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The Dynamic Support Register (DSR) provides a mechanism for national data collection on people with learning disabilities and complex care needs. However, data collected through the DSR is not broken down by how many individuals with autism and learning disabilities remain in hospital settings, despite being clinically fit for discharge.

Public Health Scotland (PHS) collect and publish quarterly data, with the most recent collection, from 26 December 2024, published in March 2025. At that time, there were 1,273 people on the DSR, of which there were 84 delayed discharges and 51 inappropriate out-of-area placements.

The full March PHS report is available here: Insights into learning disabilities and complex needs: statistics for Scotland - 18 March 2025 - Insights into learning disabilities and complex needs: statistics for Scotland - Publications - Public Health Scotland

The next DSR data collection will be published by PHS in June 2025.

Additionally, PHS publish monthly data on delayed discharges here: About this release - Delayed discharges in NHSScotland monthly - Figures for March 2025 - Delayed discharges in NHSScotland monthly - Publications - Public Health Scotland. This data is broken down to Health Board and Local Authority level.

The Scottish Enterprise and UK Office for Investment have established the Grangemouth Investor taskforce which is focussed on identifying and attracting investment in the proposals outlined in Project Willow, with a particular focus on opportunities that the Grangemouth Just Transition Fund could support to ensure they become market investible.

We will update parliament in due course on the progress made against the recommendations set out in Project Willow.

The recruitment and deployment of police officers is a matter for the Chief Constable.

Police Scotland’s three-year Business Plan 2024-2027 sets out the Chief Constable’s vision of a thriving workforce which goes beyond an overall officer headcount and that of a police workforce which includes police staff.

The Chief Constable aims to make maximum impact with a workforce that has the right skills and capacity to keep people safe. Through the Chief Constable’s workforce modernisation plan, Police Scotland are developing an operating model that will create capacity to deal with new and increasing threats by moving more officers to frontline roles, to strengthen community confidence.

The deployment of officers and staff is a matter for the Chief Constable. It is vital that the Chief Constable has the flexibility to develop her workforce to respond to new and emerging operational demands.

Investigation of reports to Police Scotland are quite rightly operational matters for the Chief Constable. Police Scotland has confirmed that every crime report is assessed for threat, harm, risk, vulnerability and for proportionate lines of investigation and evidence, as soon as it is reported.

Officer wellbeing and retention are operational matters for Police Scotland. I refer the member to my response to S6W-35420 on 17 March.

The Chief Constable has stated to the Criminal Justice Committee that the wellbeing of police officers and staff is one of her main priorities. Police Scotland has made a £17 million investment in wellbeing, which includes a 24/7 Employee Assistance Programme and enhanced occupational health services, to support officers and staff wellbeing.

All answers to written Parliamentary Questions are available on the Parliament’s website, the search facility for which can be found at https://www.parliament.scot/chamber-and-committees/written-questions-and-answers

The Scottish Government is committed to working across Scottish society, and the Scottish Parliament, to guard against the threat of polarising forces and ensure we empower people who feel distant from politics or on the margins of society.

The recent Gathering was an important milestone in this work – bringing together more than 50 leaders to assess the robustness of Scotland’s democratic system and examine the root causes that might undermine shared values. It secured a commitment, across civic, faith, and political leaders, to foundational principles which will guide our collective response and to working in a shared endeavour to give life to these principles. But this was only ever a starting point.

As set out in Programme for Government 2025-26, Scottish Government will now work with partners to develop specific, targeted actions in response to these issues, including:

• Developing counter interventions to the threats to our democratic system.
• Creating positive relationships and engage people across society on the issues.
• Working with partners to engage their own networks to strengthen democratic.
• Using the Scottish Government’s convening power to advance the dialogue around, and progress the solutions to, the issues identified.

Further detail on the outcomes of this work will be provided in due course.

Costs for The Gathering were met from within relevant portfolio budgets which include budget cover for a range of day-to-day spend, including events and engagements.

The judgements and issues in the Scottish Government’s Energy Strategy and Just Transition Plan are informed and influenced by ongoing developments in the UK Government’s energy policy and recent court decisions. We are taking sufficient time to analyse and reflect on those developments and their impact on Scotland.

Scotland’s valued and highly skilled offshore oil and gas workforce must be at the heart of a just transition, therefore the Scottish Government is not awaiting a final policy position from the UK Government to take action. We have been supporting workers with the powers available to us, and will continue to do so. We are working with industry partners on an Energy Skills Passport, and with UK Government to develop a Regional Skills Pilot scheme for Aberdeen City and Aberdeenshire. Through our Just Transition Fund for the North East and Moray we have invested £9.7 million on skills interventions, including the Skills Passport, a Digital Innovation Lab, and an Energy Skills Transition Hub which will open later this year.

The forthcoming draft Climate Change Plan will set out our pathway to net zero over the plan period of 2026-2040, in a way that is just and fair. Our plan will also set out the estimated costs and benefits of the policies and proposals within.

The plan will be subject to, and published alongside, a suite of impact assessments which ensure policies and proposals are informed by evidence and consider their potential effects on individuals, businesses, and communities. These published impact assessments will include, amongst others, an Equalities Impact Assessment (EQIA) and an Island Communities Impact Assessment (ICIA), which ensure our policy drives progress towards our National Outcomes, statutory targets and commitments within the Policy Prospectus.