intolerance	At the invitation of the Government, the Special Rapporteur on contemporary forms of racism, racial discrimination, xenophobia and related intolerance visited the United Kingdom of Great Britain and Northern Ireland from 30 April to 11 May 2018 to assess the authorities’ efforts in eliminating racism, racial discrimination, xenophobia and related intolerance. The Special Rapporteur expresses her appreciation to the Government of the United Kingdom for its invitation and cooperation in coordinating the visit.
2020: Cross Justice Working Group on Race Data and Evidence established	The Cross Justice Working Group on Race Data and Evidence was set up as a short-life working group in 2020 to improve our collective understanding of the experiences of different ethnic groups within Scotland's justice system.
2020: Fairer Scotland Action Plan: Progress Report
2020: Race Equality Action Plan (REAP): Year 2 Progress Update	In the Race Equality Action Plan 2017-2021 the Scottish Government made a commitment to hold an annual event to update stakeholders on progress against actions. This is the second year report.
2020: Race Equality Action Plan: Year Two Progress Update	This report provides a concise interim update to stakeholders on progress made in the second year of the Race Equality Action Plan (REAP). It is not intended to provide an exhaustive update of progress against all actions in the REAP.
2020: Race Equality, Employment and Skills: Making Progress?	This report summarises the establishment of Equalities and Human Rights Committee. The Committee held an informal breakfast meeting with minority ethnic communities organisations on 21 November 2019 to discuss race equality in Scotland following publication of the year 1 progress update for the Scottish Government’s Race Equality Action Plan, which was published on 28 June 2019. After this, the Committee held two formal evidence sessions on 21 and 28 November 2019, where the Committee heard from representative community organisations, academics and the Scottish Government about how race equality in Scotland and the Race Equality Framework Scotland 2016 to 2030 are being delivered through the Race Equality Action Plan. At its meeting on 19 December 2019, the Committee agreed to undertake an inquiry into ‘race equality, employment and skills’ because: • Outcomes for minority ethnic communities have not improved over the past two decades • Employment is key to addressing the issues of housing, health, education, poverty and participation in public life.
2020: The Scottish Public Health Observatory (ScotPHO)	The Scottish Public Health Observatory (ScotPHO) collaboration is led by Public Health Scotland, Scotland’s new national public health body which launched on 1st April 2020. It also includes the Glasgow Centre for Population Health, the MRC/CSO Social and Public Health Sciences Unit, National Records of Scotland and the Scottish Learning Disabilities Observatory. The purpose of the ScotPHO website is to provide easy access to information about the range of data sources available to help those working to improve population health in Scotland.
2020: UK Event – Disparities in the Risk and Outcomes of COVID-19 (UK)	An analysis of survival among confirmed COVID-19 cases shows that, after accounting for the effect of sex, age, deprivation and region, people of Bangladeshi ethnicity had around twice the risk of death when compared to people of White British ethnicity. People of Chinese, Indian, Pakistani, Other Asian, Black Caribbean and Other Black ethnicity had between 10 and 50% higher risk of death when compared to White British (Public Health England, 2020)
2020: UK Event – Policing – Independent Review of Complaints Handling, Investigations and Misconduct Issues (UK)	First independent review of complaint handling, misconduct and investigations since the creation of new policing structures in 2013. Dame Elish Angiolini reviewed the effectiveness of the new systems for dealing with complaints against the police, how well complaints are investigated and the processes involved (Angiolini, 2020).
2020: UK Event – Windrush Lessons Learned Review by Wendy Williams (UK)	The Home Office established the Windrush Lessons Learned Review on 2 May 2018. The review is asked to “identify the key lessons for the Home Office going forward”. Issues identified in the report relate to all three of those levels in the Home Office. The review’s task was to investigate: the key legislative, policy and operational decisions that led to members of the Windrush generation becoming entangled in measures designed for illegal immigrants; what other factors played a part; why these issues were not identified sooner; what lessons the organisation can learn to ensure it does things differently in future; whether corrective measures are now in place and, if so, an assessment of their initial impact; what (if any) further recommendations should be made for the future (Williams, 2020).
2021: Equalities, Human Rights and Civil Justice Committee – Scottish Parliament	he Committee was established in June 2021. It focuses on: equal opportunities matters human rights matters civil justice matters including debt, evictions and family law
2021: Equality Data Improvement Programme (EDIP)	The Equality Data Improvement Programme (EDIP) is a Scottish Government initiative launched in 2021 to improve the quality, availability, and use of equality data across the public sector. It aims to fill gaps in evidence by identifying barriers to data collection, developing best practices, and creating improved equality datasets to inform policy and service delivery that tackles structural inequality. EDIP works in collaboration with public bodies and other organizations to build a stronger evidence base, leading to more inclusive policies and services for all people in Scotland.
2021: ERG Initial Recommendations – Improving Data and Evidence on Ethnic Inequalities in Health
2021: ERG Initial Recommendations – Systemic Issues and Risk: Initial Advice and Recommendations from the Expert Reference Group on COVID-19 and Ethnicity
2021: Final report on progress to address COVID-19 health inequalities	The fourth and final report summarising work undertaken by the Minister for Equalities and government departments on COVID-19 disparities.
2021: Hate Crime and Public Order (Scotland) Act 2021	The Hate Crime and Public Order (Scotland) Act 2021 (Scottish Parliament Act 2021, asp 14) is legislation that aims to consolidate and update Scotland's hate crime laws. It introduces new offences for stirring up hatred, provides for the aggravation of offences by prejudice, and abolishes the offense of blasphemy. The Act was passed by the Scottish Parliament in 2021 and came into effect on April 1, 2024.
2021: National Taskforce for Human Rights – Leadership Report & Recommendations	Among their 30 Recommendations, the National Taskforce for Human Rights recommends 3 on the incorporation of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) to ensure full and equal enjoyment of rights by minority ethnic people. They state that this policy objective is to enable the full and equal enjoyment of all of the above rights for minority ethnic people. The benefits of incorporation would go beyond litigation and bring a dynamism and cohesion to existing initiatives. For example, access to the rights within CERD would significantly strengthen the existing Public Sector Equality Duty and the Fairer Scotland Duty through making duty-bearers more accountable to take more proactive and outcomes-focused actions. They assert incorporation of CERD would demonstrate a commitment beyond only symbolism and would build upon the current post-Covid heightened awareness of inequalities and further shift public perceptions and understanding of the underlying causes of continued racial discrimination. Recommendation 4 focuses on the incorporation of the Convention on the Elimination of All Forms of Racial Discrimination (CERD). But it is noted that beyond this there is no further explanation or discussion (underneath this section it speaks about disability, I am not sure if this was an error or if they are trying to highlight intersectionality).
2021: National Taskforce for Human Rights: Leadership Report	The National Taskforce for Human Rights Leadership: Leadership Report was published on March 12, 2021, outlining 30 recommendations for the Scottish Government to establish a statutory human rights framework for Scotland. The report proposed incorporating a wide range of international human rights treaties into Scots law, including rights for women, children, disabled people, and LGBTI people, and also included a recommendation for a right to a healthy environment. All 30 recommendations were accepted by the Scottish Government.
2021: Police Scotland – EDI Mainstreaming and Equality Outcome Progress Report 2021 – 2023	This is the 6th Equality and Diversity Mainstreaming and Equality Outcomes Report, describing progress made in delivering on Equality, Diversity and Inclusion activity within policing. In 2021 Police Scotland and the Scottish Police Authority (the Authority) developed and published its first suite of joint Equality Outcomes, reflecting a shared commitment to mainstreaming equality, diversity and inclusion (EDI) and taking action on key outcome areas. This first progress report since the joint outcomes were agreed describes how we continue to mainstream EDI and the progress made since 2021 in delivering against our joint equality outcomes.
2021: Public Sector Equality Duty in Scotland – Consultation Stage 1	The Scottish Government have been considering improvements to the Public Sector Equality Duty (PSED) in Scotland. The consultation sought views on specific and detailed and ambitious proposals to improve the current regime, including: Improving the overall cohesiveness and reducing perceived bureaucracy. Improving the use of lived experience and participatory policy making. Making better use of equality evidence and data. Improving leadership, particularly from the Scottish Government. Stage One involved engagement between the Scottish Government, equality stakeholders, and listed authorities in 2021 to understand which aspects of the PSED were working well and to identify areas for improvement.
2021: Public Sector Equality Duty in Scotland – Consultation Stage 2	The Scottish Government have been considering improvements to the Public Sector Equality Duty (PSED) in Scotland. The consultation sought views on specific and detailed and ambitious proposals to improve the current regime, including: Improving the overall cohesiveness and reducing perceived bureaucracy. Improving the use of lived experience and participatory policy making. Making better use of equality evidence and data. Improving leadership, particularly from the Scottish Government. Stage Two: involved a public consultation on specific and detailed proposals to improve the current regime. Our consultation ran from December 2021 to April 2022.
2021: Runnymede Led – Civil Society Submission to the United Nations Committee on the Elimination of Racial Discrimination (2021)	This report provides a civil society perspective to the United Nations Committee on the Elimination of Racial Discrimination (CERD) by examining the situation of race and racism in England. It has been drafted by the Runnymede Trust, following consultation with over 150 civil society organisations (CSOs) working to promote race equality and human rights. We received over 50 written submissions from institutions, CSOs, academics and other individuals in response to the call for evidence for this report.
