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In light of the pressures of the COVID-19 pandemic, the wellbeing of our health workforce, wherever they work, remains a key priority. The 2021/22 pay uplift saw staff receive an average 4% pay rise, the highest in the UK. The Scottish Government is committed to ensure that NHS Scotland nursing staff continue to benefit from the best pay and conditions in the UK.

In 2021-22, the Scottish Government made £12 million available to support the wellbeing of the workforce. This includes £8 million from the NHS Recovery Plan to provide ongoing wellbeing support for the workforce alongside an additional £4 million to provide further support to address winter pressures.

To complement this at a local level, we also have a range of resources including the National Wellbeing Hub, a 24/7 National Wellbeing Helpline, confidential mental health treatment the Workforce Specialist Service and funding for additional local psychological support. We are also providing further support for practical measures to aid rest and recuperation alongside additional resources such as Coaching for Wellbeing and grief and bereavement support.

Nursing and midwifery staffing is also at a record high, up by 13.1% since September 2006.

I am pleased to see Royal Society of Chemistry highlighting this important issue through its recent report.

The Scottish Government is committed to building a fully circular economy as part of our work to tackle the climate emergency. The shift to a circular economy represents an enormous economic and industrial opportunity for Scotland.

To make the most of this opportunity, we are working with industry, including construction and demolition sectors, local government and environmental groups to develop a route map to deliver our waste, recycling and climate change targets to 2025 and beyond. Through the Route Map and the forthcoming Circular Economy Bill we will consider how best to take forward waste reduction and circular economy across a range of waste streams.

In October 2020, we published our Inward Investment Plan, which identifies the transformation of the chemicals industries as one of Scotland’s nine opportunity areas for inward investment.

Partnering with Scottish Enterprise, the Industrial Biotechnology Innovation Centre (IBioIC) supports the advancement of bio-based solutions across all sectors. This includes supporting members of IBioIC to develop sustainable solutions for the paint industry.

Scotland’s chemical sciences R&D is consistently ranked top 3 in the world. R&D expenditure on chemicals & chemical products and pharmaceuticals totalled £192 million in 2019, 13.7% of the Scottish total.

I refer the member to the answer to question S6W-03956 on 15 November 2021. 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/written-questions-and-answers

In year one, the Fund will be split evenly between Capital and Financial Transactions. Detail of what each can be used for is available in HMT’s consolidated budget guidance, the most recent version of which is available here: https://www.gov.uk/government/publications/consolidated-budgeting-guidance-2021-to-2022

A full public consultation into proposed restrictions on the advertising and promotion of vaping products was launched on February 3. The consultation will run for 12 weeks and all responses will be independently analysed.

NHS Boards are expected to assess their patients’ travel needs and can, if required, direct them to appropriate support this will include local volunteer groups and charities who they have engaged with. For example NHS Ayrshire and Arran has a service level agreement with Ayrshire Cancer Support which provides transport for patients.

The Scottish Government acted on requests by retail organisations not to launch the consultation in the run-up to Christmas which is the busiest trading period and may not have allowed retailers the full opportunity to share their views. We took the opportunity to liaise with a short-life working group and update the consultation in line with the most recent emerging evidence.

The data is not available in the format requested as the Scottish Breast Screening Programme (SBSP) is delivered from six screening centres, each covering a designated population. The SBSP should offer an appointment to women within 36 months of their previous screening episode.

On average, the West and South West screening centres are offering women aged 53-70 a screening appointment within 39 months of their last screen.

The National Screening Oversight, Scottish Screening Committee and Breast Screening Programme Board (BSPB) continue to work with health boards to increase the number of available appointments, including through deploying additional mobile breast screening units and providing additional appointments during evenings and at weekends.

It should be noted that this data is unpublished management data that has not been subject to the standard quality checks that are applied to statistical publications.

The data is not available in the format requested as the Scottish Breast Screening Programme (SBSP) is delivered from six screening centres, each covering a designated population. It should be noted that the data provided below is management information that has not been subject to the quality checks that are normally applied on a statistical publication.

For women aged 53-70 years who were screened between 1st April 2020 and 31st January 2021, the average interval between screening episodes was 41 months across Scotland. The average interval between screening episodes across each screening centre was as follows:

East – 46 months

North – 40 months

North East – 42 months

South East – 41 months

West – 38 months

South West – 39 months

The Scottish Government believes effective voice is key to fair work and welcomes the CIPD’s contribution to highlighting the need for and the promotion of worker voice. We note their Working Lives Scotland report states that 19% of employees say they have no voice channel at work. More positively, it also notes the significant improvement in managerial openness among large organisations and public sector employees. We will continue to promote effective voice for all workers as the best way to ensure fair and democratic workplaces across Scotland, working in partnership with our stakeholders, including the STUC, employers, and the CIPD.

The Scottish Government expects all workers in Scotland to be treated fairly. Without control over employment law, we are using all the levers available to us to drive high quality and fair work, including effective workers’ voice, across the labour market.

Our Fair Work policy is underpinned by the Fair Work Convention’s Framework, which recognises effective voice as a critical dimension of Fair Work. We are working with our trade union partners and other stakeholders to promote and encourage wider fair work practices, including effective voice in various sectors, such as retail and hospitality. We are also working with stakeholders to deliver on our commitment in The Fair Work Action Plan, published in 2019, to work with the STUC to achieve increased collective bargaining focusing initially on four key sectors: social care; early years & child care; hospitality and construction.

Through our flagship Fair Work First approach, we are applying fair work criteria to public sector funding - asking employers to commit to providing appropriate channels for effective voice, such as trade union recognition along with adopting other fair work principles. In line with the Bute House Agreement , and subject to limits on devolved competence, we will strengthen conditionality yet further. By Summer 2022, we will make it a requirement for the recipients of public sector grants to provide appropriate channels for effective workers’ voice, such as trade union recognition.