Are you from an ethnic minority background and curious about a career in policing?Police Scotland is committed to increasing diversity within its workforce to better reflect the increasingly diverse communities we serve.
Join us at our upcoming online information event, which will give you a fantastic opportunity to gain insight on the recruitment process and the training at the Scottish Police College. Plus, there will be an opportunity to ask any questions you may have about working for Police Scotland.
The event will take place on Thursday 9 March, from 6.30pm – 8.30pm, via Microsoft Teams.
These events are for groups currently under-represented in Police Scotland. The consent, support and cooperation of our fellow citizens lies at the heart of the identity and legitimacy of policing in Scotland.
To ensure that bond is as strong as possible, we must fully represent and reflect the communities we serve. Inclusion is an operational necessity and morally the right thing to do.
We are committed to increasing the number of officers and staff from under-represented groups. There are well documented barriers to some people applying to join the police service.
We therefore run a number of different recruitment events to answer specific questions from people from diverse communities. This is to make sure everyone has fair access to the Police Scotland recruitment process.
Thirteen ‘emerging leaders’ from the Scottish Parliamentary Service (SPS) staff were recognised yesterday at a certification event hosted by the Presiding Officer.
The staff were the first group to attend a new course created by Edinburgh College and the Scottish Association of Minority Ethnic Educators (SAMEE). The course supports minority ethnic employees in achieving their full potential now and in the future.
The scheme also aims to ensure the Parliamentary Service more closely reflects Scotland’s population by developing existing minority ethnic talent within the organisation.
While the 2021 election saw a more diverse group of MSPs elected, diversity monitoring within the Parliament as an employer found an ethnicity pay gap caused by a lack of minority ethnic staff in more senior positions.
Speaking after the certification event, Presiding Officer, Alison Johnstone MSP said:“Diversity matters, and I am proud to recognise the achievements of our first intake of colleagues participating in this innovative and progressive scheme.
“I am very pleased to encourage them as they advance their careers at the heart of Scottish public life.”
A new report published by the Scottish Government shows that not enough is being done to recruit and retain ethnic minorities inGovernment.
‘The Scottish Government’s ‘Race, Recruitment and Retention Action Plan: Equality Impact Assessment Results‘, highlights several disparities within government staffing such as:
• Falling short of the 5% of minority ethnic groups visible in the Scottish population
• Highlighting an ethnicity pay gap
• Revealing poorer appraisal markings for ethnic minorities compared to white colleagues
Commenting on the report, Lothian MSP Foysol Choudhury, Labour’s Shadow Minister for Culture, said: “These figures are very disappointing and shine a light on the inequalities that remain within employment practices, and in our society. It confirms that people of colour are treated less favourably, which has nothing to do with their skills or talent – it’s simply racist.
“We need to eradicate the culture of bullying, racism and discrimination and only then will we see a true representation of our population in the workplace.
“Race has nothing to do with an employee’s talent. Every employee should be treated fairly based only on their abilities. Sometimes our personal biases and opinions of people, race or culture can deter our judgements, that’s why workplace managers need to be properly trained in both diversity and managing people well.
“The results give a true reflection of diversity in the workplace and Holyrood is no exception. The number of BAME staff in Holyrood is very few and for them also to receive less favourable treatment is disappointing to say the least.
“I strongly agree with the findings and recommendations the Scottish Government have laid out in its recruitment and retention plan. The government needs to be the leading force in promoting and accepting diversity in the workplace.
“It should provide all staff with equal opportunities and ensure there is zero bullying and discrimination culture. The Scottish Government must take action now if they are to get anywhere near its 2025 ambition”.
Holyrood’s Presiding Officer has launched an audit that will review the representation and participation of women in the Scottish Parliament.
Based on work developed by both the Inter-Parliamentary Union and the Commonwealth Parliamentary Association, all of Holyrood’s parties will be represented on a board that will oversee this work, consider the audit’s findings and make recommendations for change.
Presiding Officer, Alison Johnstone MSP, said: “Last May’s election returned our most representative and diverse Parliament to date. We know, though, from viewing the Parliament’s make up from 1999 until now, that this welcome progress can’t be taken for granted.
“This is an important opportunity to have a broad look at how the Parliament takes account of barriers to equal representation in its work.”
Working with Holyrood’s political parties, parliamentary staff, pre-eminent academics and Engender, the audit will cover a wide range of issues. These will include the number and position of women parliamentarians, participation and intervention levels in Chamber business and the impact of parliamentary procedures and policies.
