Seòmar agus comataidhean

The Scottish Social Services Council (SSSC) are the independent regulator of the social service workforce in Scotland. SSSC protects the public by registering the workforce, setting standards for their practice, conduct, training and education and by supporting their professional development. Groups of workers subject to registration with the SSSC are set by Scottish Ministers within the Regulation of Care Act (Scotland) 2001.

The role of ‘healthcare assistant’ does not have a standard definition and the term is used for different roles within the health and social care workforce. Due to the varying definition of this role, it is currently unclear which roles would and would not be appropriate for SSSC registration. While some healthcare assistants job roles may meet the requirement for SSSC registration, many will not. As such, there are no current plans to consider registration with the SSSC for healthcare assistants employed by the NHS.

Scotland is making great strides towards becoming a leading Fair Work nation.

The number of accredited Real Living Wage employers is up from 14 in 2014 to over 3,500 in 2023. That’s proportionately 5 times as many than the rest of the UK, and some 65,000 workers in Scotland have had a pay rise as a result of accreditation, making a real impact for people in the lowest paid jobs.

Our support contributes to 89.9% of employees aged 18 and over in Scotland being paid at least the real Living Wage (2023 data), higher than Wales 87.1%, England 87.0%, NI 84.4%, and the UK overall 87.1%.

Building on the work of the Fair Work Convention we’re pressing forward with sectoral agreements in Adult Social Care and Construction, as well as Retail with to help put those sectors and their workforces on a sustainable footing for the long term.

The median gender pay gap has continued on a long-term downward trend and has now reached a record low of 1.7% in 2023 for full time employees in Scotland, lower than the overall UK gap of 7.7%.

The Disability Employment Gap fell further to 30.2 percentage points in 2023 – a decrease from 31.9 p.p. in 2022 and the lowest it has been since our baseline year in 2016 when it was 37.4 p.p. There is still work to do but this suggests that we are on track to achieve our ambition to reach 18.7 p.p by 2038.

Fair Work First principles were applied to some £4bn public funds since 2019, and in 1 July 2023 we took this further by adding the requirement that all grant recipients awarded a public sector grant pay at least the real Living Wage and provide appropriate channels for effective workers’ voice.

Through the Workplace Equality Fund we focused on providing financial support for employers to address longstanding barriers in the labour market that particular priority groups experience, including disabled people, women, racialised minorities and older workers. In 2023-24 the WEF investment was almost £600,000 across 10 projects, bringing the total spent to over £3.2m on 71 projects since 2018 [1] . This year we are evaluating the effectiveness of the WEF to inform future interventions.

In financial years 2020-21 and 2023-24, we invested £1.2 m in the Apt Public Social Partnership (PSP)which worked to improve the recruitment and retention of disabled people by developing and testing different types of support for employers. The PSP engaged with employers in the private and third sectors, with a particular focus on SMEs throughout Scotland. An independent evaluation of the PSP’s impact will be commissioned in 2024-25. Employers involved in the partnership to date have reported benefits such as improved recruitment and retention processes, increased confidence in having conversations about employment with disabled people, and increased awareness about the benefits of a diverse workforce.

We have repeatedly voiced our opposition to legislation at Westminster that undermines workers’ rights, including the Trade Union Act 2016, the Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations 2022, hire and rehire, and the Strikes (Minimum Service Levels) Act 2023.

We have been proud to support pay deals for public sector workers that reflect the vital jobs that they do. Last year pay deals were around £800 million greater than planned and our total expenditure on public sector pay is now around £25 billion – over half of our fiscal resource. On average public sector pay in Scotland is around 6% more than the rest of the UK.

[1] Total investment in WEF projects since 2018 is £3,194,500

Scottish Development International has over 100 staff in 30 international offices in 23 countries. SDI regularly reviews its overseas footprint to ensure it aligns with Scotland’s trade and investment priorities. There are currently no plans to reopen SDI’s office in Taiwan. The Taiwanese market continues to be serviced by SDI colleagues based in SDI’s Asia and Pacific offices.

