Section 2: Collecting information
What evidence is available about the needs of relevant groups? Please consider demographic data, including census information, research, consultation and survey reports, feedback and complaints, case law, others knowledge and experience. Please refer to the list of evidence on the EQIA page of the intranet.
|Details||Source of Evidence|
Demographic information on the population of
Median age: 42 female, 40 male
Long term health problem or disability: 20%
Married or in a Civil Partnership: 45.4%
Race: BME 4%
Sex: 51.5% female, 48.5% male
Working age population
Median age: 45-49
Long term health problem or disability: 15%
Married or in a Civil Partnership: 37%
Race: BME 5.8%
Sex: 49.6% female, 50.4% male
|Census Scotland 2011 Results|
Information on the workforce profile of Forest
Enterprise Scotland & Forestry Commission
||Internal HR/ MI reports as at 30th June 2018.|
Wider forestry sector workforce profile:
Scotland forestry workforce profile:
Commission 2015 Report
The Scottish Trees and Timber Sector Labour Supply and Future Demand (2017)
Scottish Forest and Timber Technologies sector: Skills and training scoping study 2015
Lantra 2010-11 factsheet
Confederation of Timber Industries 2016 report
From your research above have you identified any gaps in evidence? If so what are the gaps?
FES & FCS does not currently collate or analyse information on some of the protected characteristics of its employees. These include gender reassignment, marriage/civil partnership, pregnancy/maternity, religion/belief or sexual orientation. Some information is collated anonymously via the biennial staff survey as indicated above. As such we are unable to ascertain any impacts on staff due to these protected characteristics.
There is a lack of detailed or robust demographic data available on the forestry sector in Scotland and we therefore know very little about the profile of the workforce in terms of protected characteristics. As such we are only able to assess any impacts on the workforce in relation to gender, ethnicity and age, and even here, only on a tenuous basis.
As appropriate please describe the consultation/engagement undertaken including details of the groups involved and the methods used.
This partial EQIA has been based on an assessment of evidence and the experience and expertise of the FCS/ FES Equality & Diversity Manager and the Forestry Strategy Team.
Are there any other groups to be consulted?
In order to elicit wider views on the potential impact of the draft strategy on equality, we have included a specific question relating to this partial EQIA in the consultation document:
Q10. Would you add or change anything in the Equality Impact Assessment (which includes our assessment of the potential impact of the strategy on inequalities caused by socioeconomic disadvantage – Fairer Scotland Duty)?
The responses we receive to this question will help to inform the content of the final strategy, as well as the final EQIA.
During the formal consultation period we also intend to consult with a range of groups directly regarding the strategy and equality/inequality, including:
- Requesting specific comment on the draft strategy from the FES/ FCS Equality & Diversity Internal Steering Group.
- Holding a consultation meeting with staff from across FES/ FCS who share protected characteristics.
- Approaching E&D Managers from SEPA, HSE, SNH for specific comment on the draft strategy.
- Consulting with a broad range of stakeholders (potentially including, but not limited to those with protected characteristics) through meetings and workshops focused on the draft strategy.
Email: Bob Frost