Fiona Mackay, Professor of Politics at the University of Edinburgh and one of the academic advisers to the board, said: “When the Scottish Parliament was created in 1999, it was internationally praised for its world-leading levels of women’s representation, and its attention to equal opportunities and participation.
“Now is a good time to take stock. This audit, based on a well-tested comparative framework, will let us know how well Scotland has done over the long haul. And, crucially, what work still needs to be done to make it an inclusive parliament for the 21st Century.”
Eilidh Dickson, Policy and Parliamentary Manager, Engender, said: “Women are underrepresented in almost all areas of our democracy, resulting in policy decisions which not only ignore women, but actively deepen inequality.
“By examining the make-up of committees, gathering data on who is being invited to give evidence, and understanding where gender mainstreaming is being ignored, we can work towards a Scottish Parliament which can act as an exemplar for women’s equality. We are delighted to be involved in the project.”
Work on the audit will begin immediately with a report detailing recommendations for improvement due by the end of 2022.
Audit Board Membership
Presiding Officer, Alison Johnstone MSP
Alex Cole Hamilton MSP, Scottish Liberal Democrats
Eilidh Dickson, Policy and Parliamentary Manager, Engender
Fiona Mackay, Professor of Politics, University of Edinburgh
Jeremy Balfour MSP, Scottish Conservative Party
Karen Adam MSP, Scottish National Party
Maggie Chapman MSP, Scottish Green Party
Dr Meryl Kenny, Senior Lecturer in Gender & Politics, University of Edinburgh
Monica Lennon MSP, Scottish Labour Party
Sarah Childs, Professor of Politics & Gender at Royal Holloway
Susan Duffy, Head of Engagement & Communications, Scottish Parliament
Tracey White, Group Head of Legislation & Parliamentary Business, Scottish Parliament
Academic Advisory Group to the Board –
Sarah Childs is currently Professor of Politics & Gender at Royal Holloway, University of London, and will move to the University of Edinburgh in May 2022. Her research centres on the theory and practice of women’s representation, gender and political parties, parliaments and institutional change.
An eminent author, her latest book is Feminist Democratic Representation. She also authored The Good Parliament Report in 2016, advised the Commons Reference Group on Representation and Inclusion that met between 2016-18 and worked on the pilot (2018) which instigated permanent change to Standing Orders to allow proxy voting for babyleave (2020).
Dr.Meryl Kenny is Senior Lecturer in Gender and Politics at the University of Edinburgh and Co-Director of the Centre on Constitutional Change (2021-22). She has published widely in the areas of gender and political institutions, political representation and recruitment, and Scottish politics.
Meryl convenes the University of Edinburgh’s Gender Politics Research Group (which hosts the genderpol blog); sits on the steering group of the University’s genderED initiative; and is a member of the steering group of the cross-party Women5050 campaign for legal gender quotas in Scotland.
Fiona Mackay is a Professor of Politics at the University of Edinburgh, and currently Dean and Head of the School of Social and Political Science. Mackay is founding director of genderED, the University of Edinburgh’s interdisciplinary hub for gender and sexuality studies. She researches gender, politics and policy at Scottish, UK and international levels. She is a Fellow of the Royal Society of Edinburgh.
Engender is a feminist policy and advocacy organisation, working to increase women’s social, political and economic equality, enable women’s rights, and make visible the impact of sexism on women and wider society.
Scotland’s community foundation has distributed over £130 million to date
Foundation Scotland, Scotland’s community foundation, is marking the organisation’s silver anniversary this St Andrews Day – also aptly ‘Giving Tuesday’ this year.
Originally established in 1996 as ‘Scotland’s Community Foundation’, the major funder has distributed more than £130 million to charitable organisations, social enterprises, and community groups operating across Scotland since its launch 25 years ago.
Set up with an initial group of three staff, the Edinburgh-based foundation now has over 30, managing around 100 different national and local funding programmes each year.
Earlier this year the foundation began offering investment for social enterprises following the integration with Resilient Scotland, further expanding the breadth of financial support offered to charitable groups and enterprises.
Through the pandemic, Foundation Scotland awarded over £1.1 million in crisis support grants to 268 Edinburgh-based community projects.
Supported groups included The Eric Liddell Centre, East Lothian Roots and Fruits, Sikh Sanjog, Bridgend Farmhouse and The Edinburgh Tool Library (above).
Quite often, groups can be eligible for more than one source of funding from the foundation and some organisations have received ongoing support from Foundation Scotland for many years.
The team pride themselves in getting to know and understand funded groups, supporting them with essential funding and vital advice to help them to develop and sustain their services.
