Equality outcomes 2025-2029

2025-2029 Equality Outcomes

Purpose of our Outcomes

The Scottish Government is firmly committed to mainstreaming equality and human rights across all aspects of its work. This commitment ensures that fairness, dignity, and inclusion are embedded in our policies, practices, and decisions.

The outcomes published here cover the period from 2025 to 2029. They build on the progress made and the lessons learned from our previous set of outcomes. Reflections on these earlier outcomes are detailed in our Mainstreaming Report.

The purpose of these equality outcomes is to drive progress on specific enablers of meaningful change; change that will address systemic inequalities and promote inclusion across Scotland. The deliberate focus on system change is a conscious response to a wide range of evidence which highlights the importance of systemic action.

Our Process for Deciding on our New Outcomes

To inform the decision about our equality outcomes, we completed a series of key steps. This included conducting a comprehensive trawl across the Scottish Government to identify evidence about persistent inequalities and levers that drive improvement. This involved reviewing existing research, policy documents, and data sources, as well as engaging with analysts and policy teams. This ensured we captured a broad and accurate picture of disparities across different protected characteristics.

We analysed the findings from this evidence trawl in relation to the Equality and Human Rights Commission’s (EHRC) proposed national equality outcomes (NEOs), and the National Performance Framework (NPF), with a particular focus on the NPF Equality Analysis.

By examining key themes across various evidence sources, we identified common priorities while also recognising issues that were more specific to certain groups. This allowed us to see where our findings aligned with national ambitions and where further action was needed to tackle inequality. The evidence helped shape our decision to focus on a smaller set of systemic outcomes, rather than a broad range of portfolio-specific ones as in previous years. We recognised that by taking this more targeted approach, we could take steps to address the root causes of inequality more effectively and achieve a wider-reaching impact across all protected characteristics, rather than only benefiting specific groups.

We also decided to provide more visible government leadership with other duty bearers to emphasise the importance of outcome-setting. As part of this, we actively engaged with other listed authorities to share our thinking on shifting towards a more systemic approach to equality outcomes. Through our outcome-setting process, we aimed to not only develop our own outcomes but also support and improve outcome-setting more broadly.

To facilitate this, we convened four roundtable events with 119 attendees across a variety of listed authorities, creating a forum to discuss our proposed outcomes, gather feedback, and learn about their plans. These sessions also provided an opportunity to support the shaping of their own equality outcomes. The events featured presentations, Q&A sessions, and participation from the EHRC, who offered additional guidance and support. The Minister for Equalities spoke at three of the four roundtables, reinforcing the importance she places on setting meaningful and impactful equality outcomes.

In addition, we hosted a further roundtable event with equality stakeholders to discuss the proposed outcomes. This was an important opportunity to gather insights and further data and evidence from those with lived and professional expertise. In response to that event, there was a further opportunity for written feedback.

Internally, we shared the draft outcomes at a meeting with our Equality and Human Rights Senior Leadership Group (EHR-SLG). The Minister for Equalities attended this meeting to highlight the importance she placed on the outcomes, and action to achieve them. This leadership group is comprised of Directors from across government portfolios. This provided them the opportunity to share reflections on our approach and how it aligns with action across government.

Finally, we held a series of review sessions with policy leads who established the 2021–25 outcomes, to reflect on progress made and potential areas of improvement. Key lessons learned from these sessions included:

• Focus and Prioritisation: Narrowing the scope of outcomes enables measurable progress. While our organisation requires broad outcome wording, targeted actions can drive effective delivery.
• Improved Monitoring and Reporting: Clear success measures, robust frameworks, and accountable leads enhance transparency and keep progress on track.
• Collaboration: A coordinated approach across portfolios strengthens alignment, breaks down silos, and maximises impact.

These reflections guided our approach to the upcoming 2025–29 equality outcomes, ensuring that lessons from the past period inform a more strategic, focused, and impactful approach.

As a result of these actions, we have decided to adop t a new approach to setting outcomes for 2025–29. Rather than focusing on outcomes that relate to specific government portfolios, we have identified three outcomes that focus on the underpinning enablers of system change.

This shift is designed to maximise impact across all areas of government, fostering a unified and integrated approach to mainstreaming equality. By adopting a systemic approach, we have, for the first time, established common shared outcomes that apply both to government policy and to our role as an employer. Crucially, these outcomes are not confined to specific portfolios but are applicable across all areas of government. This is intended to support a more cohesive and coordinated approach, embedding equality considerations into decision-making rather than restricting them to specific policy areas.