The Scottish Public Services Ombudsman (SPSO) prioritises cases based on a number of factors. These include whether the person bringing the complaint, or person affected, is vulnerable; any immediate health issues of the complainant or person affected; whether the subject matter of the complaint is urgent and ongoing or time critical; and the impact. The SPSO encourages people to contact them if their circumstances change or if that they feel their complaint should be prioritised, so the priority level can be reviewed.

The Chief Constable has been clear that the Proportionate Response to Crime pilot has been about ensuring an appropriate approach to policing. It is not the case that certain specific crimes will no longer be investigated.

Both Police Scotland and the Scottish Government have been consistently clear that all incidents reported are assessed using the THRIVE model which covers Threat, Harm, Risk, Investigative opportunities, Vulnerability and Engagement. The circumstance of each incident is fully assessed before a decision is made to either file the report and issue a crime reference number or have the incident passed to local officers for further investigation.

An evaluation of the pilot was provided to the Scottish Police Authority’s Policing Performance Committee on 12 March 2024 by Assistant Chief Constable Emma Bond. ACC Bond stated that the plan for the rollout would be to initially cover the North region before moving east then west, acknowledging that training and preparatory work would be required.

It is worth noting that the pilot’s evaluation shows that only 5% of crime reports were recorded and filed for no further enquiry. The evaluation states that this freed up 2,657 police officer hours which were therefore used to investigate crimes where there are lines of inquiry.

ACC Bond stated at the meeting on 12 March that she would be able to provide a further update to the committee with more information on the rollout of the pilot in May.

The Phase 1 pilot programmes have now been fully evaluated and a report produced on the strengths of each approach, as well as considerations for the future. The Phase 1 evaluation is available here: https://sportscotland.org.uk/about-us/our-publications/archive/school-swimming-in-scotland-phase-1-evaluation

Phase 2, which is already underway, will further develop each approach and test the implementation of the school swimming framework, and is expected to be completed by the end of the academic year 2023-24.

The Scottish Government will continue to work with sportscotland, Scottish Swimming, and various local and national partners to support Phase 2 of the school swimming pilot, and will continue to consider the best approach for a continued roll out of a National Framework for school swimming over the coming years.

We’re determined to do all we can to reduce alcohol-related harm and are working closely with Alcohol and Drug Partnerships and the third sector to do so. Drug and alcohol services have seen a significant increase in funding as a result of the National Mission to ensure treatment services are in place to support people impacted by alcohol and drugs.

For example, we are exploring the evidence around Managed Alcohol Programmes and are delighted to be able to contribute to the running of the innovative model being piloted in Glasgow by Simon Community Scotland and its evaluation.

In addition, we are working with stakeholders to create a national service specification alongside guidance for alcohol treatment in Scotland, supported by a meaningful treatment target. This work will build on the forthcoming UK-wide Clinical Alcohol Treatment Guidelines, developed by Office for Health Improvement and Disparities.

I refer the member to the answer to question S6W-26094 on 26 March 2024. All answers to written Parliamentary Questions are available on the Parliament's website, the search facility for which can be found at https://www.parliament.scot/chamber-and-committees/questions-and-answers

The Scottish Government has not had discussions with COSLA or local authorities regarding apprenticeship provision for traditional trades. Skills Development Scotland have operational responsibility for apprenticeship provision and regularly engage with local authorities, for both Modern and Foundation Apprenticeship provision.

The Scottish Government fully supports the National Institute for Health and Care Excellence (NICE) guideline on diagnosing and managing ME/CFS. We wrote to all Scottish health boards following its publication to raise awareness of the guidance and encourage its implementation.

We are committed to improving care for people with ME/CFS and want to facilitate constructive communication between patients and clinicians so that all parties are engaged in finding a way forward.