Giles Ruck, Chief Executive at Foundation Scotland, said: “We are proud to be Scotland’s community foundation. For 25 years, we’ve maintained the vision of supporting confident, thriving, resilient communities across Scotland.
“And for every community to thrive, it should be resourced to match its vision and powered by transformative funding. That’s where we come in. Over the last quarter of a century, we have connected the generosity of donors, corporates and individuals, to enable and empower vital projects and grassroot-led change.
“As we look ahead, we will continue to work hard to reach and connect with new donors keen to distribute funds effectively at a local level so that together we can continue to deliver extraordinary support.”
The generosity of local donors
Foundation Scotland is an independent charity. The funds awarded to projects within Scotland’s communities are thanks to the generosity of donors who support the foundation’s work.
The breadth of donors includes individuals, families, companies, community bodies and other charities who distribute funds. The foundation connects donors funds with community organisations working on the ground, ensuring their support stays relevant to local circumstances and delivers real impact.
Even throughout the pandemic, new donors have come on board, and new funds have opened to help support communities through the crisis and beyond.
In the summer of 2020, Edinburgh-based investment company Martin Currie approached Foundation Scotland to design and brand a new fund to help them support charities and community groups in Edinburgh, with consideration for projects across Scotland.
Their priorities were to address inequality and support initiatives that improved social and environmental sustainability. The Martin Currie Community Partnership Programme launched in September, and to date has awarded almost £44,000 between 8 organisations Recent grantees include Edinburgh Remakery, Venchie Children and Youth Project and the Salisbury Centre.
Jennifer Mair, Chief Operating Officer for Martin Currie said: “The Martin Currie Community Partnership Programme (MCCPP) is delighted to partner with Foundation Scotland to support local charities that promote diversity and inclusion, or social and environmental sustainability.
“The MCCPP was established in 2020 and focusses on the communities where we live and work by partnering with and building deep and lasting relationships with organisations who are well placed to help us deliver Martin Currie’s goal to improve lives.”
Case Study: The Melting Pot
The Melting Pot is Scotland’s Centre for Social Innovation. Based in Edinburgh’s city centre on Carlton Road, the organisation runs a large coworking hub, meeting venue and events programme for charities, social businesses, campaigners and freelancers.
Foundation Scotland has supported The Melting Pot for over 15 years. The organisation received its first award from the funder back in 2006 and has received £120,000 from a number of different funds to support their growth and development since 2006.
Claire Carpenter, Founder and CEO of The Melting Pot said: “Foundation Scotland have been an instrumental investor for me and The Melting Pot. They’ve been part of the birthing story – twice now!
“Back in the 00’s when “Coworking” wasn’t a thing you could Google, they saw the potential in my big, novel and very practical idea to better support our sector, in all its diversity. Then, due to Covid, the landscape changed once again – for good.
“We’ve been able to play to each other’s strengths to help #BuildBackBetter. I’m looking forward to seeing how together we co-create the conditions for social innovators to thrive in the years ahead.”
More Info:
From grantmaking to social investment opportunities, legacies to bursaries, Foundation Scotland is continually developing innovative and effective ways for donors to help Scotland’s communities thrive.
Anyone interested in finding out more can contact:
LMNS launches online application tool as it announces 2021 audition dates
New tool will help LMNS continue to support musicians from across Scotland as they embark on professional careers post pandemic
Applications close Friday 8 October and auditions take place Tuesday 23 & Wednesday 24 November 2021
LMNS continues to innovate by exploring new ways to audition musicians that represents the diversity of Scotland’s music scene
Live Music Now Scotland (LMNS) has announced its 2021 audition dates by unveiling a brand-new online application tool that will allow musicians impacted by the pandemic, and at the beginning of their professional career journeys, to apply in the most accessible and efficient way.
Taking place on Tuesday 23 and Wednesday 24 November 2021, these auditions are an opportunity for musicians from across Scotland’s many regions and diverse music scene to become part of LMNS, an opportunity that grants unparalleled access to fairly paid, professional opportunities and engagements across the country, throughout the year.
Image: Calum Huggan
LMNS has sought to make the audition application process as simple and streamlined as possible, and musicians can now apply directly via the website, where they can also find an introductory video from Director Carol Main and handy ‘how to’ tips.
This upgraded system reflects the needs of musicians as we emerge into the ‘new normal’ and looks to support those whose careers have effectively been put on hold due to the pandemic, and who have literally been deprived a stage as they launch their careers.
With application open until Friday 8 October, soloists, duos, ensembles and every other configuration (of up to five musicians) from across Scotland are being encouraged to apply for the chance to work with this groundbreaking organisation at the heart of the country’s music scene.
