Resource Tags
Content Types:
Guidance
Relevant Driver(s):
Specific Action(s):
1A. Take a strategic approach to equality and human rights
1B. Include equality and human rights in People and HR strategies
1D. Ensure compliance with legal obligations
3B. Develop equality and human rights policies
3C. Link equality and human rights to business objectives
4A. Collect and analyse equality data consistently
5A. Put in place comprehensive training programmes
5B. Promote cultural initiatives
Implementation Levels:
Development
Foundation
Prior Knowledge Required:
Basic
Organisation Size:
Large
Medium
Small
Sector:
Education
Government
Health and social care
Local authorities
Private Sector
Third Sector
Role:
Analysts
Board Members
Communications Staff
Community organisations
Data Managers
Education Professionals
Elected members
Equality/Diversity/Human Rights Specialists
Frontline Staff
Governance specialists
Healthcare Professionals
HR Professionals
Legal & Compliance Staff
Middle managers
Other
Policy Officers/Makers
Procurement Staff
Senior Leaders/Management
Training & Development Staff
PSED Needs:
Advance equality of opportunity
Eliminate discrimination
Foster good relations
Protected Characteristics:
Race
Resource content
Scotland’s national strategy for employers to address racial inequality in the workplace. It sets out the evidence on employment and pay gaps affecting racialised minority workers and provides practical guidance across four areas: workforce data, recruitment and representation, cultural and attitudinal change, and fair work policy. It includes case studies and a resources section, and takes an explicitly anti-racist and intersectional approach.