This approach recognises that the Scottish Government already undertakes a wide range of activity to tackle inequalities—through investment, legislation, policies, and delivery programmes. Rather than duplicating or replicating this existing work, our focus is on strengthening the enablers of systemic change. By addressing some of the structural and cultural barriers that underpin inequality, we can drive long-term improvements that benefit all portfolios, helping to ensure that equality is embedded across government.

To ensure clarity and focus, we have structured the report to address each outcome from two perspectives: the Scottish Government as a policy-maker and as an employer. This dual approach reflects our comprehensive commitment to embedding equality and human rights in both our internal practices and our external policies.

Overview

Outcome 1

Equality Evidence:

By 2029, the collection, analysis and publication of equality and intersectional evidence will be strengthened as a result of identifying and filling gaps identified as a priority. There will be better, and more consistent, use of equality and intersectional evidence in public and corporate policy design, monitoring and evaluation.

Scottish public bodies’ will be more aware of the Equality Evidence Finder (EEF) and make better use of its evidence.

Outcome 2

Lived Experience & Participation:

By 2029, there will be better use made of lived experience and public participation to inform government policy and decision-making. Individuals with lived experience of inequality and exclusion will have greater influence in shaping policies and practices that affect them.

Their insights will be more meaningfully integrated into decision-making processes, strengthening accountability and ensuring that Scotland and our workplace become fairer, more inclusive, and more responsive to diverse needs. Strengthened direct accountability mechanisms will ensure that people with lived experience have a role in assessing how well policies are implemented and whether they deliver meaningful change.

Outcome 3

Equality & other relevant Impact Assessments:

By 2029, the effectiveness and quality of impact assessments related to equality, rights, and fairness will be strengthened – improving our policy development, workplace and decision-making. They will be consistently high-quality, rigorous, and timely. Their influence will be evident in well-informed policies that advance equality. Impact assessments will be more accessible, enhancing transparency and facilitating greater accountability.

The three equality outcomes are designed to be interconnected and mutually reinforcing, driving systemic organisational and cultural change. High-quality equality data provides a robust evidence base to identify disparities and inform policy decisions. However, data alone is not sufficient—meaningful engagement with people who have lived experience of inequality ensures that the realities behind the numbers are fully understood and that policies reflect the needs of those most affected. Strengthening the quality and transparency of impact assessments further embeds these insights into decision-making, ensuring that equality and human rights are systematically considered across Scottish Government policies and practices.

By advancing these three areas together, we foster a more inclusive, evidence-led approach to policymaking, ensuring decisions are well-informed, equitable, participatory, and accountable.

• Equality evidence provides a strong foundation of data and analysis, highlighting inequalities and guiding informed decision-making.
• Lived experience and participation bring depth, context, and authenticity, ensuring policies are shaped by those most affected.
• Impact assessments integrate these insights, systematically evaluating the effects of decisions on different groups and embedding equality considerations throughout policymaking and implementation.

Together, these elements create a dynamic cycle: evidence identifies issues, lived experience enriches understanding, and impact assessments translate this into actionable change. This interrelation fosters accountability, challenges entrenched inequality, and drives a shift towards a more inclusive culture within systems and organisations. They, as a package, support embedding equality into decision-making and organisational culture, fostering sustainable, systemic change.

The outcomes directly align with and support the NPF by embedding equality, human rights, and inclusion into its core aims.

• Equality evidence strengthens the NPF’s focus on data-driven policymaking, ensuring progress is measured and inequalities are identified and addressed.
• Lived experience and participation reflect the NPF’s commitment to empowering individuals and communities, ensuring that people’s voices shape policies and services that affect their lives.
• Impact assessments, meanwhile, operationalise the NPF’s values by ensuring that decisions contribute to equitable outcomes and minimise harm, particularly for marginalised groups.

Together, these outcomes support the NPF’s vision of a fairer, more inclusive Scotland by driving informed, participatory, and accountable decision-making that promotes wellbeing and equality across all aspects of public life.

Alignment with Mainstreaming Strategy

The Mainstreaming Strategy is currently being drafted for publication in the latter half of 2025. The Strategy sets out a framework to support Scottish Government and the wider public sector to mainstream equality and human rights across their strategic, policy, legislative and financial functions and decisions.