2021: Scottish Government – Equality Outcomes and Mainstreaming Report	The Equality Outcomes and Mainstreaming Report 2021 is a report by the Scottish Government outlining progress on promoting equality and inclusion. It details the Scottish Government's equality outcomes for the period 2021-2025, focusing on six policy areas and two employer outcomes. The report also summarises progress made from 2017-2021 and provides data and mainstreaming information
2021: Scottish Government – Expert Reference Group (ERG) on COVID-19 and Ethnicity Established	The Expert Reference Group (ERG) on COVID-19 and Ethnicity was established by Scottish Government “to ensure that they had an accurate understanding of the impact of COVID-19 on minority ethnic and migrant communities in Scotland, and that policy responses reflected this. It was also asserted that there is a need to work on improving existing systems and processes, and analysing what we know, while at the same time looking more fundamentally at how the system itself needs to change. The ERG was asked to provide advice and recommendations by the Scottish Government in relation to data, evidence, risk and systemic issues. Two subgroups of the ERG were formed: one to review health data and evidence, and the other to examine systemic issues and risk
2021: Scottish Government – Fairer Scotland Duty	The Fairer Scotland Duty (the Duty) came into force on 1 April 2018 and places a legal responsibility on named public bodies in Scotland to actively consider (‘pay due regard’ to) how they can reduce inequalities of outcome caused by socio-economic disadvantage, when making strategic decisions. The Fairer Scotland Duty, set out in Part 1 of the Equality Act 2010, came into force in Scotland from 1 April 2018. When deciding how to fulfil the Duty, the Equality Act 2010 requires those public bodies to take into account this statutory guidance issued by Scottish Ministers.
2021: Scottish Government – The Race Equality Action Plan (REAP) Final Report	The Race Equality Action Plan (REAP) Final Report highlights progress made on the actions in the Race Equality Action Plan 2017 to 2021 and action taken to tackle race inequality in response to the 2020 to 2021 COVID-19 pandemic as well as action from 2021 onwards to implement the aims of the Race Equality Framework 2016-2030.
2021: Scottish Government – The Race Equality and Anti-Racism in Education Programme (REAREP)	The Race Equality and Anti-Racism in Education Programme (REAREP) was established in early 2021, following a three month period of stakeholder engagement with more than 50 education and race equality stakeholders, including young people. This was in response to the public discourse on the Black Lives Matters movement, and the significant amount of correspondence received by then Cabinet Secretary for Education, John Swinney on how the movement impacts on provision of education in Scotland’s schools.
2021: Scottish Government Race Recruitment and Retention Action Plan – An Instigation for Change	The Scottish Government's 2021 Race Recruitment and Retention Action Plan, titled "An Instigation for Change," is a strategy aimed at creating a more diverse and inclusive workplace by addressing racial inequality in recruitment and retention within the Scottish Government. The plan outlines five key priorities focused on embedding responsibility, improving leadership and decision-making, enhancing recruitment and representation, promoting career progression, and building an anti-racist culture. “the Race Recruitment and Retention Action Plan, is informed by rising public awareness of the Black Lives Matter movement over 2020 and contains some of the clearest commitments to anti-racist action made by Scottish Government since devolution”
2021: The Immediate Priorities Plan (IPP)	The Immediate Priorities Plan (IPP) is based on delivering on the recommendations of the Expert Reference Group (ERG) on COVID-19 and Ethnicity. The IPP focuses on supporting communities to recover from COVID-19 while implementing the recommendations of the Expert Reference Group on COVID-19 and Ethnicity (ERG). As such, there is a need to ensure there is an ongoing focus on implementing the REF that may have been lost through pivoting to responding to the pandemic. A significant proportion of the ERG recommendations focus on systemic and structural change. A key recommendation of the ERG was to establish an external body to provide a range of functions, including oversight and governance. Recommendation 7 was to set up external governance to review race equality work, and the formation of an observatory
2021: UK Event – Commission on Race and Ethnic Disparities Report (UK)	The Commission on Race and Ethnic Disparities Report (UK) led by Tony Sewell attempted to lay the ground for a country built on the full participation and trust of all communities. The Scottish Human Rights Commission shares the concerns of many that the recent Report from the UK Government’s Commission on Race and Ethnic Disparities does not accord with the experiences of many people from black and minority ethnic communities in Scotland, nor the available data. We know from our work that black and minority ethnic people across Scotland face many barriers, including systemic racism, to their human rights, including in areas such as health, social care, housing and employment.
2021: UK Event – NHS – Race and Health Observatory	NHS Race & Health Observatory (UK) an independent expert body, established by the NHS to identify and tackle inequalities experienced in health and healthcare by Black and minority ethnic patients, communities and the workforce.
2021: Understanding Equality Data Collection in the Scottish Public Sector – Summary of Findings	This research describes and explores the range of equality and socio-economic disadvantage data collected by public sector organisations. Findings offer insights into what works best in terms of collecting, utilising and safeguarding robust data, highlighting major barriers to its collection or use.
2022: Anti-Racism in Education Programme (AREP)	The Anti Racism in Education Programme (AREP) was established in response to: • the significant amount of correspondence received by the Deputy First Minister as part of the Black Lives Matter movement and • recommendations made by the COVID-19 Ethnicity Expert Group, seeking to include the teaching of black history in the curriculum This programme was formerly known as the Race Equality and Anti-Racism in Education Programme (REAREP).
2022: Anti-Racist Employment Strategy – A Fairer Scotland for All	The strategy is a call for action and a guide to address the issues and disadvantage experienced by people from racialised minorities in the labour market in Scotland. It is a key component in achieving our ambition to become a leading Fair Work Nation by 2025.
2022: EDIP Project Board – Equality Data Audit and Protected Characteristics Overview	Equality Data Audit returns were received from all 10 analytical areas across the Scottish Government in October 2021. Analysts were required to provide RAG ratings, for each dataset, on the collection and publication of data on each of the nine protected characteristics. Additional information was also requested about each dataset on any barriers to equality data improvement, pressures for improvement, and any current work underway or plans to make equality data improvements. Analysts were asked to include in their return all datasets used by their analytical area to: • produce official or national statistics • inform National Performance Framework (NPF) indicator progress • produce statistics that have informed Scottish ministers' decision-making Race (or ethnicity) and disability were collected in just under 3 in 10 datasets, and breakdowns by these characteristics were published from around 2 in 10 datasets. The equality data audit summarises these findings.
2022: Empire, Slavery & Scotland’s Museums Report	Based on the consultation findings, the Steering Group propose six Recommendations which seek to embed museum programming in how Scotland addresses complex historic legacies and racism within our institutions. At the heart of these recommendations is the understanding that Scotland’s museums are not only record keepers, but change makers and cultural influencers, and are key to moving society towards racial equality. Museums have had a central influence on how Scotland has created our national story, and should be supported to do so in ways that critically engage with our imperial, colonial, and slavery histories.
2022: Equality Data Improvement Programme (EDIP) – Structural Intersectional Inequality in Scotland Project Overview	Paper from the meeting of the group on 27 October 2021. The objectives of this project are to: review existing research literature to understand what is meant by ‘intersectionality’ and provide practical examples of how the concept of intersectionality can be utilised to understand structural inequality in Scotland; to scope statistical and automation techniques that might allow for greater intersectional analysis of key survey data sets, including population surveys such as the Family Resources Survey, Annual Population Survey, Scottish Household Survey and Scottish Health Survey; to identify good practice examples of intersectional research and analysis from academia, the public sector and international bodies use the available research literature to identify key structural intersecting inequalities in Scotland; to identify evidence gaps in the available data on key structural intersectional inequalities and set out ways in which these gaps could be filled.
2022: Ethnicity and the Criminal Justice System 2022	This report compiles statistics from data sources across the Criminal Justice System, to provide a combined perspective on the typical experiences of different ethnic groups in England and Wales.
2022: Justice – Ethnicity Research and Data: Community Engagement Summary	Findings from engagement work with minority ethnic community groups on ethnicity research and data relating to justice in Scotland, conducted on behalf of the Cross Justice Working Group on Race Data and Evidence.
2022: Police Scotland Equality, Diversity and Inclusion Strategy 2022-26	The 2022 Police Scotland Equality, Diversity and Inclusion (EDI) Strategy, also known as Policing Together, is a four-year plan (2022-2026) to foster a more inclusive police service by championing equality, tackling discrimination, and ensuring staff and the public feel valued and respected, regardless of their backgrounds. The strategy, led by Chief Constable Sir Iain Livingstone, aims to achieve this by focusing on Leadership, Training, Professionalism and Prevention, and Communications, ultimately working to eradicate racism, sexism, homophobia, and other forms of prejudice within Police Scotland.
2022: Policing Together – Police Scotland
2022: Public Health Scotland – Equalities Mainstreaming Report	This report gives an update on Public Health Scotland’s progress to mainstream the Public Sector Equality Duty, so it is integral to what we do and the way Public Health Scotland does it.
2022: Public Health Scotland Publishes Monitoring Ethnic Health Inequalities in Scotland During COVID-19	This report coincides with the two-year anniversary of the first official detected case of COVID-19 in Scotland in March 2020. Around this time, as the country entered the first lockdown, the newly formed Public Health Scotland (PHS) was in the process of setting up the data monitoring and reporting processes that have now become familiar to so many across the country. From the data and evidence emerging here in Scotland, and across the world, it quickly became evident in those early days that the pandemic was having a disproportionate impact across the population.
2022: Public Sector Equality Duty in Scotland – Consultation Stage 2 Findings	The Scottish Government have been considering improvements to the Public Sector Equality Duty (PSED) in Scotland. The consultation sought views on specific and detailed and ambitious proposals to improve the current regime, including: Improving the overall cohesiveness and reducing perceived bureaucracy. Improving the use of lived experience and participatory policy making. Making better use of equality evidence and data. Improving leadership, particularly from the Scottish Government. Stage Two: involved a public consultation on specific and detailed proposals to improve the current regime. Our consultation ran from December 2021 to April 2022. The independent analysis of the responses to the consultation was published on 30 November 2022.
