Equality outcomes 2025-2029

Outcome 3: Equality and 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.

Why We Choose This Outcome

Impact assessments (IAs) are crucial for ensuring Scottish Government policies align with the Public Sector Equality Duty. Equality Impact Assessments (EQIAs) are a legal requirement under the Scottish Specific Duties. Improving the accessibility and usability of training, guidance and support will help policy teams meet their legal responsibilities while promoting inclusive and equitable policies.

While EQIAs are the primary focus, other relevant impact assessments, such as Child Rights and Wellbeing Impact Assessments and Fairer Scotland Duty Assessments, also play an important role in addressing inequality. Over 2025-29, efforts will prioritise improving the quality of EQIAs while considering how to enhance all other relevant impact assessments.

Giving impact assessment improvement the status of a PSED-related equality outcome will provide a focused, time-bound approach to drive systemic change, complementing ongoing mainstreaming efforts.

Context

As part of our continuous improvement work, we are keen to maximise the extent to which the impact assessment system supports better policy making and more beneficial and equitable outcomes.

A new review group of senior officials has recently been established. It is focused on the need for high quality, proportionate, accessible and timely impact assessments which clearly evidence the impact of policies, influence decision-making, and support wider strategic processes. This group, alongside the existing Impact Assessment Leads Group, is working to strengthen oversight and embed better practice across policy development.

By integrating impact assessment improvement into the PSED outcomes, we are ensuring this work gains the necessary profile, visibility, and accountability. This focused approach will complement ongoing efforts and help drive systemic change across the organisation.

As an employer, the Scottish Government must attract, retain, and support a diverse workforce which represents Scotland’s communities. A truly inclusive workplace requires systems, policies, and behaviours that enable all employees to reach their full potential.

The Diversity and Inclusion Employer Strategy provides a clear framework for achieving this, using a theory of change model to prioritise efforts that improve workplace experiences and outcomes for all equality groups. This approach ensures that actions are responsive to emerging needs, fostering continuous improvement and avoiding complacency.

The Diversity and Inclusion Employer Strategy is underpinned by an Equality Impact Assessment covering the full employee journey. Ensuring that inclusion is embedded at every stage. Developed transparently and iteratively, it will be supported by a rolling programme of monitoring and evaluation to track progress and drive meaningful change.

Measuring Success

Success in impact assessments related to equality, rights, and fairness will be measured through several key indicators, including:

• Improved assessments in annual Certificates of Assurance¹ as part of the Scottish Government’s corporate governance and assurance. This will indicate increased Senior Leadership confidence in the quality of EQIAs.
• Stakeholder feedback will provide insight into the effectiveness of impact assessment activity related to equality, rights and fairness.
• The further integration of relevant impact assessments into induction packs and other corporate material will indicate stronger institutional embedding.
• A clearer organisational stance on the value of impact assessments, along with the implementation of recommendations from the senior officials review group will demonstrate progress.

Success will also be reflected in identifying and addressing any barriers to effective impact assessments, securing sufficient resourcing for impact assessment support, and increased evidence of the Diversity and Inclusion Employer Strategy’s positive impact, as captured in the Mainstreaming Reports published every two years.

Our success measures above describe our initial proposals for measuring success. Further work will refine this and ensure it is aligned with the finalised set of contributing actions.

Meeting the Public Sector Equality Duty

The Scottish Government ensures that equality is proactively considered in policymaking by embedding EQIAs into decision-making processes. High-quality impact assessments help identify and address barriers to equality, ensuring that policies benefit a wide range of communities, particularly those who are underrepresented. By strengthening guidance and training for policymakers, Scottish Government enhances the integration of equality considerations, leading to more inclusive and equitable policy outcomes.

A key focus of our approach is preventing indirect discrimination before policies are implemented. EQIAs are used to assess how different groups may be affected, allowing policymakers to identify and mitigate potential negative impacts on vulnerable or marginalised communities. By improving the quality of these assessments, Scottish Government ensures that unintentional biases and disparities are recognised and addressed at an early stage. Through robust training, clear guidance, and strengthened processes, policymakers are equipped to develop policies that actively promote fairness and inclusivity.

Transparency and accountability are central to fostering good relations. By publishing impact assessments in an accessible format, Scottish Government ensures that stakeholders and the public can see how equality considerations have influenced decisions. This openness builds trust and encourages meaningful dialogue between government and communities. Additionally, incorporating lived experience into the assessment process ensures that policies reflect the realities and aspirations of diverse groups, strengthening social cohesion and reinforcing Scotland’s commitment to equality.

As an employer we consider the three needs of PSED through our Diversity and Inclusion Employer Strategy.

By understanding the unique needs of employees from different equality groups, we ensure that inclusive systems and processes are in place. A rolling programme of monitoring and evaluation tracks progress and drives continuous improvement, helping to improve experiences and outcomes for all. This commitment creates an environment where all employees can thrive and contribute to a fair and supportive workplace.

Through the implementation of the Diversity and Inclusion Employer Strategy, we ensure that all employees, regardless of background or characteristics, are treated fairly and equitably. The EQIA framework supports this by identifying challenges faced by different groups. And regular monitoring ensures that discriminatory barriers are identified and tackled effectively.

Ensuring that employees feel heard and respected is crucial. By focussing on continuous improvement and ongoing evaluation, we create opportunities for feedback and dialogue. Building a culture of mutual respect and understanding. This contributes to both individual and organisational success, strengthening our inclusive workplace.

Actions

Short Term Action (12 months)

Policy:

1. Develop and deliver enhanced training, support and guidance on equality & other relevant impact assessments.

2. Continue to improve the quality and approach to impact assessments to allow them to better support strategic decisions, such as Programme for Government and budget processes.

3. Continue to improve the quality and depth of information in equality & other relevant impact assessments in advice provided to Ministers.

Employer:

1. Promote and embed the DG Corporate EQIA Improvement Programme to support capability building and share good practice.

2. Analyse findings of the Equal Pay Audit against the Diversity and Inclusion Employer Strategy hot topics to identify any additional layer of disadvantage.

3. 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.

Long Term Action (1–4 years)

Policy:

1. Collaborate with individual portfolios to improve a structured approach for integrating equality and human rights impact assessments into policy development. Establishing clear processes to ensure portfolios can identify and comply with ministerial duties related to impact assessments, including where specific reporting or publication requirements apply.

2. Ensure relevant impact assessments are accessible to stakeholders. For example, through more transparent publication processes or the use of a central repository.

3. Achieve increased senior leadership confidence in EQIA quality, as evidence by Certificates of Assurance data.

4. Ensure that comprehensive training and guidance materials on impact assessment are provided as standard during induction and are linked to Policy Profession tools and materials.

Employer:

1. Deliver the Diversity and Inclusion Employer Strategy action plan.

2. Embed practical understanding and lessons learnt from adopting an impact-focused approach into the refresh of the Diversity and Inclusion Employer Strategy action plan.

The above actions have been identified as initial actions to support this outcome. Further work is planned to confirm the final set of contributing actions.