Case studies

Last Updated: 20 August 2025

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Health Impact Assessment (HIA) case study: Respiratory Syncytial Virus (RSV) – Read more

A case study from Public Health Scotland describing a health impact assessment scoping exercise carried out on the introduction of the RSV immunisation programme in Scotland. It covers the process, stakeholder workshops, health impacts identified, recommendations on communications, vaccine access and workforce, and reflections on learning.
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Health Impact Assessment (HIA) case study: Highland and Islands Transport Partnership (HITRANS) – Read more

A case study from Public Health Scotland documenting a health impact assessment scoping exercise carried out on the HITRANS Regional Transport Strategy 2024. It describes the stakeholder workshop process, positive and negative health impacts identified across transport themes, recommendations made to HITRANS, and reflections on cross-sector partnership working in the Highlands and Islands.
Development

Capital investment health impact assessment (CHIA) case study: Glasgow City Region EV charging infrastructure programme – Read more

A case study documenting a Capital Investment Health Impact Assessment (CHIA) screening workshop for Glasgow City Region’s electric vehicle charging infrastructure programme. It describes the workshop process, key health and equity impacts identified across protected groups and socio-economic populations, recommended actions, and learning for organisations undertaking similar assessments. Useful for teams integrating health and equality into capital planning.
Development

Capital investment health impact assessment (CHIA) case study: East Kilbride Town Centre Masterplan – Centre West – Read more

A case study documenting a Capital Investment Health Impact Assessment (CHIA) screening workshop for the East Kilbride Town Centre Masterplan – Centre West. It covers the workshop process, impacts on age groups and socio-economic populations, recommended actions on housing, active travel, civic design, and procurement, and learning for organisations undertaking similar assessments in a place-based regeneration context.
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Active Prospects- Spotlight on Inclusive Culture – Read more

A short case study from Onvero describing how Active Prospects, an English social care provider, linked its internal EDI strategy to its organisational strategy. Covers the creation of an EDI forum, mandatory staff training, pay gap transparency, and governance structures. Includes outcome data on internal promotion rates. Useful as a practice example for care and third sector organisations.
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Gender Matters: Engender’s Road Map to Women’s Equality in Scotland – Read more

Engender’s strategic road map setting out the measures needed to move towards women’s equality in Scotland by 2030, structured across ten themes developed through consultation with women and equality organisations across Scotland. Each chapter covers a distinct policy area — including care, employment, health, education, public space, and violence against women — with specific actions for Scottish Government and public bodies. The accompanying website provides regularly updated policy content and analysis.
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EIGE Gender-Responsive Public Procurement: Step-by-Step Toolkit – Read more

A practical step-by-step toolkit from EIGE for embedding gender equality across the full public procurement cycle — from needs assessment through to contract performance and review. Designed for contracting authorities at national, regional, and local level. Includes tools, checklists, and real-life examples from EU member states at each stage of the procurement process. The only resource in this longlist to address procurement specifically.
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Positive Shifts, Persistent Problems: A Five-Year Analysis of Scottish Employer Gender Pay Gap Reporting – Read more

Close the Gap’s assessment of five years of Scottish employer gender pay gap reporting (2018-2022). Analyses the quality of reporting, the actions employers have taken, and whether reporting is creating meaningful change for women at work. Finds the average pay gap has remained stubbornly at 12%, but also identifies good practice examples of employers making real progress.

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