2022: Scotland SPL – Fair Work Action Plan: Becoming a Leading Fair Work Nation by 2025
2022: Scotland’s Census 2022	The Scottish Government has revised the ethnicity classification for use in Scottish Official Statistics to be consistent with Scotland's new census 2022 question. NRS, in consultation with stakeholders and data users, have undertaken extensive research and testing to ensure Scotland's Census 2022 asks the right questions, including those on national identity and ethnic group.
2022: Scottish Government – Data Collection and Publication – Ethnic Group: Guidance	Guidance for public bodies on the collection of data on ethnic group.
2022: Scottish Government – Updated Guidance for Public Bodies on Collecting Data on the Ethnicity of People in Scotland	In 2022, the Scottish Government published updated guidance for public bodies on collecting data on the ethnicity of people in Scotland. This includes recommended questions, guidance for interviewers and guidance on the analysis and presentation of results.
2022: The Anti-Racism Interim Governance Group (AIGG) is Established	An independent Anti-Racism Interim Governance Group (AIGG) to Develop National Anti-Racism Infrastructure (AIGG) has been established, comprised of people with expertise and lived experience of racism. The purpose of the group is to: • provide independent oversight and to hold Scottish Government accountable for progress against the actions in the Race Equality Immediate Priorities Plan (IPP) • provide scrutiny and advice on the work to establish a programme of systemic change on race equality • consider, gather evidence, and propose the model to support the establishment of an independent observatory • support and advise on the transition to a permanent governance body provide advice and feedback to Scottish ministers.
2022: The Charter of Patient Rights and Responsibilities My Health, My Rights, My NHS – Charter of Patient Rights and Responsibilities – Revised: June 2022 – gov.scot	The Revised Charter of Patient Rights and Responsibilities – NHS Scotland is the equivalent of the NHS Constitution in England. Within this charter the concept of non-discrimination is central. “I have the right to safe, effective, person-centred and sustainable care and treatment that is provided at the right time, in the right place, and by the most appropriate person. Sustainable health and care services look to reduce waste and harm, and distribute available resources to where they will deliver best value for the people we care for and for the health and care system. I have the right to be treated with respect and not to experience discrimination. I will be treated fairly and equally and will not be discriminated against, whatever my health needs and wherever I live in Scotland. My access to NHS services will never be affected or refused because of my age, disability, sex or sexuality, gender reassignment, marriage or civil partnership, pregnancy or maternity, race (including colour), nationality, ethnic or national background, or religion or belief. (See the Fairer Scotland Duty at 1 below) and the Equality Act 2010)” (NHS Scotland, 2022)
2022: UK Event – Inquiry into Racial Injustice in Maternity Care (UK)	In May 2022, Birthrights published "Systemic Racism, not Broken Bodies," a report detailing the findings of a year-long inquiry into racial injustice in UK maternity care. The inquiry, overseen by an expert panel, included over 300 Black, Brown, and mixed-ethnicity women and birthing people who shared their experiences. The report revealed that systemic racism within maternity services, from individual interactions to policies, deeply impacts the basic rights of these women during pregnancy and childbirth.
2022: UK Event – Local Child Safeguarding Practice Review Child Q (UK)	The Child Q inquiry arose when the Child Q scandal in 2022 brought the topic of strip searching children and young people under public scrutiny, particularly the failures in decision-making by the officers involved and of applying practice within policy guidelines. Child Q, a 15-year-old girl, was strip-searched after she was wrongly suspected of carrying cannabis at school. The search was conducted despite officers having the knowledge that Child Q was menstruating and without another adult present.
2022: UK Event – Statistics on Ethnicity and the Criminal Justice System (UK)	This publication compiles statistics from data sources across the Criminal Justice System (CJS), to provide a combined perspective on the typical experiences of different ethnic groups. No causative links can be drawn from these summary statistics. For the majority of the report, no controls have been applied for other characteristics of ethnic groups (such as average income, geography, offence mix or offender history), so it is not possible to determine what proportion of differences identified in this report are directly attributable to ethnicity. Differences observed may indicate areas worth further investigation but should not be taken as evidence of bias or as direct effects of ethnicity.
2022: UK Event – UK Government – Inclusive Britain strategy (UK)	The Inclusive Britain strategy sets out 70 actions to tackle racial disparities, boost opportunity and promote fairness.
2022: UK Event – United Nations – Fourth Universal Periodic Review: National State Report	The UK welcomes the 4th UPR of its human rights record. The UPR is a constructive process for States to learn from and to help each other in protecting human rights and fundamental freedoms. The UK remains fully committed to the UPR and the UN treaty reporting system as well as to promoting human rights internationally. Since the last UPR dialogue in May 2017, the UK has submitted reports and responses to the relevant UN Treaty Committees as follows: its response to the List of Issues under the International Covenant on Civil and Political Rights, its 7th Periodic Report under the International Covenant on Economic, Social and Cultural Rights along with its updated Common Core Document, and its One-Year on Report under the Convention Against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment (2020)
2022/04: Interim Governance Group Minutes, April 2022	The group discussed concerns about limited accountability, the gap between policy and delivery of anti-racist action, and the need for cultural change within the Scottish Government, highlighting that too many working groups operate in silos. Members debated terminology, identified contradictions in the Terms of Reference (ToR), and agreed that Co-chairs would review and amend the ToR for sign-off at the next meeting. They also agreed to submit accountability questions on the Immediate Priorities Plan to Senior Civil Servants, requesting responses within four weeks. The OECD Anti-Racism Review item was deferred, and Co-chairs recommended that the group’s resourcing and status be aligned with The Promise. Future presentations from the Keeping the Promise division may be arranged if useful.
2022/05: Interim Governance Group Minutes: May 2022	The meeting highlighted the Co-Chairs’ recommendation that the group’s resourcing and status should be on par with The Promise, with accountability questions and updated terms of reference to be circulated for feedback. Key issues included the lack of quality disaggregated ethnicity data, which hinders systemic change, and discussions on how the observatory could drive accountability by mirroring The Promise and challenging the status quo. An overview of The Promise’s accountability structure, remit, budget, and governance was provided, alongside consideration of further engagement with The Promise to explore challenges in addressing systemic issues. The OECD Anti-Racism Review report was noted, with a workshop to follow for discussion on next steps. Immediate priorities include developing a thematic reporting mechanism led by named civil servant action owners, with proposals to the Permanent Secretary for endorsement, and the sharing of reporting papers and accountability questions for group input. The Co-Chairs also expressed the need for a new reporting mechanism to engage with senior civil servants by September 2022, while resourcing and funding for governance structures remain under discussion with the Scottish Government.
2022/07: Interim Governance Group Minutes, July 2022	The group welcomed the Safeguarding Paper with positive feedback and confirmed that a young person, supported by Intercultural Youth Scotland, will join in August. The terms of reference were formally agreed, and initial discussions on the anti-racist infrastructure scoping paper showed broad support for its principles. Accountability questions were debated, with concerns raised over their length, and it was agreed that a pilot phase should be tested in an accessible online format. Intersectionality and lived experience were highlighted as essential areas for inclusion, and a workshop with civil servants leading Immediate Priorities Plan (IPP) actions will be organised before the questions are issued. To ensure civil service engagement, the group recommended a joint cover note from the Permanent Secretary and Co-Chairs. Additionally, qualitative interviews with civil servants may be explored to supplement reporting. Community perspectives were emphasised as needing to be led by minority ethnic groups, underpinned by principles of compensation, meaningful engagement, trust, and system-focused change. The group also discussed the design of an external body, stressing the importance of communication, dissemination, engagement, and a strong online presence to build narrative and credibility. Consideration was given to phased development across one, three, and five years, with systematic change and the new Race Equality Action Plan (2023 onwards) identified as future agenda items. A series of actions were agreed, including circulation of accountability questions for feedback by 3 August 2022, nomination of three civil servants to work with Co-Chairs on piloting the questions, and arrangements for a pre-workshop with civil servants before issuing them. The Secretariat will also coordinate with the Permanent Secretary on a joint cover note, distribute final terms of reference, and share an online document for group members to provide feedback on observatory modelling. Group members are expected to return feedback on both accountability questions and observatory modelling, while also exploring the potential of qualitative interviews as a complementary reporting method.
2022/08: AIGG Terms of Reference
2022/08: Interim Governance Group Minutes, August 2022	MacRoberts LLP presented three potential observatory structure models, with group members expressing a preference for a model that ensures independence from government and allows for strong community-led scrutiny. The group requested further clarification on the roles and functions of members versus the board, as well as detailed governance comparisons between The Promise (option one) and an option three organisation, including the extent of Scottish Government Ministers’ involvement in decision-making. An appraisal of these options will follow, supported by a short life working group. The sequencing of Ministerial meetings was outlined, with group members expected to participate, and actions were agreed to circulate MacRoberts’ slides and governance summaries. Accessibility considerations such as entry-level roles, internships, and apprenticeships were highlighted as important for the observatory’s development. The group also discussed revisions to the accountability questions, including ensuring geographic representation of lived experience and correcting a scoring scale error. The final version will be circulated in line with ministerial code, with members asked to provide feedback. An update on the Immediate Priorities Plan (IPP) was shared, with the improved quarter four report (May–July 2022) to be used as a live case study on reporting and recommendations, and further discussion scheduled for the next meeting. A Public Sector Equality Duty (PSED) evaluation example, based on the Scottish Child Payment Equality Impact Assessment, was shared to guide future work. To progress these actions, a schedule of short life working group and informal meetings will be set up, giving members additional opportunities to contribute to the development of observatory structures and accountability processes.
