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The Executive is also contributing to the improvement of women’s individual incomes relative to men’s by taking action to help women access child care through:

- the Executive’s Child care strategy (£30 million in 2004-05 and £41 million in 2005-06);

- the Working for Families Fund (£10 million in 2004-05 and £10 million in 2005-06);

- education and training through the Mentoring Initiative for Lone Parents (£225,000 for the period from 2003 to 2005);

- the £1,000 childcare grant supporting lone parents in further and higher education (so far over 4,500 grants have been awarded).

The Enterprise Networks also undertake specific activity to support business start-ups among women.

Scottish Executive budget allocations from 2006-07 onwards will be confirmedshortly.

The Pay and Leave team can call on other areas of expertise within the Executive for assistance (for example, Solicitors Division provides advice on the legal aspects of equal pay and the Statistics team provided significant assistance with the completion of the Scottish Executive’s equal pay audits). Training on equal pay matters has been provided for staff in the Pay and Leave team who are responsible for the design of the SEM pay system. There are plans to extend this training to other areas of Human Resources and to other staff within the Executive who deal with pay matters.

Table1. Number^1,2 of Babies⁴ Hospitalised for Whooping Cough³, 1990-2003

Notes:

1. These statistics are derived from data collected on discharges from non-obstetric and non-psychiatric hospitals (SMR01) in Scotland.

2. The linked data set required for this analysis contain linked SMR01 and Registrar General's death records. All patient records including deaths for each patient are linked together using “probability matching”. The “probability matching” algorithm uses all available identifying information (name, date of birth, postcode, hospital patient reference number etc.) to link the records.

3. Up to six diagnoses (one principal, five secondary) are recorded on the SMR01 and up to four diagnosis (one principal, three secondary) are recorded on RG death records. All diagnostic positions were used for this analysis. The following codes were used from the International Classification of Diseases (ICD) to define whooping cough:

ICD9 033

ICD10 A37

4. In this analysis, a baby is defined as any patient under the age of 12 months.

5. Death figures relate to the number of babies hospitalised for whooping cough who subsequently died as a result of this condition.

6. Data for the calendar year 2003 are considered to be provisional.

Table 1 – Inpatient Cost Per Case (£), by Health Board of Treatment and Financial Year

Source: “Scottish Health Service Costs” (years ended 31 March 1999 to 31 March 2003)

Table 2 – Day Case Cost Per Case (£), by Health Board of Treatment and Financial Year

Source: “Scottish Health Service Costs” (years ended 31 March 1999 to 31 March 2003).

However, the Scottish Executive plays a key role in promoting good employment practices in both the public and private sector, particularly in relation to equal pay. It leads by example, as detailed in my response to question S2W-9693 answered on 28 July 2004, and is a partner (together with the Equal Opportunities Commission Scotland, the Scottish Trade Union Congress and others) in the Close the Gap campaign, which aims to raise awareness about the pay gap between women and men in Scotland and encourage activity to reduce it. This includes encouraging employers to carry out equal pay audits or reviews. More specifically, all Scottish pay bodies, who submit pay remits for ministerial approval (i.e. the Scottish Executive, executive agencies and executive NDPBs), were requested to conduct an equal pay review by April 2003 with an update on progress by June 2004.

The Executive has also introduced a statutory duty of Best Value to LAs and the wider public sector (including the Executive and its Agencies, all executive NDPBs with an Accountable Officer and a range of NHSScotland bodies). This requires these bodies to demonstrate that measures are in place to encourage observance of equal opportunities’ requirements, including those relating to the Equal Pay Act 1970, which is the legislation which implemented the provisions of the Equal Pay Directive in GB. The Accounts Commission for Scotland will audit Best Value in Local Government.