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The operation of Police Scotland, including staffing, is a matter for the Chief Constable, who is supported by the Scottish Government to shape the workforce in response to operational needs. Police Scotland’s 2024-25 Annual Policing Plan outlines a future model focused on strengthened community policing. As of 31 March 2025, there were 16,553 FTE officers and 5,929 support staff, totalling 22,482 FTE. The Chief Constable has confirmed that the 2025-26 budget will maintain officer numbers between 16,500 and 16,600. We are increasing policing investment by £90 million this year, bringing total funding to a record £1.64 billion.

The Scottish Government will take forward discussions with the UK Government on the matter of quota distribution following the recent agreement with the EU. Those discussions will include how sea fish quotas are apportioned. The majority of quota is currently apportioned by the UK Government on the basis of each Administration's share of Fixed Quota Allocation (FQA) units.

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.

Operational matters and internal policies are the responsibility of the Chief Constable, who is committed to ensuring all staff voices are heard. The Scottish Government expects Police Scotland to support a diverse and inclusive workplace where all staff networks are treated with respect. Police Scotland continues to engage with staff associations and networks to consider the impact of the recent Supreme Court ruling on its internal policies.

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.

Disturbance by low frequency sound is typically described as hearing a low rumble, and it can be distressing, due to sleep disturbance and other symptoms. In some instances the low-frequency noise complaint can be traced to a sound source. If the source can be found then there is a chance the noise can be mitigated. However, in many cases no sound can be traced that could account for the disturbance.

The relevant local authority has responsibilities to consider the granting of any planning permission and enforcement action related to low-frequency noise, supported by the National Planning Framework 4 (NPF4). The environmental health department of that authority consider and act if there was determined to be a breach of the relevant legislation, such as noise and statutory nuisance legislation.

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.

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.

The Scottish Government recognises the importance of accountability in relation to our plans for a just transition. This is why we established the Just Transition Commission in 2019 to advise on and scrutinise our journey to net zero.

The Commission has published a number of reports which consider our approach to delivering a just transition for energy workers. These include the July 2024 publication ‘A Just Transition for Grangemouth’, which has informed the development of our Grangemouth Just Transition Plan; and its most recent report, ‘A Just Transition for Aberdeen and the North East’. The Scottish Government accepts in principle the headline recommendations in the latter report, but will take time to consider them in detail, before providing a full response.

The responsibility of the species licensing function was transferred from Scottish Ministers to NatureScot on 1 July 2011. Scottish Ministers retain an interest in the exercise of all the licensing powers delegated.

NatureScot must inform Scottish Ministers about any novel or contentious issues that arise in connection with the exercise of the delegated licensing functions.

The Scottish Government has not been involved in the licensing decision regarding the translocation of beavers to Glen Affric. The Scottish Government fully supports the decision by NatureScot that further consultation with those land managers who may be affected by the translocation of beavers in Glen Affric will be beneficial, and to ensure that appropriate mitigation measures will be agreed before any licensing decision is made.