Inspired by the philosophy of world-famous violinist Yehudi Menuhin, and philanthropist, Sir Ian Stoutzker, LMNS aims to bring the highest quality of music to audiences of all backgrounds, not least those who, for whatever reason, might not otherwise have access to it and who arguably, may have the most to gain by hearing it.
Not only that, LMNS is committed to supporting and facilitating musicians in the infancy of their professional careers, granting them access to new audiences and offering them a platform upon which to grow both their professional careers, and as performers.
By bringing its audition application process online, LMNS is also taking the first step in updating its audition model, as it continues to reflect the diversity and development of both the music and musicians that make up Scotland’s rich music scene.
Carol Main MBE, Director at Live Music Now Scotland, said: “We are delighted to announce our 2021 audition dates as we come to the end of a very difficult year for musicians across Scotland, and indeed the world. With restrictions beginning to ease, and the ‘new normal’ on the horizon, we can’t wait to see what the next generation of musicians based in Scotland, has to offer.
“We are also excited to launch our brand new, online application tool aimed at making the process of applying to audition as streamlined and user friendly as possible.
“We love the fact that our musicians come from a diverse range of backgrounds, span a wide variety of musical genres, and represent a multitude of cultures, and this new online tool is the first step in updating our audition process to reflect this diversity.”
LMNS has supported over 600 of musicians in launching their professional music careers and recent alumni include Ainsley Hamill whose latest album Not Just Ship Land was the Guardian’s album of the month, and who was described by RnR Magazine as “One of the best of her generation.”
Image: Ainsley Hamil
Calum Huggan, international percussionist & marimbist, has also recently released a debut album entitled American Music for Marimba, and said: “I’m always talking with my students, colleagues telling them how important LMNS was for my career in both education and performance settings, so I hope you feel a little bit of yourselves in this.”
A joint statement from NHS Lothian and Edinburgh and Lothians Health Foundation:
We are aware that hospitals across Lothian have benefited from funds realised from the Atlantic slave trade.
With colonialism and slavery being central to the national economy from the 17th to the 19th centuries, both Edinburgh and Lothians Health Foundation and NHS Lothian can be considered as joint descendants of the legacies of these donations and endowments.
We do not believe that there is a limitation period on such contributions and have a responsibility to address this legacy of colonialism, racism and slavery and use this learning to help remove inequality and shape a positive future for all.
We have made a commitment to research, understand and acknowledge our history so that we can learn from it and act. We will:
create a consultative advisory group, with representation from staff, patient, and community groups, to help guide and shape the research, learning and related outputs.
fund a research post to review archive evidence and secondary sources to compile a thorough documented history of the links between the old Royal Infirmary of Edinburgh and the Atlantic slave trade. (Funded by Edinburgh and Lothians Health Foundation)
use the research to guide outcomes and outputs and make recommendations for action to the NHS Board
seek to work alongside other institutions (such as the University of Edinburgh) who are undertaking similar reflective exercises.
The impact of the roots of the slave trade is evident in the inequalities that we see today, with COVID-19 exacerbating and giving a public spotlight to these inequalities.
As an employer and healthcare provider we state without reservation that all staff and patients must be treated equally, irrespective of skin colour, culture, religion, sexuality, age, disability or gender.
We support the fundamental need for equality and inclusion at the heart of what we stand for. It is important that all staff and representatives of NHS Lothian, treat one another with care, compassion, dignity, and respect. These are a key part of our organisation values.
Working to embed diversity, equity and inclusion in everything we do
We believe better health for all is within our reach and in no way condone the actions of historical donors. Acknowledging and understanding this history and using this learning to inform our corporate objectives will support us to become a more diverse and inclusive organisation and help us to tackle racism, discrimination and inequality.
Though we have much to learn and more work to do, ongoing reviews of our internal processes and systems have already led to positive, practical changes in the way we work.
