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The Scottish Government is committed to supporting and empowering women and girls to reach their full potential through our sustainable and inclusive economic growth ambitions.

In our recently published Best Start, Bright Futures: Tackling Child Poverty Delivery Plan 2022-26, we committed to building on existing work to remove barriers to employment, taking a strategic and intersectional approach to tackling employment inequalities. We know that the voice of lived experience is vital in developing and implementing policy to tackle poverty, and will continue to work with partners in the delivery of this plan.

To incorporate understanding of women’s experiences, we will be working in partnership with our key stakeholders and partners, as well as key advocacy groups who work directly with parents in the priority families groups outlined within the Tackling Child Poverty Delivery Plan. We have committed to establishing a Parental Lived Experience Panel in Summer 2022, to help inform our activity around employability. This will build on the on the success of our existing Lived Experience Panel, which has been invaluable in co-designing No One Left Behind, and aligns with our wider commitments to embedding the Scottish Approach to Service Design in employability. Work is also underway to develop a lifetime skills offer to support individuals and businesses to develop the skills needed now and in the future, and as these proposals are developed, we will link with key expert groups to inform the process.

The latest forecasts produced by the Scottish Fiscal Commission forecast that £15 million will be spent on Self-Isolation Support Grants in 2022-23. The Commission will be publishing new forecasts on 31 May 2022 following engagement with Scottish Government. We will continue to collect and publish monthly Management Information on applications, awards, and expenditure.

Delivery partners hold the ScotSpirit budget enabling them to book breaks for unpaid carers and low-income families with participating businesses from October 2021 to December 2022. Therefore, the budget is spent with business as and when breaks are booked and taken rather than a set number of voucher being available for issue.

Delivery partners hold the ScotSpirit budget enabling them to book breaks for unpaid carers and low-income families with participating businesses rather than issuing physical break vouchers. This person centred approach ensures that delivery partners work with individuals to broker and book the type of break that best meets their individual needs.

From October to December 2021 just over £58K was spent on breaks.

The benefit cap is a UK Government policy that sets a limit on the total annual payment a household can receive from means-tested benefits. The Scottish Government cannot amend this policy but we can provide support to benefit-capped families through the discretionary housing payment system. Our aim is to mitigate the cap as fully as possible within the parameters set by UK legislation on discretionary housing payments.

We are working with local authorities to identify good practice in benefit cap mitigation and agree how to best support those affected. This additional funding will be rolled out as early as possible this year. Estimates show around 4,000 households are capped and we will work with local authorities to identify those.

The duty to ensure equality of opportunity rests with employers and so the development and implementation of plans is a matter for Local Authorities. The Scottish Government does not collect this information centrally.

Public sector bodies, including local authorities, are subject to the Public Sector Equality Duty (PSED) which requires listed public authorities, in all their functions, to have due regard to eliminate discrimination, advance equality of opportunity, and foster good relations between persons who share a relevant protected characteristic, such as disabled people, and those who do not.

Furthermore, local authorities in Scotland are subject to The Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012. This includes a duty to gather and use employee information in relation to their protected characteristics, before using that information to better fulfil their duties under the PSED; as well as a duty to publish statements on equal pay and occupational segregation (within organisations) regarding disabled people. Responsibility for ensuring compliance with these duties lies with the Equality and Human Rights Commission.

The Scottish Government is currently reviewing the effectiveness of the PSED in Scotland. This means reviewing the Scottish Specific Duties as well as the implementation environment in which they sit. From December 2021 to April 2022 we ran a public consultation containing ambitious and detailed proposals for changes to the duties, several of which will help to address barriers faced by disabled people in the workforce.

After consultation responses have been analysed, we will continue to work with public bodies and equality advocacy groups with a view to introducing new regulations that will deliver better outcomes for those who experience inequality.

The Scottish Government has published two progress reports following the initial publication of A Fairer Scotland for Disabled People: Employment Action Plan in December 2018. These were published in March 2020 and March 2021.

Labour Market Statistics are published regularly by the Scottish Government and include data on disabled people’s employment rate, and the disability employment gap. The most recent full year figures for the Annual Population Survey, allowing comparison with our baseline year (2016), were published on the Scottish Government’s website in March of this year.

We are currently in the process of refreshing A Fairer Scotland for Disabled People: Employment Action Plan, to be published in Autumn 2022 as part of a single, unified Fair Work Action Plan. Where appropriate, this will include a refresh of actions that remain in progress, whilst also identifying new action to be undertaken to reduce the disability employment gap.

The Scottish Government has established a Short Life Working Group (SLWG), co-chaired by Glasgow Disability Alliance, to develop a refresh of the Action Plan, to be published in Autumn 2022 as part of an overarching Fair Work action plan. Membership of the working group includes: disabled people’s organisations (Inclusion Scotland, Glasgow Centre for Inclusive Living), national disability organisations (e.g. ENABLE Works, Scottish Commission for People with Learning Disabilities), as well as wider stakeholders with an interest and expertise in disabled people’s employment (e.g. STUC, the Institute of Directors, Public Health Scotland, Skills Development Scotland) and internal Scottish Government policy teams.

Disabled People’s Organisations (DPO’s) are key to representing the voice of lived experience on the working group itself – they have been clear in their view that the Scottish Government should not repeat previous engagement as to what the barriers to employment are for disabled people. Rather, we have agreed that the working group will develop initial proposals for action to address barriers and discrimination, with engagement with disabled people themselves to then be led by the DPOs, with support from Scottish Government and wider partners. This will enable us to sense check proposals and ensure they align with disabled people’s priorities in order to tackle the disability employment gap. In addition, engagement will be undertaken with wider stakeholders, as part of a communications and engagement strategy for the overarching Fair Work action plan.