Case studies

Last Updated: 20 August 2025

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SDS: Diversity monitoring excellence – Read more
Context: Skills Development Scotland (SDS) needed to improve diversity monitoring accuracy and begin capturing Care Experienced information whilst maintaining trust and privacy.

Approach: SDS implemented a comprehensive four-step approach to improve diversity monitoring as an employer.

Implementation:
- Trust: Clear GDPR statements and automated email reminders explaining data use
- Campaign: Articles about why information is collected and how it’s used
- Self-service: Process where only employees can access and change personal data
- Simplify: Improved systems allowing one diversity form at application, transferring to HR if successful
Impact:
- 940 colleagues updated diversity information through automated email approach
- Significant increases across all categories: Gender Re-assignment (+18pp), Disability (+4pp), Ethnicity (+7pp), Sexual Orientation (+11pp)
- Consistently high response rates from recruitment stage onwards
- Strong culture of data capturing established across all digital access points
Key learning:
- Building trust through transparency is essential for data collection
- Self-service options empower employees while maintaining privacy
- Simplification reduces barriers to participation
- Systematic approach demonstrates organisational commitment to improving diversity data quality
(Source: SDS Equality and Diversity Mainstreaming Report 2021-2025)
Development

Selected case studies – A research study on involving people with lived experience into health and social care policy and decision-making – Read more

Collection of 16 case studies demonstrating best practices, challenges, and opportunities for meaningfully engaging people with lived experience in health and social care policy development and decision-making processes.
Skills Development Scotland (SDS): Focal Point Groups – Read more

Context: SDS needed systematic input from people with lived experience to improve services for diverse customers.

Approach: Established Focal Point Groups (stakeholder groups representing specific equality strands to provide feedback and guidance) for ongoing engagement.
Skills Development Scotland (SDS): Leadership in diversity monitoring – Read more

Context: SDS recognised that leadership commitment was essential to improve workforce diversity data collection and create meaningful change.

Approach: SDS leadership implemented a comprehensive diversity monitoring system with clear organisational commitment to improving diversity data collection
Skills Development Scotland (SDS): Transparent Diversity Monitoring – Read more

Context: SDS needed to demonstrate accountability for workforce diversity while maintaining employee privacy and trust.

Approach: Developed transparent systems that clearly communicated how diversity data would be used and protected.
Advanced

Social Inclusion and Stigma Reduction in Fife – Read more

A case study describing Fife Council’s Cash First programme and Food4Fife Strategy, which aim to reduce poverty and social stigma for children and families by providing dignified financial support and access to healthy food. It covers how people with lived experience of poverty are employed in programme delivery, the role of co-design in shaping services, and the outcomes for families in crisis.
SQA Data Excellence: Evidence driving change – Read more

Context: SQA needed robust equality data to effectively understand workforce demographics and make evidence-based decisions that advance equality, diversity, and inclusion.

Approach: Launched ‘Data Matters’ campaign collaborating with employee networks to improve data collection and demonstrate practical value of equality data.
SQA reasonable adjustments passport: Cultural shift in disability support – Read more

Context: Disabled employees faced repeated trauma explaining needs to new managers, indicating cultural barriers.

Approach: Created Reasonable Adjustments Passport (a personalised document outlining agreed workplace adjustments) to embed support in organisational culture.

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