2022/10: Community research started
2022/10: Interim Governance Group Minutes: October 2022	The meeting covered a range of updates and discussions across several workstreams. Intercultural Youth Scotland (IYS) presented feedback from the youth panel on observatory modelling, stressing the importance of genuine accountability through an independent board. Updates were provided on various short life working groups (SLWGs), including community research, accountability questions, and the Immediate Priorities Plan (IPP). The community research group outlined its approach, workplan, and timescales, with a final report expected in February 2022, while the accountability questions group shared its finalized questions and guidance, due to be issued shortly for civil servant responses. The IPP group confirmed the next quarterly report would be delayed to avoid confusion with the accountability questions release. Co-Chairs emphasized the value of informal discussions to date and encouraged members to engage in at least one or two working groups, depending on capacity. Further discussion focused on strategic issues, including ensuring the revised scoping paper explicitly references the observatory and clearly links it to Scottish Government anti-racist policy. Concerns were raised about resourcing for community engagement, with group members stressing that adequate support is essential to avoid reputational risks. The Co-Chairs have been in dialogue with Scottish Government officials and ministers to secure clarity on resources and have requested a meeting with the First Minister. Cricket Scotland was cited as an example of how an observatory could function as a hub of expertise and accountability in tackling institutional racism. The IPP "top ten" priorities were also outlined, though it was noted that feedback often lacked detail and intersectional considerations. Actions agreed included: updating a group member’s role/title in records; circulating IYS and IPP slides; tracking group member interest in SLWGs; issuing accountability questions with a four-week deadline; and ensuring the scoping paper revisions reflect group feedback, particularly around the inclusion of the term "observatory."
2022/10: Researcher engagement with the AIGG
2022/11: AIGG Workshop 1
2022/11: Anti-Racism Interim Governance Group Minutes, November 2022	At the meeting, members reviewed previous actions using a visual tracker, which were agreed by the group. Co-Chairs encouraged wider participation in working groups, while acknowledging the heavy volume of requests. A significant discussion centred on the need for resourcing and long-term strategic buy-in, with multi-year funding highlighted as crucial for safeguarding relationships and credibility. It was noted that a draft letter from Ms McKelvie and Ms Robison is being prepared, with final details dependent on budget allocations across Ministerial Portfolios. Transparency in decision-making and funding processes was emphasised. Updates were provided on the Infrastructure and Modelling SLWG, where the lack of visible community input in the OECD report was raised, alongside the need for greater knowledge of models to allocate resources effectively. The SCADR public panel will be invited to a pre-data meeting on 6 December, ahead of discussions with Professor Camara Jones later that week. These sessions will include community researchers, AIGG members, and wider data experts, with hybrid formats planned. Intercultural Youth Scotland requested that some meetings be recorded or held in the evenings to accommodate young people’s schedules. The Community Research SLWG presented its participatory approach, which includes accessible materials, multilingual translations, community surveys, town hall events, and a Community Participatory Action Group. Timelines for achieving research outcomes by February 2023 were discussed, with translation costs flagged as a necessary budget consideration. From the Government’s perspective, the AIGG must clearly document resourcing options explored. A Glasgow/hybrid workshop on 30 November was confirmed, with members encouraged to attend in person. Agreed actions included updating group membership details, inviting the SCADR panel to the pre-data meeting, coordinating attendance preferences for Professor Jones’ sessions, clarifying recording permissions, and confirming translation costs for surveys. Deadlines were set for group members to respond to Secretariat by 25 November and for final meeting arrangements to be confirmed with Glasgow University by 28 November.
2022/11: Community Research – Interviews with community leaders
2022/12: AIGG – Meeting with data experts, including Professor Camara Jones
2023: Anti-racism in Scotland Progress Review	The Anti-racism in Scotland Progress Review is a detailed examination of progress made on commitments contained within the Race Equality Framework (2016-2030) and the Immediate Priorities Plan (2021-2023). This report is independent but connected to the AIGG's work on accountability.
2023: Anti-Racism in Scotland: Progress Review 2023	Anti-racism in Scotland: progress review – reviews against IPP
2023: Health and Social Care: Data Strategy
2023: Health Improvement Scotland – Equality Mainstreaming Report
2023: People Strategy Development Plan & Overview Report	The refreshed People Strategy will in part reflect the priorities set out within Policing Together, particularly as it relates to delivering a supportive and inclusive organisational culture our people need to flourish and thrive with the knowledge they are welcome and valued for their true and authentic selves. Our continued focus on wellbeing will be reflected throughout and will build on the work and insights being gathered and overseen through the Your Safety Matters Diamond Oversight Group.
2023: Police Scotland Acknowledges Institutional Racism and Discrimination – Meeting of the Scottish Police Authority – 25 May 2023	In May 2023, during the meeting of the Scottish Police Authority, Police Scotland became the first police service in the UK to acknowledge institutional racism and discrimination.
2023: Public sector Equality Duty in Scotland: Consultation Stage 3	The Scottish Government have been considering improvements to the Public Sector Equality Duty (PSED) in Scotland. The consultation sought views on specific and detailed and ambitious proposals to improve the current regime. Public Sector Equality Duty Review Stage Three is part of a broader review, which focuses on legislative changes and enhancing the wider implementation environment of the Scottish Specific Duties (SSDs). In April 2023 Emma Roddick MSP, Minister for Equalities, Migration and Refugees stated that “we also commissioned independent research on international best practice in relation to equality duties to help inform policy development. This research is now complete and will be published on the Scottish Government website in due course. This will inform our thinking about further changes to the PSED regime in Scotland over the longer-term.
2023: Scotland Data – Hearings in Scottish Courts – Ethnicity of Individuals: Analysis	This occasional paper presents new experimental analysis based on the Scottish Courts and Tribunals Service’s management information, on the ethnicity of individuals who were proceeded against and sentenced from April 2016 to February 2023.
2023: Scotland SPL – British Sign Language (BSL): national plan 2023 to 2029	Sets out a range of government actions to tackle barriers faced by British Sign Language (BSL) users to help make Scotland the best place in the world for BSL users to live, work, visit and learn.
2023: Scotland SPL – Equality Data Improvement Programme (EDIP) Project Board	The EDIP project board was established in April 2021 and comprises Scottish Government officials and representatives from a range of external public sector bodies with a key interest in mainstreaming equalities. The project board is co-chaired by the Scottish Government’s chief statistician and chief social researcher. Within the Scottish Government, the EDIP is led by officials in Communities Analysis Division (CAD), and the senior responsible officer is the head of CAD. The EDIP reports to the Minister for Equalities, Migration and Refugees.
2023: Scotland SPL – Equally Safe 2023 – Preventing and Eradicating Violence Against Women and Girls: Strategy	The Scottish Government and COSLA's commitment to preventing and eradicating this violence and addressing the underlying attitudes and systems that perpetuate it.
2023: Scotland SPL – Faith and Belief Engagement Strategy	Sets out our vision for engagement with Scotland’s diverse faith and belief communities; the aims and outcomes of improved engagement; and the principles underpinning good engagement.
2023: Scotland SPL – Non-Binary Equality Action Plan	The actions we will take to improve equality and bring about real, positive and lasting change to the lives of non-binary people in Scotland
2023: Scotland SPL – Scotland’s Equality Evidence Strategy 2023-2025
2023: Scotland SPL – Scottish Government – Hate Crime Strategy	Sets out our key priorities for tackling hate crime and prejudice in Scotland. This strategy has been developed in partnership with our Hate Crime Strategic Partnership Group and the voices of those with lived experience. The strategy focuses on three key aims: improving support for victims, enhancing data and evidence, and developing effective approaches to preventing hate crime. Central to this was implementing the Hate Crime and Public Order (Scotland) Act 2021, which came into force on 1 April 2024 and protects against offences aggravated by prejudice. Developed in collaboration with expert partners, this work addresses the profound impacts of hate crime on individuals and communities.
2023: Scotland SPL – Social Isolation and Loneliness: Recovering Our Connections 2023 to 2026	A Plan to take forward the delivery of A Connected Scotland – our strategy for tackling social isolation and loneliness and building stronger social connections
2023: Scotland’s Equality Evidence Strategy 2023-2025	The Vision of the Equality Evidence Strategy 2023-25 focuses on tackling structural and intersectional inequality of outcomes, by ensuring Scotland's equality evidence base becomes more accessible, wide-ranging and robust.
2023: Scottish Government – Equality Outcomes and Mainstreaming Report	Provides an update on the progress we are making to mainstream equality, inclusion, and human rights as an employer and decision-maker. It also provides an update on the equality outcomes for the 2021 to 2025 reporting period.
2023: UK Event – Public Order Act 2023	Concern was raised that the UK Public Order Act 2023 may disproportionately impact individuals from ethnic minority communities. The Scottish Human Rights Committee note that whilst controls on freedom of expression and peaceful assembly in the UK Public Order Act 2023 do not apply in Scotland, “the Commission is concerned about individuals who travel to England and Wales to join protest activity”(Scottish Human Rights Committee (SHRC), 2024, p. 11).
2023: UK Event – The Baroness Casey Review – Metropolitan Police (UK)	March 2023 saw the publication of Baroness Casey’s review into the standards of behaviour and internal culture of the Metropolitan Police Service. Police Scotland undertook a programme of activity to strengthen its vetting procedures, took part in the integrity screening project led by the National Police Chief’s Council (NPCC) and ran a communications campaign to raise awareness around the legislative standards of professional behaviour for officers and the staff code of conduct (Police Scotland, 2025)
2023/01: Anti-Racism Interim Governance Group Minutes, January 2023	The meeting reviewed previous actions, presented in a visual tracker format and verbally agreed. The Community Research Short Life Working Group (SLWG) shared updates on their research, confirming ethics approval and explaining the use of a Community Participation Action Group (CPAG) to analyse survey responses. MacRoberts LLP outlined earlier modelling information, including different accountability and governance structures, advising that the “Promise” model offered the greatest independence. Members requested more detail on Observatory modelling, leading to the proposal of a ‘Promise Plus’ model, which MacRoberts will review once the group provides a list of points and questions. A hybrid/Edinburgh workshop scheduled for 6 February will focus on developing the Observatory’s first year and legal framework, with members encouraged to attend in person where possible. Feedback from Intercultural Youth Scotland highlighted the need for Observatory structures to remain accessible and community-focused. A discussion followed on CPAG composition, referencing the Terms of Reference, with a proposal to create a glossary of terminology to support the community research approach. Community researchers emphasised the importance of this and suggested a separate SLWG meeting to explore the issues further. It was agreed that the February workshop could also provide space for deeper discussion. Key actions include preparing a bulleted list of model elements for MacRoberts, issuing workshop details, and setting up the additional community research meeting.
