Race recruitment and retention - an instigation for change: action plan

Our race recruitment and retention action plan details the action we will take to deliver our vision to be a world-leading diverse employer where racial equality is achieved. The Plan’s anti-racist approach covers five priorities to redistribute power and foster cultural change.

Career Progression 

Minority ethnic employees experience equality of opportunity and are optimistic about being able to fulfil their potential in SG.

“You can’t be what you can’t see”. A lack of minority ethnic role models was called out by stakeholders during engagement. It impacts both one’s sense of confidence and self-worth, and one’s belief that achieving the highest positions of power is realistic and achievable. Minority ethnic colleagues have amongst the highest rates of Engagement in Scottish Government, but are less positive about feeling that their current responsibilities are a good match for their experience and talents. 

During engagement, stakeholders cited the need for consistent and sustained support from managers on career progression, promotion, performance assessment. We also learned that meaningful mentoring, sponsorship and peer support are particularly valued by minority ethnic colleagues. The Plan contains actions to improve the talent and development offer to minority ethnic colleagues and to build inclusive leadership capability. 

47.2% of minority ethnic respondents believe they have equal access to apply for jobs (73.3% of white respondents).

74.2% minority ethnic respondents believe they are treated fairly according to their needs to (82.6% of white respondents).

"Exit interviews should be taken into consideration especially for minority ethnic people to understand why they leave the Scottish Government."

Focus Group Participant


Email: Diversityteam@gov.scot

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