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The independent review, ‘Developing Scotland’s Economy: Increasing the Role of Inclusive and Democratic Business Models’, looked at a range of inclusive and democratic business models (IDBMs), including employee ownership, and outlined their important contributions to the Scottish economy. The Economic Democracy Group was formed following the review and will examine the review’s recommendations with the objective of devising a workplan to realise their implementation where this is feasible.

CMAL are not the employer of any seafarers working on either MV Hellier or MV Hildasay.

Fair Work First principles are included in the Northern Isles Ferry Service (NIFS3) contract, including the support of progressive workforce engagement, such as Trade Union recognition and representation where possible, or otherwise alternative arrangements to give staff an effective voice.

The Scottish Government remains committed to advancing equality for LGBTQI+ people, and promoting, protecting and realising the rights of every LGBTQI+ person in Scotland. We recognise that policies that value diversity and advance equality and inclusion are under threat around the world and the impact this has for the LGBTQI+ community. The Scottish Government respects the call from several Pride organisers in Scotland for no political representation during marches. During Pride season, the Scottish Government has met with LGBTQI+ organisations to discuss key issues impacting on the community and how we are advancing equality for this group as outlined in our Programme for Government 2025-26.

This is an operational matter for Scottish Enterprise. I have asked their Chief Executive, Adrian Gillespie, to contact you directly with a response.

The development of a Scottish Government Mobile App is a Digital Public Servies commitment within the Government's Public Service Reform Strategy published in June 2025.

The proposed App will be a gateway to personalised public services. The first use case is likely to be proof of age, scheduled to be available this financial year. The Digital Directorate will be leading on this work.

This question relates to operational matters that are the responsibility of the Scottish Court and Tribunals Service (SCTS) corporate body. The question has been passed to the Chief Executive of the SCTS who reply in writing within 20 days.

Local authorities often refer to Blue Badge applications as 'renewals', but legally, all badges expire after three years and must be reassessed equally.

When authorising Blue Badge applications, local authorities are responsible for determining eligibility based on the information and evidence provided. Medical assessments are not automatically required. Where eligibility cannot be confirmed from the application alone, the applicant may be referred to an Independent Mobility Assessor (IMA). IMAs are regulated healthcare professionals, such as occupational therapists or physiotherapists, qualified to assess mobility impairments.

The Government has been increasing its total allocation on public transport year-on-year. In 2025-26, the Scottish Government is investing more than £2.6 billion to support public transport, making our transport system available, affordable and accessible for all. In 2024-25, this figure was £2.5 billion and in 2023-24, it was almost £2.5 billion.

We do not hold the specific information requested. However, a 2018 report suggested that, in financial year 2013-14, the total economic cost associated with autistic adults in Scotland was £2.1 billion. Of this, £884 million, or 41.6%, was attributed to productivity loss, a metric which could be interpreted as representing underemployment and/or unemployment.

Scotland’s Census 2022 provides data on the number of people aged 16-64 who were unemployed in 2022, and reported having ‘one or more learning disability, learning difficulty or developmental disorder’. This includes autistic adults, but is not specific to them.

In 2016, we committed to halving the Disability Employment Gap. Our 2018 publication, A Fairer Scotland for Disabled People: Employment Action Plan, outlined the initial steps towards achieving this goal by 2038. Several of these actions have since been incorporated into our refreshed Fair Work Action Plan: Becoming a Fair Work Nation by 2025, published in December 2022. This refreshed plan aims to improve employment opportunities for individuals facing a structural barriers to the labour market, with input from disabled people and their representative organisations.