Equality and human rights mainstreaming action plan

Actions: Developing accountability and transparency

Action 7:

We will develop and launch an engagement and evaluation plan to underpin the uptake and measure the effectiveness of the mainstreaming strategy and toolkit across the public sector. We will publish this in Summer 2026 alongside the governance framework for the Action Plan highlighted in Action 1.

Source: Mainstreaming Action Plan

Action 8:

We will create a Human Rights Tracker Tool which will contribute towards accountability and transparency in human rights implementation. In the first phase, which we intend to launch in March 2026, the tool will provide a repository of recommendations from international treaty bodies, and future phases will seek to provide implementation information.

Source: Ministerial Commitment

Action 9:

In 2026, we will continue the Public Sector Equality Duty (PSED) Improvement Stakeholder Reference Group, which brings together listed authorities and equality stakeholders. The Group will provide a mechanism to collaborate on the development of improvements to the PSED framework, and will hold the Scottish Government to account on delivery of those improvements. Further information on the action we will take forward in this space is set out in the Regulation 12 Report published alongside this document.

Source: PSED Regulation 12 Report

Action 10:

We will ensure that there is opportunity for disabled people to hold us to account on the progress of the Disability Equality Plan by:

• establishing a Disability Equality Delivery group, to oversee progress on the actions identified in the plan. This group will report on progress to Ministers and hold regular discussions with disabled people and the organisations that support them through a Disability Equality Collaborative providing direct dialogue between disabled people and Government
• a survey of disabled people in mid-2026/early 2027 to gather evidence of the impact of our actions
• publishing a progress report to determine where we need to focus our efforts in the 2026-31 parliamentary session

Source: Disability Equality Plan

Action 11:

By 30 April 2027, we will deliver Diversity and Inclusion Employer Strategy Action Plan priorities to improve the evidence base and its use. This will include increasing the transparency and use of aggregated diversity and inclusion data both internally and externally. We will explore new sources of information relevant to diversity and inclusion, such as exit interview feedback data.

Source: Equality Outcome 1 - Equality Evidence

Action 12:

By 30 April 2027, we will embed routine consideration of the diversity and inclusion evidence base into our employer governance and reporting.

We will take action to build the diversity data we hold on our staff by increasing the number of colleagues sharing their diversity information (such as their marital status or ethnicity) on our HR system. We will also ensure regular reporting of this data and what it tells us in our diversity and inclusion dashboard, reporting this to the Executive Team and key governance groups. Analysis of data will include looking at how colleagues who identify with multiple equality groups can experience compound disadvantages in relation to their employee experience, using data from our internal staff survey.

Source: Equality Outcome 1 - Equality Evidence

Action 13:

By 30 April 2027, we will develop the diversity and inclusion dashboard to measure the impact of actions on an ongoing basis whilst assessing the need to iterate to ensure progress towards prioritised changes.

Source: Equality Outcome 3 - Equality & Other Relevant Impact Assessments