2023/02: Anti-Racism Interim Governance Group Minutes, February 2023	The meeting opened with a review of previous actions and updates on community research. An informational video and flyer were shared, with group members providing feedback on accessibility, design, and language, including a request to add ‘Anti-Racism Observatory’ to the heading. The Secretariat will gather comments and circulate them to both members and researchers, with further feedback to be sent directly to the AIGG researchers. Once finalised, the materials will be shared with the wider community, and responses will be analysed through a working group. Intercultural Youth Scotland (IYS) requested an update from community researchers on the recent CPAG meeting, with Co-Chairs agreeing to follow this up. The Scottish Government also provided an overview of future Race Equality Policy work linked to the Immediate Priorities Plan (IPP) and Race Equality Framework (REF), noting the need to separate these actions. Members stressed the importance of transparency on accountability mechanisms and community engagement before publication, and it was suggested that skilled facilitation should support engagement activities. Looking ahead, members discussed the scheduling of multiple meetings to shape the Observatory model, review accountability responses, and deepen understanding of the IPP. Co-Chairs stressed the importance of ongoing member engagement through May, while IYS highlighted the need for accessible timings for young people’s participation. The group then considered Observatory modelling options, reflecting on the pros and cons of each approach. Members noted that the legal information from MacRoberts was difficult to interpret, and IYS are working to translate it into accessible language. It was agreed to formally request MacRoberts to provide a simplified version and to hold an online elimination meeting with AIGG members to narrow down the options. A visioning document has also been drafted and will be shared shortly. Next steps include finalising meeting schedules, issuing a Doodle poll for availability, and setting up an interim AIGG meeting, with Co-Chairs and the Secretariat coordinating follow-up actions.
2023/03: Community Research – Dissemination of community survey
2023/04: Accountability Questionnaire meetings with SG policy teams
2023/04: Anti-Racism Interim Governance Group Minutes, April 2023	The Welsh Government provided an overview of the Anti-Racist Wales Action Plan (ARWAP), outlining the challenges in its development, including community trust deficits, resource concerns, and the need to address systemic and institutional racism. The plan was co-designed with communities through consultation grants, mentors, and roundtables, and is supported by several governance structures: the External Accountability Group (with lived experience and expert representatives), an Internal Support and Challenge Group, the Race Disparity Unit, and a bi-monthly Race Forum. High-level political commitment was highlighted, with the First Minister and Minister for Social Justice prioritising ARWAP and meeting regularly with accountability groups. The AIGG were invited to review ARWAP appendices containing Terms of Reference for accountability structures, with further detail available on sanctions and escalation processes. The AIGG commended the Welsh Government’s approach and agreed to pursue formal engagement between the Welsh and Scottish Governments at Ministerial and official levels to share best practice on accountability. Updates were also given on AIGG’s next steps, including two consolidation workshops and ongoing accountability reporting. The Co-Chairs reported on planned meetings with the Scottish Minister for Equalities, Migration and Refugees, and highlighted the First Minister’s recent policy prospectus now referring to the ‘Anti-Racism Observatory for Scotland.’ Scottish Government officials confirmed plans for a Race Equality Conference, stressing the importance of community input and collaborative policy development. The group noted the need for skilled facilitation and inclusive event design, while Co-Chairs confirmed they would engage with SG officials on conference planning. The meeting concluded with thanks to members and confirmation that the accountability report would be completed by the end of May.
2023/04: Community Research Publication – Anti-racism infrastructure in Scotland – Video on YouTube
2023/04: Community Research Publication – The Anti-Racism Observatory – Leaflet
2023/05: AIGG Publication – Model & Structure proposed by AIGG
2023/05: AIGG Publication – Vision and Mission (Approved by Ministers)
2023/05: AIGG Workshop 2
2023/05: AIGG Workshop 3
2023/05: Anti-Racism Interim Governance Group Minutes, May 2023	Here’s a concise two-paragraph summary of your text: — Officials discussed the next steps following the Immediate Priorities Plan (IPP), including the renaming of the Race Equality team to the Strategic Anti-Racism Team, which was welcomed by the group. Questions were raised about community participation in upcoming publications, with officials acknowledging that co-production is crucial for anti-racism work, though current expertise is limited. Updates were provided on the Anti-Racism Interim Governance Group (AIGG), including progress in community-led research and the need for further input from AIGG members. Discussions also covered accountability reporting, the establishment of an Anti-Racism Observatory, and potential challenges such as increased scrutiny and demands on government resources. The co-chairs provided updates on board member recruitment for the Anti-Racism Observatory, engagement with the Deputy Director of Equalities, and proposals to extend AIGG by three months with a September launch. Appreciation was expressed for the contributions of members, including the Young Persons Panel, and plans were made to explore continued engagement opportunities. Key actions include considering community input for IPP reporting, providing additional input to community researchers, sharing a refined Anti-Racism Observatory vision, confirming member availability for the extended AIGG term, and scheduling additional meetings over the next three months.
2023/05: Community Research & the AIGG – Review of community research findings with AIGG
2023/06: AIGG Publication – Developing an Accountability Process
2023/06: AIGG Publication – Building anti-racism into how we hold public institutions to account (Developing an Accountability Process – Plain English Version)
2023/09: AIGG Publication – Signposting Document
2023/09: AIGG Publication – Structure and Model (Revised)
2023/09: AIGG Publication – The Anti-Racism Observatory for Scotland A summary (Signposting Document Plain English Version)
2023/09: AROS Initial Structure and Model
2023/09: Community Research Publication – Community Briefing Paper
2023/09: Community Research Publication – Community Briefing Paper (Plain English Version)
2023/09: Community Research publication – Community Research Report
2023/09: Community Research Publication – Community Research Report (Plain English Version)
2023/09: Community Research Publication – Community Research Report, Executive Summary
2023/09: Community Research Publication – Community Research Report, Executive Summary (Plain English Version)
2023/09: Community Research Publication – Policy Briefing
2023/09: Community Research Publication – Policy Briefing (Plain English Version)
2023/10: AIGG Publication – Inception Structure and Model (Approved by Ministers)
2023/12: Design Advisory Group Minutes	Context & Purpose Meeting held to build connections ahead of the formal Design Advisory Group (DAG) convening in early 2024. Aim: discuss objectives, ways of working, and planning for the next nine months. Members include both long-term participants (from Anti-Racism Interim Governance Group – AIGG) and new joiners. Key Discussions Background & Onboarding Importance of pre-reading AIGG reports (Summary, Vision/Mission, Inception methods). Small group sessions offered to help new members get up to speed. Structure & Modelling of Work DAG work will be organised through Short Life Working Groups (SLWGs) to use members’ expertise effectively. Members encouraged to participate flexibly, according to capacity. Community & Youth Engagement Exploration of how best to bring in community voices, especially young people. Emphasis on an intersectional approach in all DAG activities. Anti-Racism Processes Recognition that designing anti-racism processes for a future organisation requires DAG to model anti-racism in its own operations. Work Planning Building a nine-month workplan, drawing on AIGG groundwork and members’ perspectives. Timeline to be formalised in February 2024. Procurement & Hosting Discussion of Scottish Government (SG) procurement process to establish a host organisation. SLWG to be set up to support this work. Scottish Government Engagement Consideration of SG’s proposed Anti-Racism Strategy and future relationship with the Race Equality Framework (REF). Importance of supporting SG’s engagement with national and wider stakeholders to ensure accurate information sharing. Logistics Agreement on scheduling formal DAG meetings from January 2024. Another preparatory meeting proposed for January. Agreed Actions Draft a “way of working” document embedding anti-racism principles. Form a SLWG for procurement support. Liaise with SG on resourcing and staffing needs. Develop a 6–9 month workplan.
2024: Addressing Racism as a Significant Public Health Issue – Statement by the Cabinet Secretary for Health and Social Care	Cabinet Secretary for Health and Social Care Neil Gray has issued a statement identifying racism as a significant public health challenge, and a key cause of health inequalities. Echoing the First Minister and other Scottish Government ministers’ comments on racism in the wake of recent violence in other parts of the United Kingdom, the Health Secretary has outlined various measures, including asking health boards to develop and deliver their own anti-racism plans.
