Scottish Government Social Research Five Year Plan 2026-31 Summary Edition

Goal 2: Social research will better reflect and represent Scottish society

Social research should reflect the diversity of the society it serves. If our workforce, methods and evidence do not capture the full range of experiences across Scotland, policy will be less effective. That is why inclusion sits at the centre of this strategy.

Scotland is changing. Communities are shaped by demographic shifts, unequal opportunities, rural and urban differences, disability, ethnicity, migration, age and changing social values. To understand that complexity, the profession needs a wide range of perspectives and skills. In the current financial climate, our focus must be on making the most of the talent we already have while using targeted routes to bring in new perspectives where possible.

This goal is about more than workforce diversity, important though that is. It is also about how research is designed and delivered. Inclusive sampling, accessible materials, careful recruitment, ethical engagement and the use of lived and living experience all help create evidence that is more representative and more useful. Deliberative and participatory approaches can help people contribute as active partners in research rather than as passive respondents.

Better representation is not an optional extra. It is essential to understanding how policy affects different people and places. If we want decisions that work for Scotland, our evidence must reflect Scotland in all its diversity.

For the profession, that means paying attention to who is able to join, stay and progress. A wider range of backgrounds and experiences can strengthen creativity, challenge assumptions and improve the questions we ask. It also helps government better understand communities that may have low trust in institutions or limited engagement with formal systems.

For research design, it means being intentional. Accessible materials, supportive facilitation, thoughtful incentives, mixed recruitment routes and careful consideration of ethics all shape who is heard. When done well, inclusive research improves both its fairness and quality. It gives decision makers a more accurate picture of Scotland as it is lived, not just as it is easiest to measure.

What we will do

• Use anonymised and proportionate workforce information (in line with data protection and ethical requirements) to understand development needs, retention patterns, capability gaps, and to target support where it is most useful.
• Explore broader entry routes into the profession when these are possible, and subject to approvals, including graduate pathways, apprenticeships, experience-based routes; and support internships and fellowships to develop capability.
• Ensure any recruitment we undertake is fair, inclusive and accessible, while placing greater emphasis on internal development to broaden experience.
• Provide structured induction, mentoring and development support so that people entering the profession can build confidence quickly and progress over time.
• Strengthen inclusive research design through high quality sampling, accessible participation, and approaches that align with equality law and good ethical practice.
• Broaden the evidence base by making more use of lived and living experience and by recognising different forms of knowledge alongside traditional research evidence.
• Develop methods, procurement routes and technologies that help us capture a wider diversity of opinion and experience across Scotland.