Fair Work Action Plan: indicator report 2026
Report setting out the most recent data available for the Fair Work Action Plan's (FWAP) medium-term indicators. These are used to monitor progress towards the outcomes set out in the FWAP.
Annex A: How the Fair Work Action Plan’s medium term indicators were informed by the headline actions
The Fair Work Evidence Plan included a ‘Theory of Change’ (Figure A1), illustrating how delivery of the headline actions would contribute towards the following medium-term outcomes:
- SG and other public sector organisations demonstrate leadership in Fair Work through embedded Fair Work practice
- Fair Work is embedded in all forms of public sector financial support
- Employers are supported to offer Fair Work
- People are supported to prepare for, access and sustain Fair Work
The Actions, outputs and outcomes set out in the theory of change correspond to, and follow on from, the actions and outcomes set out in the Fair Work Action Plan.
Some Actions are general and apply across labour market groups while others are targeted towards specific groups. Some Actions may also have directly attributable impacts towards outcomes while others may make a positive contribution, though direct attributional links may be challenging.
The proportion of female employees in the Scottish Government has stayed consistent
Source: Scottish Government workforce: diversity and inclusion statistics, 2022-2025, The Scottish Government
These Actions also informed the development of the set of medium-term outcome indicators. Building on the medium-term outcomes the Evidence plan outlined a suite of indicators for each of the four Medium-Term outcomes, Figure A2.
In some cases, the indicators can be thought of as illustrating progress of specific activities where an action in the Fair Work Action Plan has a direct impact on a Fair Work outcome (an ‘attributional’ indicator). However, other indicators may reflect progress towards Fair Work aspirations, where we cannot directly attribute impact from specific actions, but would anticipate a positive contribution.
Figure A2: Indicators to monitor progress towards each of the Fair Work action plan medium term outcomes
The proportion of female employees in the Scottish Government has stayed consistent
Source: Scottish Government workforce: diversity and inclusion statistics, 2022-2025, The Scottish Government