Employment, Business, Enterprise, Leadership & Management

Background / Overview – Scotland

Background / Overview – UK

Employment, Work Pay and Benefits

According to the 2021 Census for England and Wales, 77% of white people were employed, compared with 69% of people from all other ethnic groups combined. 61% of people from the combined Pakistani and Bangladeshi ethnic group were employed, the lowest percentage out of all ethnic groups. the difference in the employment rate between white people and people from ethnic minorities (excluding white minorities) was biggest among 16 to 24 year olds – 58% of white people and 39% for people from ethnic minorities were employed.

Civil Service Workforce

According to Civil Service Statistics: 2024 for the UK, there were around 542,840 people working for the Civil Service at the end of March 2024, and the ethnicity was known for around 441,175 of them (81.3%). Out of civil servants whose ethnicity was known, 83.4% were white – by comparison, 80.7% of the working age population identified as white in the 2021 Census. 8.9% of civil servants were Asian, 4.5% were black, 2.4% had mixed ethnicity, and 0.8% were from the ‘other’ ethnic group.

Strategy Policy, Legislation

Listed Authorities

Race Equality Framework (REF)

Employment, Business, Enterprise, Leadership & Management – Race Equality Framework

Link	Description
REF 15: Education & Lifelong Learning – Career Guidance	Minority ethnic pupils are provided with careers guidance that helps to improve transition into employment and tackles occupational segregation in relation to race
REF 15a: Work with Education Scotland & Skills Development Scotland	Work with Education Scotland and Skills Development Scotland to ensure that the all age careers service delivered in Scotland meets the needs of all people including those from minority ethnic communities
REF 15b: Ensure that Standards Contribute to Tackling Occupational Segregation	Along with national partners, ensure the Career Education Standard 3-18, the Work Placements Standard and the Guidance for School/Employer Partnerships supports delivery of the best quality careers guidance for minority ethnic young people, transitions to employment and, as part of their broader career education, contributes to tackling occupational segregation
REF 15c: Revisit Developing the Young Workforce Commitments	Work with Education Scotland and national partners to ensure that the experiences and views of minority ethnic parents and pupils are reflected when the Career Education Standard 3-18 and Work Placement Standard are revisited as part of Developing the Young Workforce commitments
REF 20: Employability, Employment & Income – Identify and Promote Practices that Reduce Inequalities & Discrimination	Identify and promote practice that works in reducing employment inequalities, discrimination and barriers for minority ethnic people, including in career paths, recruitment, progression and retention
REF 20a: Respond to the Fair Work Convention Framework and its Recommendations	Respond to the Fair Work Convention Framework and its recommendations, and address the issues raised in the engagement process of the development of the Race Equality Framework including recruitment, retention, career progression, occupational segregation and in-work poverty
REF 20b: Establish Approaches to Drive Good Practice For All	As part of our response to the Fair Work Convention Framework, establish approaches to drive good practice for all equality groups in the workplace
REF 20c: Review Approaches	Review current approaches to supporting in-work training, including Individual Learning Accounts; within this, we will identify the level of take up amongst minority ethnic learners and ensure that any future approaches consider how under‑represented groups could better access these
REF 22: Employability, Employment & Income – Access to Early Learning & Childcare	Ensure access to appropriate early learning and childcare for minority ethnic families
REF 22a: Develop Policy & Practice in Early Learning and Childcare Needs	Work to develop policy and practice so that early learning and childcare meets the needs of parents and children across all ethnicities
REF 22b: Consider Feasibility of Data Collection in Early Learning & Childcare	Consider the feasibility of collecting accurate ethnicity information on children within early learning and childcare as part of our current data transformation work
REF 22c: Work with Keystakeholder to Increase Early Learning & Childcare Workfoce	Work with key stakeholders to promote greater diversity during our expansion of the early learning and childcare workforce
REF 23: Employability, Employment & Income – Reduce Barriers for those New to Employment	Reduce barriers and provide support for minority ethnic people who are new to the labour market, including school leavers and new migrants
REF 23a: Work with Skills Development Scotland ( SDS) in their delivery of the Equality Action Plan for Modern Apprenticeships in Scotland	Work with Skills Development Scotland ( SDS) in their delivery of the Equality Action Plan for Modern Apprenticeships in Scotland, to ensure that the number of individuals from minority ethnic backgrounds who are apprentices increases to equal the population share by 2021. This will be reviewed annually
REF 23b: Develop a Long-Term 2020 Vision for our Contracted Employment Programme – Consider ESOL Provision	Develop a long-term 2020 vision for our contracted employment programme which will be devolved from April 2017 by identifying specific client needs and delivering a fully integrated and aligned service. We will use feedback from race equality stakeholders to continue to examine the inclusion of ESOL provision, work experience and mock interviews for minority ethnic clients
REF 23c: Improve Access to High Quality ESOL Provision	Include measures to improve access to high quality advanced, vocational and conversational ESOL provision, linked to both employability schemes and with employers across all sectors to promote uptake for staff in post within the Implementation plan for the refreshed ESOL Strategy
REF 23d: Work with Partners to Consider Recognition of Overseas Qualifications	Work with partner organisations through the Refugee Integration Forum and New Scots working groups to explore what more we can do on the recognition of overseas qualifications including commissioning a short project to review and update the recommendations of the 2010 'Scoping Study on Support Mechanisms for the Recognition of Skills, Learning and Qualifications of Migrant Workers and Refugees' within the current context
REF 24: Employability, Employment & Income – Equal Access to Business & Enterprise Support	Minority ethnic entrepreneurs and business owners have equal access to business and enterprise support
REF 24a: Map Information and Data Needs Around Self-Employment	Map information and data needs around self-employment and minority ethnic enterprise in order to better understand minority ethnic entrepreneurship to inform a programme of future activities
REF 24b: Ensure Engagement in Developing the Social Enterprise Strategy	Ensure effective engagement of minority ethnic communities in the development of the Scottish Government Social Enterprise Strategy to ensure issues relevant to race are considered as part of this wider review
REF 24c: Consider Data Reporting for Social Enterprises	Consider future approaches to gathering and reporting data on ethnicity in relation to social enterprises
REF 25: Employability, Employment & Income – Representative Public Sector Workforce	Scotland’s public sector workforce is representative of its communities
REF 25a: Review the Scottish Specific Duties	Review the Scottish Specific Equality Duties and their role in improving race equality in employment across the public sector in Scotland
REF 25b: Scottish Government Workforce to Reflect Diversity	Work to ensure that by 2025 the Scottish Government's own workforce reflects the minority ethnic population in Scotland at every level
REF 25c: Consider Targets	Consider the role that targets might play to address under-representation of minority ethnic staff within the public sector
REF 25d: Work with Partners to Consider a Programme of Work	With partners, consider scoping a programme of work around improvements in workplace equality practice which might include: Work to better understand the issues around the reasons for appointment deficit at interview The use of equality impact assessment of HR practice and policy including around progression and retention Best practice in positive action