The framework is formed of the following six key drivers:

• Strengthening leadership
• Developing accountability and transparency
• Ensuring effective regulatory and policy environment
• Utilising evidence and experience
• Enhancing capability and culture
• Improving capacity

We have consciously sought to ensure that the Strategy and the equality outcomes align. The Strategy identifies as a key driver the importance of using equality evidence and lived experience to effectively mainstream equality and human rights. Using impact assessment processes to involve people in the policy decisions that affect them is integral to the process of mainstreaming, and is also covered within the drivers outlined above.

Impact on Protected Characteristics

Collectively, our outcomes will have a significant positive impact on all the protected characteristics to which the PSED applies.

Equality evidence helps identify disparities and trends affecting people with protected characteristics, enabling targeted and informed interventions.

Lived experience and participation ensure that the voices of those directly experiencing discrimination or disadvantage, are central to decision-making. This approach ensures that policies and practices are relevant and responsive to their needs.

Impact assessments provide a structured mechanism for evaluating how proposed policies and actions will affect people with these characteristics, helping to mitigate potential harms and maximise positive outcomes.

By working together, these outcomes create a feedback loop that identifies barriers, amplifies underrepresented voices, and embeds equality considerations into organisational and cultural practices, ultimately driving progress towards the elimination of discrimination and the promotion of equality for all protected groups. These outcomes directly link to and support the Scottish Government’s mainstreaming framework by embedding equality into the structures, functions, and culture of decision-making.

Equality evidence provides a critical foundation for mainstreaming, ensuring that policies and practices are informed by robust data on inequalities.

Lived experience and participation amplify this approach by bringing the voices and insights of diverse communities into the heart of policymaking, ensuring that equality considerations are rooted in real-world contexts.

Impact Assessments contribute to mainstreaming by systematically evaluating how policies, programmes, and services will affect different groups, embedding equality as a core component of all decisions.

Together, these outcomes reinforce the mainstreaming framework by driving a proactive, evidence-based approach to tackling inequality, making equality a fundamental consideration in all aspects of government work, and fostering an inclusive culture that supports fairer outcomes for all.

Protected Characteristic Specific Plans

There remains a range of characteristic specific plans with specific goals and outcomes which will drive performance in specific areas.

Most recently, we announced plans to co-design a Gender Equality Strategy for Scotland with the First Minister’s National Advisory Council on Women and Girls (NACWG) and their Empowering Women Panel of women and non-binary people with diverse lived experience. The Strategy will bring together the range of work already underway to advance gender equality into a coherent and holistic approach to delivering for women and girls in Scotland. The Gender Equality Strategy will complement the Mainstreaming strategy by taking a twin-track approach to tackling gender inequality as recommended by the NACWG.

Others include:

• A Connected Scotland: Our Strategy for Tackling Social Isolation and Loneliness and Building Stronger Social Connections
• A Fairer Scotland for Disabled People: Delivery Plan
• A Fairer Scotland for Older People: Framework for Action
• A Fairer Scotland for Women: Gender Pay Gap Action Plan
• British Sign Language (BSL): National Plan 2023 to 2029
• Equally Safe: Delivery Plan
• Equally Safe Strategy - Violence Against Women and Girls
• Fair Work Action Plan: Becoming a Leading Fair Work Nation by 2025
• Faith and Belief Engagement Strategy
• Gypsy/Travellers Action Plan: 2024-2026
• Hate Crime Strategy
• New Scots Refugee Integration Strategy: 2024
• Non-Binary Equality Action Plan
• Anti-racism in Scotland: progress review
• Race Equality Framework for Scotland 2016 to 2030
• Social Isolation and Loneliness: Recovering our Connections 2023 to 2026

Diversity and Inclusion Employer Strategy

Diverse experience, skills, thinking and background are essential to delivering better policies, services and decisions.

The Diversity and Inclusion Employer Strategy was developed to systematically embed equality and human rights within the Scottish Government workforce. By addressing disparities in employee experience through a data-driven, co-production approach, this strategy moves beyond traditional diversity initiatives to mainstream equality as a core element of organisational design and business planning. It consolidates previous disability, race, and socio-economic diversity action plans into a single, impactful strategy. Ensuring a more cohesive and intersectional approach to inclusion.

Our Diversity and Inclusion Employer Strategy aims directly to impact positively on the experience and outcomes at work for all equality groups. It uses data to understand experiences and outcomes and to direct actions. It coordinates our activities to where we expect to have the biggest impacts. Colleagues are actively involved in monitoring these impacts so we can adjust our approach where required.

Scottish Government staff diversity data is published quarterly, with a more detailed exploration published annually. The annual publication presents diversity and inclusion experiences as measures against employer outcomes.