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Section three of this year's annual report to Parliament on the operation of the Council Tax energy efficiency discount schemes (reference SG/2018/28) examines the contribution made to energy efficiency. The report can be provided by SPICe on request.

Development of each Council Tax energy efficiency discount scheme is the responsibility of individual local authorities in delivering their duties under Section 65 of the Climate Change Act 2009.

Information on waiting times is not held centrally. Information Services Division does not collect Autism Spectrum Disorders waiting times information.

Information Services Division receives waiting times information from NHS Boards for all referrals to Child and Adolescent Mental Health Services (CAMHS) but this is not broken down by condition.

However, improving diagnostic services remains a Scottish Government priority for the Scottish Strategy for Autism .

It is recognised that waiting times are too high across both children and adult diagnostic services and that is why the Scottish Government has invested in an Improvement Programme to work with Health and Social Care Partnerships to reduce waiting times for autism assessments.

The information requested is published in this year's annual report to Parliament on the operation of individual Council Tax energy efficiency discount schemes developed and administered by each local authority. The report, referenced SG/2018/28, can be provided by SPICe on request.

The Scottish Government has taken a number of steps to reduce the incidences of school exclusions and close the attainment gap to improve the health and wellbeing of our children and young people, and maximise their future opportunities. Our most recent statistics on exclusions show that in 2016-17, the rate is less than half the comparable figure from 2006-07.

We know that we can improve further, so in June 2017 we published our refreshed guidance on preventing and managing school exclusions. This focuses on the importance of early intervention measures to prevent the need for exclusion and promotes the importance of positive relationships in schools. The guidance clearly sets out schools responsibilities on the exclusion of pupils with disabilities. It makes clear that targeted support should be explored and exhausted, with exclusion from school always being the last resort.

Scottish Government and Education Scotland officials have recently organised a series of implementation and awareness events across Scotland on the refreshed guidance to assist schools and local authorities.

The applications for additional financial assistance under the Bellwin Scheme that have been turned down since 2007 are as follows:

2008-09 - Scottish Borders Council - 3 separate incidents of flooding and winter weather - the claim was £250,000 above their threshold - the Council received their share of £5 million (£239,000) provided across all 32 councils following the severe winter weather in place of any specific support being provided through the Bellwin scheme.

2012-13 - Perth and Kinross Council - severe flood damage - the claim was £369,555 above their threshold - the claim was rejected as the majority of the claim consisted of capital expenditure which is ineligible under the Bellwin Scheme.

2012-13 - Dumfries and Galloway Council - winter weather - the claim was £1,079,196 above their threshold - the claim was rejected as the majority of the claim consisted of expenditure to put right the ill effects of the storm which the Bellwin Scheme guidance states is ineligible. The Council were however awarded additional capital funding of £500,000 towards the repair of the river banks, the sea walls and the coastal paths.

Skills Development Scotland published the Modern Apprenticeship 2016-17 quarter 4 statistics in June 2017 which included reported Equality performance including Ethnicity.

The following table provides an ethnicity breakdown of modern apprenticeship uptake by framework groupings for 2016-17:

MA Starts by Ethnicity and Framework Grouping 2016-17 Quarter 4

* Asterisks have been used where the numbers are so small they could lead to the identification of individuals.

The most recent Modern Apprenticeship quarterly statistics (Q3) for 2017-18 published 13 February 2018 show that, as at 29 December 2017, there were 354 Modern Apprenticeship starts who self-identified as being from a Mixed or Multiple; Asian; African; Caribbean or Black; and Other ethnic group. This represents 2% of all starts where ethnicity is known. The following table provides an ethnicity breakdown of modern apprenticeship uptake by framework groupings.

MA Starts by Ethnicity and Framework Grouping 2017-18 Quarter 3

Regarding the take-up of modern apprenticeships by LGBTI people. In 2016-17 Skills Development Scotland collected information through its self-declared equality monitoring processes for Modern Apprenticeships in relation to whether individuals identified themselves as transgender and also in relation to their sexual orientation. This information is not currently published and SDS is currently consulting with Scottish Government and legal advisors regarding the future publication of this sensitive information.

The Scottish Government and Skills Development Scotland are committed to equality of opportunity within Modern Apprenticeships. The Equalities Action Plan for Modern Apprenticeships: Year 1 update published in July 2017 outlines Skills Development Scotland’s work with partners and employers on a national and regional basis. The focus is to deliver interventions that will result in increased numbers of minority ethnic, disabled and care experienced young people in apprenticeships as well as addressing the gender imbalance in apprenticeship frameworks where it exists.

Skills Development Scotland published the 2016-17 Modern Apprenticeship Quarter 4 statistics in June 2017. This showed that 1.7% of Modern Apprenticeship starts self – identified as being from a minority ethnic group, which was slightly higher than reported in 2015-16.

The most recent 2017-18 Modern Apprentice quarterly statistics (Q3) published on 13 February 2018 show as at 29 December 2017, a total of 354 Modern Apprenticeship starts self-identified as being from a Mixed or Multiple; Asian; African; Caribbean or Black; or Other ethnic group. This represents 2% of all Modern Apprenticeship starts where ethnicity is known.

Going forwards a particular area of focus is on addressing employability skills issues for some groups. The BEMIS “MAs for All” project is an example of one of our national projects to raise awareness of apprenticeship opportunities and career pathways in ethnic minority communities. Now in its first year, it aims to leave a legacy of connections between community groups and contracted providers.

Regarding disability the 2016-17 Modern Apprenticeship Quarter 4 statistics reported that 8.6% of all Modern Apprenticeship starts self - identified having an impairment, health condition or learning difficulty. This was 4.7 % higher than those who self - identified as disabled in 2015-16.

The most recent 2017-18 Modern Apprentice quarterly statistics (Q3) published on 13 February 2018 show as at 29 December 2017, there were 1,946 Modern Apprenticeship starts who self-identified as having an impairment, health condition or learning difficulty which equated to 10.9% of all known Modern Apprenticeship starts.

Significant improvements have been made in relation to disability representation. This relates to both improvements in reporting, due to the support that Skills Development Scotland has given to providers, as well as the implementation of the actions outlined in the Modern Apprenticeship Equalities Action Plan.

Additionally in April 2017 we introduced enhanced contribution rates providing young disabled people and those with experience of care with the highest level of Modern Apprenticeship funding for their chosen Frameworks up to the age of 29.

The Scottish Government is committed to the development of an inclusive labour market and the principles behind the Working Forward campaign.

Following the Equality and Human Rights Commission (EHRC) pregnancy and maternity report in 2016, a Ministerial working group, which I chair and whose membership includes the EHRC and representation from the private sector, was established in December 2016 to challenge pregnancy and maternity discrimination in the workplace. Papers from this Group can be found at http://www.employabilityinscotland.com/key-clients/women-and-work/pregnancy-and-maternity-discrimination-working-group/ .

The Scottish Business Pledge promotes a range of fair work business practices including supportive pregnancy and maternity policies. Pregnancy and maternity advice is available on the Scottish Business Pledge website. In response to the EHRC campaign the Scottish Government has included the Working Forward Pledge information within the Pledge guidance.

The Scottish Government, its agencies and partners including members of the working group continue to signpost and promote inclusive workplace guidance to businesses.

We have also recently launched the £500,000 Workplace Equality Fund which will deliver employer led innovative solutions to overcome workforce inequality, including those faced by faced by women.