2024: Anti-Racism Plans – Guidance – Health Workforce Directorate and Directorate for Population Health
2024: Cross Justice Group on Race Data and Evidence	The Cross Justice Working Group on Race Data and Evidence was set up as a short life working group in 2020. In 2024 the group redefined their purpose stating that the group will: support justice organisations to continue to make progress around improving their ethnicity data, including ensuring that consistent terminology and collection practices are used across the justice system to enable comparability further develop justice organisations’ understanding of why it is important to collect and publish ethnicity data, and supporting their confidence in doing so continue to build on the work under taken so far, including addressing identified evidence gaps, investigating research questions arising, and publishing these findings improve our understanding of intersectional evidence relating to ethnicity in the justice system, and explore where it might be possible to produce analysis which explores the intersections of ethnicity with other characteristics of interest work with third sector member organisations to engage with minority ethnic communities in a meaningful way that aids understanding of their experiences and justice outcomes. facilitate knowledge exchange between justice organisations, relevant areas of the Scottish Government, academia and third sector organisations, in order to contribute to policy development and practice champion organisations’ use of the improved evidence base in policy activities and decision making, through clearly communicating research and data to decision makers, promoting the use of equality impact assessments, and using evidence to contribute to a better understanding of where there are differences in experiences, what might be driving those, and how policy interventions could impact on them support organisations to clearly articulate desired outcomes of policies, and how they can monitor whether or not these outcomes are being achieved. Promote the use of equality evidence within monitoring and evaluation encourage organisations to consider what an anti-racist organisation looks like and the type of evidence they might need to collect to demonstrate progress against this. Signpost to relevant information and collate information from organisations, who are already exploring this
2024: Diversity and Inclusion of the Scottish Government Workforce – Outcome Indicators	This publication presents estimates on the diversity of Scottish Government permanent staff and the experiences of different demographic groups. We use a range of internal management information sources to calculate these estimates. The Scottish Government uses these estimates to track progress towards the following outcomes:
2024: Empire, Slavery and Scotland’s Museums Steering Group Recommendations: Scottish Government Response	This publication is the Scottish Government response to the recommendations set out in the Empire, Slavery and Scotland’s Museums steering group’s report in 2022.
2024: Equality Evidence Strategy 2023-2025: Interim Review	The report contains an interim review of the Equality Evidence Strategy 2023-2025. It outlines progress and learnings to date, as well as identifying key next steps to take forward for the final year of the Strategy.
2024: Ethnicity and Justice in Scotland: Overview of Research 2023 to 2024	This paper presents a review of quantitative evidence relating to ethnicity in the justice system. Drawn from a range of data sources, its aim is to present analysis that compares the position of people from different ethnic groups on several justice-related topics in Scotland. These broadly include: (i) perceptions of crime, safety, the police and the justice system, (ii) experiences of crime, (iii) people's interactions with different elements of the justice system when they come into contact with it, and (iv) the ethnic composition of the justice workforce.
2024: Evaluation – The First Minister’s National Advisory Council on Women and Girls	This is an evaluation of Phase Two of the First Minister’s National Advisory Council on Women and Girls (NACWG). The evaluation was undertaken in 2023/24 by Research Scotland.
2024: Health and Social Care – Data Strategy Update – Progress and Priorities	An update on progress in the first year of Scotland's first data strategy for health and social care and future priorities.
2024: Minority Ethnic Employment in the Scottish Social Housing Sector: Evidence Scoping Review	This report provides an overview of the literature on minority ethnic people’s employment in the Scottish social housing sector and presents available empirical evidence. The research also identifies gaps in the evidence and suggests areas where further research could be useful.
2024: New Scots Refugee Integration Strategy: Delivery Plan 2024 to 2026	The New Scots Refugee Integration Strategy, jointly led by the Scottish Government, COSLA, and Scottish Refugee Council, supports the integration of refugees, people seeking asylum, and other forced migrants into Scotland’s communities. Published in March 2024, the refreshed strategy builds on the pioneering New Scots approach which has been in place for over a decade, while addressing the impact of changes in asylum legislation and large-scale relocations and resettlement of people from Afghanistan and Ukraine. It seeks to advance equality, eliminate discrimination, and foster good relations by promoting integration within safe and welcoming communities, recognising rights and responsibilities, and celebrating the diversity and strengths New Scots bring. Guided by a rights-based approach and meaningful participation of New Scots, the strategy ensures their needs, rights, and aspirations shape policy and decision-making. Through collaboration with organisations and communities, it provides integration support from day one of arrival, creating inclusive and resilient communities across Scotland. The New Scots Refugee Integration Strategy: Delivery Plan 2024-2026 was published in July 2024 and contains the actions that New Scots partners are undertaking to deliver the strategy. This includes actions on a number of areas which are key for New Scots, such as a national advice and information helpline, as well as improving support around the recognition of qualifications and information on routes into employment. The delivery plan will be reviewed annually to reflect changing context, new actions required and progress. The first review will be undertaken in summer 2025
2024: NHS Scotland – ‘Once for Scotland’ Workforce Policies: Consultation	The NHSScotland 'Once for Scotland' Workforce policies programme is designed to review and transform existing workforce policies (previously known as Partnership Information Network (PIN) Policies). This consultation focuses on 8 refreshed workforce policies.
2024: Police Scotland – 2030 Vision and Three-year Business Plan	Police Scotland’s 2030 vision for policing is of an organisation focused on safer communities, less crime, supporting victims, and a thriving workforce. Work to deliver our vision will be planned and organised over two three-year planning periods: April 2024 to March 2027 (our first three-year plan) and April 2027 to March 2030 (our second three-year plan). Police Scotland’s 2024-27 Plan outlines more than 130 milestones Police Scotland aims to achieve by March 2027.Their vision and values set the guiding principles and ambitions for policing and our business plan details the steps we are taking to deliver for our communities and our workforce, relentlessly prioritising frontline services.
2024: Public Health Scotland – Evidence for Improving Equalities Data Collection	These reports detail the engagement undertaken by PHS to understand barriers to and facilitators for the collection of equalities data. There are four reports covering focus groups with the public, an NHSScotland staff survey, a third-sector workshop, and a summary of all the engagement with recommendations.
2024: Scotland SPL – Diversity and Inclusion Employer Strategy for Scottish Government	This diversity and inclusion strategy is a call to action to all leaders, managers and employees in the Scottish Government to disrupt the status quo, to adapt, innovate and to challenge with psychological safety.
2024: Scotland SPL – Equality Evidence Strategy 2023-2025: Interim Review	The report contains an interim review of the Equality Evidence Strategy 2023-2025. It outlines progress and learnings to date, as well as identifying key next steps to take forward for the final year of the Strategy.
2024: Scotland SPL – Equally Safe: Delivery Plan
2024: Scotland SPL – Improving the Lives of Scotland’s Gypsy/Travellers 2: Pction Plan 2024-2026
2024: Scotland SPL – New Scots Refugee Integration Strategy: 2024	A strategy supporting the integration of refugees, people seeking asylum and other forced migrants within Scotland’s communities. The strategy is led jointly by the Scottish Government, COSLA and Scottish Refugee Council.
2024: Scottish Government – UNCRC (Incorporation) (Scotland) Act 2024 – Statutory Guidance	The United Nations Convention on the Rights of the Child (Incorporation) (Scotland) Act 2024 is a law that makes the UNCRC part of Scottish law. This means public authorities in Scotland cannot act in a way that is incompatible with the rights outlined in the UNCRC. The Act gives courts the power to decide if legislation is compatible, allows the Children and Young People's Commissioner to take legal action for children's rights, and requires the government to create a Children's Rights Scheme to show how it is meeting these requirements. This document provides guidance and accessible information which supports public authorities to understand and fulfil their duties under section 6 of the United Nations Convention on the Rights of the Child (UNCRC) Act, and to secure better or further effect of children’s rights.
2024: Scottish Government Workforce – Diversity and Inclusion Statistics	Statistics on the diversity of core Scottish Government permanent staff and the experiences of different demographic groups within the workforce.
2024: Scottish SPL – Minority Ethnic Women’s Experiences in Scotland 2024: Intersectional Evidence	This document explores evidence on the experiences of minority ethnic women living in Scotland as a route to examining the importance of intersectional analysis, plus the opportunities and challenges of taking an intersectional approach in data collection, analysis and reporting.
2024: The King’s Speech (UK)	The King's Speech of 17 July 2024 outlined the UK government's legislative agenda, including priorities aimed at promoting security, fairness, and opportunity for all. Among the 40 proposed bills is the draft Equality (Race and Disability) Bill. This speech is noted because of its content, the 2025 speech made a reference to race or anti-racism.
2024: The Revised National Standards for Community Engagement & Participation Handbook	The National Standards for Community Engagement are Scotland’s good- practice principles designed to support and inform the process of community engagement, and improve what happens as a result. They describe the main elements of effective community engagement, and set out detailed performance statements that everyone involved can use to achieve the highest quality results and the greatest impact. They are intended to act as a central benchmark and reference point for best practice, and have been widely accepted by a range of practitioners as key principles for effective practice. There are seven standards: Inclusion: we will identify and involve the people and organisations that are affected by the focus of the engagement Support: we will identify and overcome any barriers to participation Planning: there is a clear purpose for the engagement, which is based on a shared understanding of community needs and ambitions Working together: we will work effectively together to achieve the aims of the engagement Methods: we will use methods of engagement that are fit for purpose Communication: we will communicate clearly and regularly with the people, organisations and communities affected by the engagement Impact: we will assess the impact of the engagement and use what we have learned to improve our future community engagement
2024: The Scottish Social Services Council – Codes of Practice for Social Service Workers and Employers	In May 2024 the Scottish Social Services Council published the new Codes of Practice for Social Service Workers and Employers. 1.6 of the code states that as a worker "I promote diversity and respect all identities, values and cultures".
2024: United Nations Convention on the Rights of the Child (Incorporation) (Scotland) Act	United Nations Convention on the Rights of the Child (Incorporation) (Scotland) Act 2024
2024/01: Design Advisory Group Minutes	Summary of Key Discussion Points Meeting context: No secretariat support → documents and links unavailable. Programme of work development: Built on 7 strands from the Anti-Racism Interim Governance Group (AIGG). Aim: agree realistic priorities for the 6–9 month interim phase. Proposed focus areas: Community participation and communications for the future Anti-Racism Observatory for Scotland (AROS). Stakeholder engagement and shared definitions of anti-racism. Technical support for repository/digital library design. Influencing procurement processes (design, assessment, participation). Clear briefings on subgroups (procurement, community engagement, stakeholders, repository/data). Development of job descriptions and MoU for future AROS. Learning from external partners (e.g., Wales, Canada, England). Addressing staffing challenges. Further discussions: Building solidarity across organisations. Tackling hostility in the anti-racism/equality landscape while safeguarding communities and members. Strengthening procurement processes to embed anti-racism perspectives. Ensuring a legally strong MoU with the future host. Setting up a short-life working group (SLWG) for community engagement. Planning for scenarios with no identified host organisation. Maintaining AIGG–DAG links despite shifted timelines. Requesting SG’s definition of anti-racism; group to define AR at multiple levels (personal → societal). Budget discussion: Original AIGG costings (2022) outdated; new budget required. Funding must cover: community participation, fiscal host, management capacity, accessibility, and evolving DAG priorities. Interim budget to be refined as priorities are set. Actions agreed: Email SG: need dedicated project manager (current model with seconded staff not working). Outline likely SLWGs and participation opportunities (procurement, community engagement, repository/data). Establish procurement SLWG immediately to respond to SG by end of January. Circulate 6-month meeting schedule to DAG members.
