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The Scottish Government continues to support Angus Council to address the erosion issues affecting the sand dunes in Montrose through the Coastal Change Adaptation Fund.

Dredging license applications from Montrose Port Authority have been carefully considered by the Scottish Government ensuring that most dredged material is deposited within Montrose Bay and the dredged material remains in the same coastal circulation cell.

We continue to progress our Dynamic Coast project and between 2022-23 and 2025-26 Angus Council have received almost £730,000 from Scottish Government’s Coastal Change Adaptation Fund: £290,000 in direct distribution and £440,000 to fund a case study to improve the flood resilience of sand dunes at Montrose.

This information is not held centrally by the Scottish Government.

The selection of countries and sites for global clinical trials for new cancer treatments is dependent on a complex range of factors, including the wider regulatory environment.

The Scottish Government and the Chief Scientist Office work closely with NHS Research Scotland and with the UK National Institute for Health and Social Care Research to ensure that Scotland continues to offer the best environment for clinical research and cancer clinical trials.

The operation of Police Scotland, including the deployment of officers, is for the Chief Constable. The latest official statistics show there were 16,553 FTE police officers in Scotland on 31 March 2025. The Scottish Government supports the Chief Constable in having the flexibility to develop and utilise her workforce in a way that responds to the challenges she faces by ensuring she has the right workforce in place. In 2025-26, we are increasing investment in policing by £90 million to a record £1.64 billion to support police capacity and capability.

The SPCB is committed to creating and maintaining a safe, welcoming and inclusive working environment that nurtures a culture in which we treat one another with courtesy and professionalism. There is no place for bullying, harassment, discrimination, sexual misconduct or victimisation in our parliamentary community and each of us is responsible for the way we interact with and treat others.

As an employer, the SPCB aims to create a working environment in which staff are treated with respect, in a manner that allows them to maintain their dignity and where there is zero tolerance of harassment and bullying, including on the basis of gender identity or expression. This includes protecting staff against harassment or bullying behaviour from third parties.

Inclusiveness and respect are core values for the Scottish Parliamentary Service (SPS), and we value the diversity of our staff and respect individual differences within an inclusive working environment. We want to continue to attract and retain a workforce that reflects diverse communities and we are committed to eliminating discrimination and complying with our equality statutory duties. And our staffing policies and practices are in place to continue to achieve this.

The SPCB’s Dignity at Work Policy plays an important part in preventing staff from experiencing bullying and harassment and ensures all staff are clear about what is acceptable behaviour in the workplace. We continue to develop our employment practices to ensure legal compliance and workplace integrity.  A formal review of the Dignity at Work Policy will take place this year.

As the national Parliament, there is the need to balance the needs and legal rights of all those who work at and visit the Parliament, and manage the tensions this sometimes creates.

The right to private life is a key consideration for all employers and we will continue to ensure that such rights are protected. The Corporate Body has a general public sector duty and must have due regard to the need to–

• Eliminate discrimination

• Advance equality of opportunity

• Foster good relations between different people when carrying out their activities.

We will continue to ensure all our services, policies, practices, events and decision-making processes are fair and systematically assessed (in respect of protected characteristics). The next phase of our work will look at changes in the medium to longer term to enhance our inclusive provision and includes engaging with staff, Members, Members’ staff and other stakeholders including external groups and organisations who work regularly and closely with people across all of the different protected characteristics.

I recognise that there has been a significant increase in adults seeking ADHD and autism assessments across Scotland. I recognise how important assessment and support through local services can be and I expect NHS Boards to deliver appropriate local services to ensure that their local population have the highest quality of care and treatment at the right time and in the right place.

The Scottish Government is working with the National Autism Implementation Team (NAIT) to develop national Adult Neurodevelopmental Pathways, building on the pilots we funded in four NHS Board areas and the subsequent learnings and recommendations. We are engaging with a wide range of interests in this work and we have also met with the Royal College of Psychiatrists to discuss their recent proposals.

We are continuing to work with NHS Health Boards and local authorities to improve services and support for children and young people, including supporting them to implement the Neurodevelopmental Service Specification for Children and Young People, underpinned by GIRFEC and encouraging multi-agency working. To support this, in addition to investment through Health Boards, we have provided over £1 million to fund five Neurodevelopmental tests of change. We have also provided further funding, totalling almost £250,000, in financial year 2024-25 to fund a range of individual projects to improve neurodevelopmental assessment and support for children and young people.

Our Equally Safe at School (ESAS), developed by Rape Crisis Scotland and Zero Tolerance, applies a whole school approach to inequality and gender-based violence in schools. Please see a breakdown in the following table of how many secondary schools are currently signed up to ESAS, broken down by local authority area.

The forthcoming draft Climate Change Plan will set out our pathway to net zero over the plan period of 2026-2040, in a way that is just and fair. Our plan will also set out the estimated costs and benefits of the policies and proposals within.

The plan will be subject to, and published alongside, a suite of impact assessments which ensure policies and proposals are informed by evidence and consider their potential effects on individuals, businesses, and communities. These published impact assessments will include, amongst others, an Equalities Impact Assessment (EQIA) and an Island Communities Impact Assessment (ICIA), which ensure our policy drives progress towards our National Outcomes, statutory targets and commitments within the Policy Prospectus.

Special Advisers are appointed in accordance with Part 1 of the Constitutional Reform and Governance Act 2010 by the First Minister as a Special Adviser for the purpose of providing assistance to the Scottish Ministers.

Due to the appointment of a new First Minister in May 2024, there were a number of departures, re-appointments and new appointments to the Special Adviser team during 2024-25. This is reflected in the numbers presented in the two following tables which show the configuration of the Special Adviser team before and after 7 May 2024. The maximum number of Special Advisers in post at any one time was 19.

The total cost of Special Advisers employed during the financial year 2024-25 was £1,745,042 which is a reduction from the 2023-24 total cost of £1,906,963.

Total cost includes all salary costs, employer NI, and employer pension contributions. The level of employer NI, and civil service pension contribution is reserved and is not a matter for the Scottish Government.

The cost of Special Advisers during 2024-25 was based on the following Pay Bands and Pay Ranges:

Breakdown of Special Advisers in post prior to 7 May 2024:

A significant share of the annual active travel budget is allocated to partner organisations, including local authorities. This means that not all of the planned spending on programmes and projects in any given budget happens within that year. Delays happen for a range of reasons, not least because of the pandemic between 2020-22 and cuts to capital funding allocations by the previous UK Government.

In 2020-21, 75% of the Active Travel Budget was spent. In 2021-22 76% was spent. In 2022-23, 93% was spent and in 2023-24, 91% was spent. While 2024-25 expenditure has not yet been consolidated, and we only have indicative figures currently, 63% of the active travel budget was spent as a result of urgent action necessary to balance the 2024-25 Budget, following the UK Labour Government’s fiscal statement in summer 2024