Immediate Priorities Plan (IPP)

Employment, Business, Enterprise, Leadership & Management – IPP

Link	Description
IPP – SIR 04: COVID-19 Immediate Action – Fair Work Practices	The Scottish Government, NHS Scotland and other partners must demonstrate how they will ensure that fair work practices are in place in health and social care settings, particularly in relation to PPE, and other workplaces.
IPP – SIR 15: Short-Term Actions – Employment	All public bodies should develop action plans with annual progressive targets for public sector employment at all levels of seniority in relation to minority ethnic groups – workplaces must reflect the diversity of the communities they serve and also set a positive leadership example. These targets should support the achievement of the existing commitment to fair representation for minority ethnic people in the Scottish Government and public bodies' workforce. Appropriate levers to encourage similar actions from the private sector should also be explored, including the potential to support community and activist-led programmes, such as "Pull Up or Shut Up,” a campaign that calls on companies to release the total number of Black employees at their companies and to identify their employment levels.

Link

Description

IPP – SIR 04: COVID-19 Immediate Action – Fair Work Practices

The Scottish Government, NHS Scotland and other partners must demonstrate how they will ensure that fair work practices are in place in health and social care settings, particularly in relation to PPE, and other workplaces.

IPP – SIR 15: Short-Term Actions – Employment

All public bodies should develop action plans with annual progressive targets for public sector employment at all levels of seniority in relation to minority ethnic groups – workplaces must reflect the diversity of the communities they serve and also set a positive leadership example. These targets should support the achievement of the existing commitment to fair representation for minority ethnic people in the Scottish Government and public bodies' workforce. Appropriate levers to encourage similar actions from the private sector should also be explored, including the potential to support community and activist-led programmes, such as "Pull Up or Shut Up,” a campaign that calls on companies to release the total number of Black employees at their companies and to identify their employment levels.