2024/02: Design Advisory Group Minutes	Summary: This was one of the earlier meetings of the DAG. Discussions centred on clarifying the scope and purpose of the Observatory (AROS), and how it would relate to existing structures like the Race Equality Framework and other governmental or community bodies. They examined how lived experience of racism should feed into design choices, what governance might look like, and possible funding / resource needs. Key Points / Action Items: Need for clarity about what the Observatory will not do, to avoid overlap with existing bodies. Early work on identifying possible host organisation(s) underway. Community engagement and how to pay people for their contributions was raised.
2024/03: Design Advisory Group Minutes	Summary: This meeting built on the February discussions. The group refined ideas around accountability, inclusion, and decision-making. There was also more detailed discussion of how to gather evidence and data, what indicators or metrics might be used, and how to ensure reports are meaningful and accessible. Key Points / Action Items: To develop proposals for how AROS will report outcomes, including what metrics will be used. To map existing data sources and gaps, especially relating to race / ethnicity, intersectionality, and geographic variation. Consideration of how to structure leadership / advisory roles (who is involved, terms, representation).
2024/04: Design Advisory Group Minutes	Summary: By April, the DAG was discussing in more depth how engagement with communities should be organised: methods, timing, and ensuring accessibility. There was consideration of the operational model (staffing, host, funding duration), and what kind of outputs might be possible in short / medium term. There was also discussion of risk – e.g. of tokenism, of not achieving trust, of missing voices. Key Points / Action Items: To produce a community engagement plan: who, how, scheduling, and how to use feedback. To draft a model for the Observatory’s structure: host, leadership, oversight. To identify potential risks and mitigation strategies, particularly in relation to community trust, inclusivity, and representation.
2024/05: Design Advisory Group Minutes	DAG Operations: Welcomed new members. Ongoing issues with delayed payments to members. Procurement: Tender notice issued; supplier event scheduled for 17th. Short Life Working Group (SLWG) to design evaluation processes (May–June). MOU draft to be developed between government, host organisation, and AROS. Platforms & Communication: Huddle deemed costly; SG seeking advice on Google Workspace. Core Briefing being prepared to support SG communications about AROS. Requests for timely sharing of FOIs and parliamentary questions. Government Updates: Leadership changes (First Minister, Cabinet, SG liaisons) causing delays. New Equalities Directorate Director (John Somers). Ongoing need for stronger SG collaboration on anti-racism work. Fiscal Host (IFP): Progress made; IFP’s experience with progressive fund management seen as positive. Programme of Work: Members invited to provide input. Issues raised around communication, partnerships, and mapping of SG departments. Risks & Delays: Concern about SG delays in engaging wider race equality stakeholders. Lack of ministerial appointments creating risks and information gaps. Community Engagement: Focus narrowed due to time pressures. Aim to build trust and introduce working principles. Concerns about rushed processes risking harm or perpetuating racism. Equality Impact Assessment (EQIA): Progress overview given. Lack of project lead continues to pose risks and excessive demands on DAG members. Follow-ups: Further requests made for SG stakeholder meeting in race equality sector. Agreed Actions PM to gather and incorporate DAG feedback into Programme of Work (PoW). PM to share list of community organisations securely. Designer pack to be created for community engagement. MOU for future host, DAG, and SG to be drafted. Communications pack to be developed. PDL to draft EQIA briefing. DAG members to suggest external experts to involve. PDL & PM to create: A short summary paragraph of DAG’s role for members to share. A glossary of terms and acronyms for clarity and accessibility.
2024/06: Design Advisory Group Minutes	Summary: This meeting showed movement from high-level design to more practical details. Topics included funding (how much, for how long), recruiting staff / host institution, and structuring governance (e.g. reporting, oversight). The group stressed embedding lived experience of racialised people in all phases of the Observatory’s work. Accessibility and communication were again emphasised (language, format, outreach). Key Points / Action Items: To firm up funding proposals, including cost estimates and what funding will cover. To define host institution options, what capacities are needed, and how they will be selected. Pay, support and logistics for community participants to be built in from the start.
2024/08/01: Design Advisory Group Minutes	Summary: By August the DAG was focusing on models for accountability, how to monitor impact, how to make sure decision-making is transparent and participatory. There were also discussions about the timeline for launching the Observatory, priority themes or issues to address initially, and how to engage with marginalised or hard-to-reach communities. Key Points / Action Items: To develop a proposal for accountability mechanisms: what oversight, how reports are shared, how communities hold AROS to account. To identify priority thematic areas for first projects / data gathering. To ensure communication / outreach strategy, especially for marginalised communities.
2024/08/28: Design Advisory Group Minutes	Summary: At this stage, more detailed design decisions are being mooted. The DAG looked at models from other observatories or similar bodies, what works / doesn’t. They also spent time thinking about sustainability (how the Observatory can keep working beyond initial set-up), staffing, resource needs, and how to balance academic rigour with community relevance. Key Points / Action Items: To review other observatory / oversight models to learn lessons. To draft proposals for staffing structure, roles, skills needed. To plan for sustainable funding beyond initial years.
2024/09: Community Fund Publication – Strand 1: Template and Guidance
2024/09: Community Fund Publication – FAQs + Answers
2024/09: Community Fund Publication – Strand 2: Template and Guidance
2024/09: Concluding observations on the combined twenty-fourth to twenty-sixth periodic reports of the United Kingdom of Great Britain and Northern Ireland
2024/09: Design Advisory Group Minutes	Summary: Discussion in September turned to draft design proposals (governance, structure) and feedback from earlier engagements. The DAG assessed what has been working / what needs change, especially around participation, accessibility, and data. Also, emphasis was placed on ensuring outputs are actionable, that reporting is not just descriptive but leads to recommendations and change. Key Points / Action Items: To finalise draft structure proposals including roles, decision-making pathways. To refine metrics / indicators: what will be measured, how, who will do the measuring. To improve feedback loops from community engagement into decision-making processes.
2024/09: Fund Information Strand 1
2024/09: Fund Information Strand 2
2024/10: Design Advisory Group – Terms of Reference
2024/11: Design Advisory Group Minutes	Summary: By November the DAG was reviewing near-final proposals for how the Observatory will operate. Items included host organisation selection, staffing, budget, reporting, accountability, and how to ensure community oversight. Also, what initial outputs might be: research questions, data collection, publications. There was consideration of how to embed equity, to ensure marginalised voices are centred, and avoid bureaucratic or academic capture. Key Points / Action Items: Review / select host organisation and leadership roles. Present a budgeted plan for the first 18-24 months of operation. Plan the first research / data priorities (topics, geographies, groups) so that early work is meaningful.
2024/12: DAG Full Report – Building a National Anti-Racism Accountability Organisation
2024/12: DAG Publication – Anti-Racism Community Engagement Fund Scotland: exploring the costing model
2024/12: DAG Publication – Building our Way of Working
2024/12: DAG Publication – Community Funding Reporting Guidance
2024/12: DAG Publication – Quick Overview
2024/12: DAG Publication – Redesigning Community Fund Application Process Through Anti-Racism Practice
2024/12: DAG Publication – Word Bank	Created by the Design Advisorary Group this word bank is designed to help readers understand our use of terminology in this report. We paid attention to the guidance from the “Approach to language” in the NHS Race and Health Observatory’s Rapid Evidence Review.
2024/12: Design Advisory Group Minutes	Summary: The group reviewed what had been agreed, and checked progress vs. earlier action items. They focused on refining operational detail: governance, data / evidence, community participation, communications. Also discussed were risks (funding continuity, representation, data quality), and what to do to ensure strong visibility and impact from the start. Key Points / Action Items: • To confirm governance framework including oversight, advisory boards / committees, and community-led input. To finalise the metrics and reporting schedule. To ensure communications / public launch plans are in place with clarity of purpose, how AROS will engage, what the public / stakeholders can expect.
2024/12: Learnings From the DAG – Visual Note
2024/12: Scottish Government held Stakeholder Events	The following information was shared at the Scottish Government's stakeholders events held to update about Governments ongoing Race Equality work and its plans until completion of REF in 2030 The Design Advisory Group provided this short update about its work to support the modelling for a future Anti Racism Observatory for Scotland.
2025: Diversity and Inclusion of the Scottish Government Workforce	An update to the Scottish Government Workforce Diversity and Inclusion Information statistics have been published today by Scotland’s Chief Statistician. This update adds data on the experiences of different demographic groups from People Survey 2024. The statistics show that: – Ethnic minority staff are less likely to feel included and treated fairly (82.2%) than white staff (84.9%)
2025: EHRC – Response to Equality and Human Rights Mainstreaming Strategy consultation \| EHRC	Response to Equality and Human Rights Mainstreaming Strategy consultation
2025: Equality, Diversity and Inclusion Strategy – NHS Education for Scotland	The NHS Education for Scotland (NES) Equality, Diversity and Inclusion (EDI) Strategy 2025-2029 is a plan to foster an inclusive organization for its staff, learners, and partners by advancing equality, eliminating discrimination, and celebrating diversity. It builds on previous work, including an anti-racism plan, and aims to meet the Public Sector Equality Duty under the Equality Act 2010. The strategy commits to embedding EDI across all NES functions, contributing to a more equitable health and care system, and ensuring the provision of high-quality educational resources on EDI for the health and social care sector in Scotland.
