Mental Health and Wellbeing Workforce Action Plan: reviewed equality impact assessment 2026

Mental Health and Wellbeing Workforce Action Plan: Reviewed Equality Impact Assessment 2026

Scottish Government have reviewed the Mental Health and Wellbeing Workforce Action Plan Equality Impact Assessment (EQIA).

The Scottish Government upholds its Public Sector Equality Duty (PSED) which requires public authorities in Great Britain to have due regard to certain equality considerations outlined in the Equality Act 2010 when exercising their functions. Relevant employers and public authorities must also adhere to legal obligations under the PSED.

Set out below are our findings, highlighting areas that would benefit from further input and leadership from key stakeholders to strengthen support for the workforce. Although the review highlighted a number of continuing evidence gaps, these have been taken into account in assessing the equality implications of the Action Plan and will inform future monitoring and policy development activity. This updated EQIA has taken into consideration the statutory equality duties, ensuring that available evidence, identified gaps and potential impacts on individuals with protected characteristics have been considered.

To review the EQIA, we utilised feedback received from Mental Health & Wellbeing Leadership Board and new evidence and/or reports that have been published since 2023.

Feedback highlighted:

• While education and training resources are in place and can be evidenced, feedback indicates there is a gap in sufficient workforce capacity to engage and embed this learning in practice. It remains the responsibility of employers to ensure their workforce can access and complete appropriate training. The Scottish Government, working in partnership with relevant stakeholders including for example Public Sector Delivery Scotland (PSDS), Scottish Recovery Network and through the Mental Health Nurse Implementation Group, will continue to support the development and alignment of training provision nationally to ensure it is fit for purpose and contributes to continuous improvement of the workforce.
  • For example, the Scottish Government has provided funding to PSDS for 2026-27 to further develop the Learning Starters resources and promotion of the relevant education and training resources available through the Mental Health and Wellbeing Working Education and Training Advisory Group (ETAG). Furthermore, ETAG will consider any mental health and wellbeing education and training implications that arise from inspection reports undertaken by Healthcare Improvement Scotland and the Mental Welfare Commission.
  • Additionally, employers should monitor uptake of the Once for Scotland Child Protection and Adult Support & Protection TURAS modules and review requirements for more advanced public protection training.
  • In September 2025, NHS Employers in Scotland received job planning guidance for relevant medical and dental staff. This highlighted the importance of an appropriate balance between different elements of the working week; ensuring that sufficient time is dedicated to direct service delivery, personal and professional development, teaching and training of medical and other healthcare staff, management and external responsibilities. This updated guidance should enable the medical staff dedicated time to focus on all elements of training, including all equalities training.
• Everyone who works with people should be able to recognise how trauma and adversity affects the people and communities that they serve and have the skills to respond in trauma-informed ways. Scottish Government and COSLA have a shared ambition for a trauma-informed and trauma-responsive workforce and services across Scotland. This is supported by our National Trauma Transformation Programme (NTTP) which provides freely available, evidence-based trauma training resources and implementation support for all members of the workforce. These can be used to upskill staff to the appropriate level of trauma-informed and responsive practice and, critically, to embed and sustain this model of working.
• The Roadmap for Creating Trauma-Informed and Responsive Change: Guidance for Organisations, Systems and Workforces in Scotland resource was developed as a practical support to all services to embed a trauma-informed and responsive approach. Alongside this, the Transforming Psychological Trauma: Knowledge and Skills Framework for the Workforce and Scottish Psychological Trauma Training Plan, outlines what we all need to know and be able to do in our work, to allow us to respond to the impact of trauma and to support recovery.
• Recruitment, retention, and workforce expansion also emerged as consistent themes across Leadership Board feedback. The EQIA reinforces the importance of a supported and well-nurtured workforce, highlighting the need for ongoing development and sustained investment. Alongside this, the Once for Scotland approach and wider initiatives collectively contribute to strengthening workforce sustainability and capacity.
• Wider wellbeing issues affecting the workforce, particularly stress and burnout, were also prominent throughout the feedback. The EQIA identifies workforce wellbeing as a core priority, with actions focused on creating supportive and inclusive workplace cultures, embedding Fair Work principles, and enabling flexible working practices. It further emphasises the importance of addressing structural drivers of stress, including stigma, inequality, and workforce pressures, while improving access to training, career development, and targeted wellbeing support. Collectively, these measures aim to reduce stress and burnout by ensuring the mental health and wellbeing workforce is valued, supported, and sustainable, enabling them to provide high quality and equalities-informed care. NHS 24 mental health services are available to everyone in Scotland, of all ages. The services offered include listening, offering advice, and guiding to further help if required.

Scottish Government remains committed to working collaboratively with stakeholders and interested parties, including the workforce, lived experience groups and the Leadership Board, to address identified gaps and develop future actions that reduce inequalities within the workforce, for patients and carers, whilst enhancing awareness of available resources that support the workforce. The refreshed Mental Health and Wellbeing Delivery Plan outlines how some of this work will be taken forward.

Since 2023, a number of useful new resources have become available. For example, the Scottish Government's Equality, Inclusion and Human Rights Directorate has developed a free online toolkit aiming to help public sector organisations (and beyond) embed equality and human rights into their everyday work.

The toolkit is available at equalityhumanrightstoolkit.gov.scot and includes:

• a self-assessment tool that identifies where your organisation is in its mainstreaming journey and generates a personalised action plan.
• a curated, filterable resource library covering a wide range of equality and human rights topics.
• practical guidance built around six key drivers for mainstreaming.
• Scottish case studies and real-world examples you can adapt for your own context.

It is free to use, works on all devices, and has been designed to be accessible to organisations at any stage of their mainstreaming journey.

Demonstrations can be arranged through contacting ehrmainstreamingtoolkit@gov.scot.