Other Accountability Mechanisms

Equity Reports

Mainstreaming Report

Housing, Planning, Construction & Transport – Mainstreaming Report – 2023 to 2025

Link	Description
Equality Outcomes 2023 to 2025: Transport	Progress has been made in reducing inequalities in transport and advancing equality of opportunity, with ongoing work helping to shape a more inclusive and accessible system. This is set out in detail in the fourth NTS Delivery Plan, which was published on 19 December 2024; some of these achievements are highlighted below. Over 2.3 million people in Scotland now benefit from free bus travel, with young people making over 190 million free journeys since January 2022. The Scottish Government remains committed to concessionary travel, ensuring continued eligibility while exploring better targeting of public funds. Efforts focus on improving access to free travel for children and promoting responsible usage. A new bus services improvement plan is being developed to enhance service stability. Major rail developments include the reopening of Levenmouth railway, a £116 million investment with two fully accessible stations and improved active travel connections. The ScotRail Peak Fares Removal Pilot led to a year-long season ticket discount and permanent Flexipass changes. Accessibility improvements continue, including step-free access at Carstairs and ongoing feasibility work for other stations. Research into the safety of women and girls has led to plans for expanding ScotRail’s Travel Safe Team. Work on the Islands Connectivity Plan continues, shaping long-term ferry service improvements. Findings from the 2024 public consultation and initial response to the consultation report have been published. The MV Glen Sannox was deployed in January 2025, with further vessels under construction. Procurement for small new vessels is progressing, and future ferry fares policy will be outlined following consultation. A review of deck space reservations and a pilot for healthcare worker priority access are also underway. The Scottish Government continues to support the Mobility and Access Committee for Scotland (MACS) in advocating for accessible transport. The National Transport Strategy Monitoring and Evaluation report provides key insights into progress, reinforcing the need to balance ambition with practical delivery to improve accessibility and equality in transport.

Link

Description

Equality Outcomes 2023 to 2025: Transport

Progress has been made in reducing inequalities in transport and advancing equality of opportunity, with ongoing work helping to shape a more inclusive and accessible system. This is set out in detail in the fourth NTS Delivery Plan, which was published on 19 December 2024; some of these achievements are highlighted below. Over 2.3 million people in Scotland now benefit from free bus travel, with young people making over 190 million free journeys since January 2022. The Scottish Government remains committed to concessionary travel, ensuring continued eligibility while exploring better targeting of public funds. Efforts focus on improving access to free travel for children and promoting responsible usage. A new bus services improvement plan is being developed to enhance service stability. Major rail developments include the reopening of Levenmouth railway, a £116 million investment with two fully accessible stations and improved active travel connections. The ScotRail Peak Fares Removal Pilot led to a year-long season ticket discount and permanent Flexipass changes. Accessibility improvements continue, including step-free access at Carstairs and ongoing feasibility work for other stations. Research into the safety of women and girls has led to plans for expanding ScotRail’s Travel Safe Team. Work on the Islands Connectivity Plan continues, shaping long-term ferry service improvements. Findings from the 2024 public consultation and initial response to the consultation report have been published. The MV Glen Sannox was deployed in January 2025, with further vessels under construction. Procurement for small new vessels is progressing, and future ferry fares policy will be outlined following consultation. A review of deck space reservations and a pilot for healthcare worker priority access are also underway. The Scottish Government continues to support the Mobility and Access Committee for Scotland (MACS) in advocating for accessible transport. The National Transport Strategy Monitoring and Evaluation report provides key insights into progress, reinforcing the need to balance ambition with practical delivery to improve accessibility and equality in transport.

Periodic Report Recommendations

Employment, Business, Enterprise, Leadership & Management – Periodic Report Recommendation

Link	Description
Periodic Review Recommendation 16: Poverty, Employment and Social Security	Poverty, Employment and Social Security: The Committee recommends that the State party, including the devolved governments of Northern Ireland, Scotland and Wales, adopt the measures necessary to combat persistent poverty, which disproportionately affects ethnic minorities, in particular children, including by adopting a cross-governmental strategy against poverty and by effectively addressing unemployment, occupational segregation and discriminatory practices with regard to recruitment, salaries, promotions and other conditions of employment. It also recommends that the State party abolish policies that adversely impact ethnic minority households, such as the two-child limit and benefit cap

Link

Description

Periodic Review Recommendation 16: Poverty, Employment and Social Security

Poverty, Employment and Social Security: The Committee recommends that the State party, including the devolved governments of Northern Ireland, Scotland and Wales, adopt the measures necessary to combat persistent poverty, which disproportionately affects ethnic minorities, in particular children, including by adopting a cross-governmental strategy against poverty and by effectively addressing unemployment, occupational segregation and discriminatory practices with regard to recruitment, salaries, promotions and other conditions of employment. It also recommends that the State party abolish policies that adversely impact ethnic minority households, such as the two-child limit and benefit cap

Dr Addy's – Scottish Anti-Racism Resource Library (ARRL)