2025: Human Rights Bill for Scotland: Discussion Paper	This discussion paper sets out the Scottish Government’s current thinking on a potential new Human Rights Bill for Scotland. The Scottish Government has committed to passing a new Human Rights Bill for Scotland by May 2026. This Bill will incorporate 4 major United Nations human rights treaties. These treaties are: • The International Covenant on Economic, Social and Cultural Rights • The Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) • The Convention on the Elimination of All Forms of Racial Discrimination (CERD) • The Convention on the Rights of Persons with Disabilities (CRPD) The Bill will also include the right to a healthy environment, as well as extra equality protections for some groups such as older people and LGBTI people. The Bill will place new duties on public bodies to comply with these rights and to report on progress. It will also include new ways for people to access justice if these rights are not respected.
2025: Independent Living Fund: Mainstreaming and Equality Outcomes Report – April 2025	These are the draft new Outcomes for 2024 to 2026. ILF Scotland staff and Advisory and Young Ambassadors Group members have been consulted on these. They were submitted to the ILF Scotland Equality Committee and SMT for sign off and then to the Remuneration Committee for information before receiving final approval from the Board. They have been integrated as SMART objectives into our business plan.
2025: Intersectionality from a racial justice perspective – Report of the Special Rapporteur on contemporary forms of racism, racial discrimination, xenophobia and related intolerance \| OHCHR	In the present report, the Special Rapporteur on contemporary forms of racism, racial discrimination, xenophobia and related intolerance, Ashwini K.P., focuses on intersectionality from a racial justice perspective. She discusses the emergence of intersectionality as a concept and framework and provides some definitional elements. She then provides an overview of the international human rights law framework, with a particular focus on the obligations of States to prevent and address multiple and intersectional discrimination.
2025: Programme for Government 2025 – 2026
2025: Proposed – Restraint and Seclusion in Schools (Scotland) Bill	A new law introduced in the Scottish Parliament on the 17th March 2025 aims to limit the use of restraint and seclusion on children and young people in schools. The Restraint and Seclusion in Schools (Scotland) Bill, brought forward by Daniel Johnson MSP, proposes new rules to ensure the use of such practices is better managed, recorded, and reviewed. If passed, the Bill would require the Scottish Government to issue formal guidance to schools on how and when restraint and seclusion should be used. Schools would need to consider this guidance when updating their policies. The aim of the Bill is to improve transparency and accountability, and to better protect the rights and wellbeing of children in educational settings. CRER responded to the consultation, one of their points is given below “Scottish Government’s published supplementary datasets from the annual Pupil Census disaggregate data for learners with ASL needs by both sex and Scottish Index of Multiple Deprivation (SIMD categorisation), however not by ethnicity. It appears evident that this cross-tabulation could be done in theory. Lack of publication of the Equality Impact Assessment means that it is not clear whether such data has been taken into account in intersectional analysis” (CRER, 2025)
2025: Public Health Scotland – Equalities Mainstreaming and Progress Report 2023-2025	This report gives an update on Public Health Scotland’s progress to mainstream the Public Sector Equality Duty, so it is integral to what we do and the way we do it.
2025: Public Health Scotland – Equality, Diversity and Inclusion strategic approach 2025-2029	This strategic approach sets out Public Health Scotland's commitment to equality, equity, diversity and inclusion, detailing our framework for both our workforce and workplace.
2025: Public Health Scotland Consultation – Equality Outcomes for 2025-2029	A public consultation is currently under way to define the equality outcomes.
2025: Scotland Equity Report – Scottish Government Workforce Information
2025: Scotland’s revised strategy focused on prevention of human trafficking and exploitation in Scotland	Scotland\'s revised strategy focused on prevention of human trafficking and exploitation in Scotland. They state that “Cultural competence refers to the requirement to support the needs of a diverse population of survivors in a way that understands their cultural background. The lack of culturally competent practice may be experienced as re-traumatising by survivors. Survivors can face barriers to support created by a lack of cultural and structural competency at individual, organisational and policy levels. Organisations need to develop and implement strategies that removes barriers at all three levels and address how these might affect survivors’ needs and responses to care and support. Language plays an important role in the provision of culturally competent support” (Scottish Government, 2025)
2025: Scotland’s Trafficking and Exploitation Strategy	Scotland's revised strategy focused on prevention of human trafficking and exploitation in Scotland.
2025: Scotland’s Open Government Action Plan 2021-25	The 2021-25 Open Government Action Plan includes actions on current priorities, such as: greater openness, transparency and empowerment through open data. incorporating innovative participation through user-centred design in Health and Social Care reform.
2025: Scottish Government – Equality Outcomes 2025-2029	Provides an update on our new equality outcomes for the 2025 to 2029 reporting period, including intended actions we will take to meet these outcomes.
2025: Scottish Government – Identifying Racism – Guidance on Addressing Racism and Racist Incidents	This guidance has been designed to assist schools to develop and implement a consistent and robust approach to addressing racist incidents experienced or displayed by children and young people in school.
2025: Scottish Government – Mainstreaming Report 2023-2025	Provides an update on the progress we are making to mainstream the equality duty as an employer and decision-maker. It also provides reflection on our progress towards achieving our equality outcomes for the 2021 to 2025 reporting period.
2025: Scottish Government – Programme for Government 2025 to 2026	The Scottish Government's Programme for Government (PfG) 2025 to 2026 outlines the key policy priorities for the coming year, focusing on four core areas: eradicating child poverty, growing the economy, tackling the climate emergency, and delivering high-quality, sustainable public services. This document details the specific actions and legislative programmes the government will implement to achieve these goals.
2025: Scottish Government – The Equality and Human Rights Mainstreaming Strategy Consultation	The independent analysis of responses to the consultation on the Equality and Human Rights strategy. The Strategy sets out a framework that will guide the work that the Scottish Government, the wider public sector and partners will do to embed equality and human rights in all that it does.
2025: Scottish Government – The Sheku Bayoh Inquiry	An independent public inquiry set up to examine the events surrounding the death of Sheku Bayoh, the subsequent investigation and whether race was a factor. Sheku Bayoh died on 3 May 2015 after an incident in the street in Kirkcaldy involving officers of Police Scotland. Mr Bayoh, who was 31, left behind a partner, two young sons and a close family. The purpose of the Inquiry is to examine: the immediate circumstances leading to the death of Mr Bayoh how the police dealt with the aftermath the subsequent investigation into the death whether race was a factor The Inquiry can also make recommendations to prevent deaths in similar circumstances.
2025: Scottish Police Authority – National Conversation on use of Live Facial Recognition Technology	Developments in Facial Recognition Technology have been raised as an equality concern for individuals from Ethnic Minority Communities, as these communities tend to be disproportionately policed, disproportionately sentenced and may have more reason to turn to activism to have their voices heard. In the National Conversation on Live Facial Recognition Technology CRER raised their concerns, stating the following “Ultimately, CRER believes that the police use of LFR technology would amount to an unjustified and unacceptable interference with human rights. Its implementation would fall far from the standards outlined by the UK Information Commissioner and the Scottish Biometrics Commissioner, whereby the use of biometric-enabled technology must be necessary, proportionate and must respect the human rights of individuals and groups” CRER
2025: Scottish Police Authority – Police Scotland and Forensic Services – Joint Equality Outcomes for Policing 2025	This document contains policing equality outcomes for 2025-2029, covering Police Scotland, and both the corporate and forensic services functions of the Authority.
2025: Scottish Police Authority, police Scotland, Forensic Service – EDI Mainstreaming and Equality Outcomes Progress Report 23/25	The 2025: Scottish Police Authority (SPA), Police Scotland, Forensic Service – EDI Mainstreaming and Equality Outcomes Progress Report 23/25 is a two-yearly report published by the SPA and Police Scotland on April 30, 2025, detailing progress made in integrating equality duties into their daily functions and achieving their specific equality outcomes over the 2023-2025 period, as required by the Public Sector Equality Duty. The report provides an update on their efforts to mainstream equality and diversity principles across all levels of the organization, covering the SPA, Police Scotland, and the Forensic Services.
2025: The Scottish Social Services Council – Equality, Diversity and Inclusion Outcomes (2021 – 2025) & Mainstreaming Report (2025 – 2029)	The SSSC is the regulator for the social work, social care and children and young people workforce in Scotland. Our work means the people of Scotland can count on social services being provided by a trusted, skilled and confident workforce.
2025: UK Government – Consultation on Mandatory Ethnicity and Disability Pay Gap Reporting (UK)	This consultation is seeking views on how to introduce mandatory ethnicity and disability pay reporting for large employers (those with 250 or more employees). Responses to the consultation will help to shape proposals which will be included in the upcoming Equality (Race and Disability) Bill, which was announced in the King’s Speech in July 2024.
2025: UK Government – The Border Security, Asylum and Immigration Bill (UK)	A Bill to make provision about border security; to make provision about immigration and asylum; to make provision about sharing customs data and trailer registration data; to make provision about articles for use in serious crime; to make provision about serious crime prevention orders; to make provision about fees paid in connection with the recognition, comparability or assessment of qualifications; and for connected purposes.
2026: Scottish Government – National Performance Framework Update	There is a statutory requirement for the NPF to be reviewed within every five years, with the next review due to commence by May 2023 at the latest. Work on NPF reform has commenced. We expect to be ready to launch the next iteration of the NPF around the start of the new parliamentary session and new government. Full implementation would be an ongoing exercise, as the implementation plan is executed, and website/user interface development would continue through 2026.

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