The following examples outline work that is already taking place:
Staff Networks We have established four Equalities Staff Networks, and committed to increasing support for them, and potentially further networks in the coming year. At present we have vibrant groups as follows;
Black & Ethnic Minority Staff Network
Disabled Employee Network
LGBT+ Staff & Allies Network
Youth Staff Network
Corporate Objective and Workplans Our Corporate Objective 2021 – 22 on race ethnicity and diversity demonstrate our commitment to act now – starting with a facilitated series of one to one and group discussions involving our Corporate Management Team and Staff Network members
Our detailed Advancing Equality Action Plan 2021-22 was devised and agreed with members of all our staff networks over a series of workshops in Spring 2021
360 Visions – Managed by Edinburgh and Lothians Health Foundation’s Tonic Arts programme, 360 Visions uses theatre, storytelling, music and filmmaking to understand NHS Lothian BME staff experiences of the COVID-19 pandemic from an equalities perspective and explores the multi-faceted challenges faced not only by BME staff, but also by Disabled, LGBT+ and Youth staff members. The aim is to help open a door for all colleagues to gain awareness of the difficulties faced on a daily basis, both in and outside of work, and why change needs to happen. It bridges a gap to enable staff to further educate themselves about the daily struggles, in order to create a culture of inclusivity, diversity and acceptance which allows positive changes to be achieved. NHS Lothian has come a long way to improve culture and diversity, but COVID-19 has reinforced that there is still work to be done. As part of this ongoing work, the 360 Visions creative programme will help provide a platform for diverse viewpoints to be voiced and heard, celebrating the incredible work and diversity of NHS Lothian.
Reflecting Diversity in our Art Collection – Our Art Collection plays an important role in the improved health and wellbeing of staff, patients and visitors with over 2,750 artworks displayed across over 40 NHS Lothian sites. We have undertaken a review of our collection to ensure this is reflective of a wide and diverse culture.
Review of EDI practices within our funded programmes Edinburgh and Lothians Health Foundation’s Tonic Arts team is working with Knowledge Bridge to help embed EDI as a core part of the Tonic Arts programme. Knowledge Bridge is working with the Tonic Arts team to review the current programme and develop an inclusive strategy, advising on how to develop a more diverse and inclusive Arts in Health programme for NHS Lothian.
The Scottish Parliament has launched its ‘Emerging Leaders’ programme to improve minority ethnic diversity and seniority amongst Holyrood staff.
In a dual approach, the initiative aims to develop existing minority ethnic talent within the organisation and seeks to attract future employees from a wider range of backgrounds.
While the diversity of MSPs increased at the 2021 Scottish Election, diversity monitoring within the Parliament found minority ethnic staff were under-represented in its staff group compared to the national population, along with an ethnicity pay gap.
The new scheme will help develop the leadership skills of existing staff, while a paid internship programme for 18 to 29 year olds aims to promote the Parliament’s profile as an employer for people from black and minority ethnic communities.
Scottish Parliament Presiding Officer Alison Johnstone MSP said: “We now have a Parliament of MSPs that better reflects the diversity of Scotland. It’s fundamentally important however that the talented staff who make the Scottish Parliament function also reflect the diversity of our country, and further progress must be made on that front.
“I wholeheartedly welcome the Emerging Leaders programme and the steps being taken to improve ethnic diversity at all levels of seniority within the Scottish Parliament.”
Police Scotland is acutely aware that the diversity of our communities is increasing all the time. We recognise the importance of our communities being able to relate to our police officers and we are therefore actively reaching out to our BME communities and encouraging you to consider a career in policing in Scotland.
During the 90 minute online recruitment event, users will learn about the recruitment process, the training, the role of a police officer and the endless opportunities which are available to you once you embark on this exciting career path.
The date of the event is: Thursday 24 September from 6.30pm – 8pm
In order to participate in the event, Microsoft Teams will be required.
For more information and to reserve a space please email:-
Last month, children’s book company Little Box of Books launched a crowdfunder with the support of presenter, author and musician Rochelle Humes hoping to diversify the bookshelves of schools across the UK – and today is the last chance to donate.
The crowdfunder, ‘Change the Story’ is raising £55,000 to diversify the bookshelves in some of the most disadvantaged schools in the UK and the charity is still £10,000 short of it’s target.
In a report released last year it was revealed that only 4% of children’s books published in 2018 had a black, Asian or minority ethnic main character, meaning 96% of main characters were either white, animals or inanimate objects.
Rochelle said: “I am a big advocate of driving representation of the BAME community through literature, which is one of the reasons why I started writing children’s books.
“The best way to stamp out racism is through awareness and by educating children at grassroots level. Stories are the window into the wider world, and the more that children are exposed to different people from different backgrounds, the more accepting they will be as they grow.”
Owner and founder of Little Box of Books Lynsey Pollard believes it’s crucial that every primary school should have a full and diverse collection of books, fully accessible to all pupils.
“We want our children to grow up to be anti-racist, to accept difference with understanding and respect. Whether that’s differences in skin colour, family set up, socioeconomic background, disabilities.
“But this is at odds with the books we give them; we can’t keep giving children lessons on the importance of accepting and celebrating diversity, telling them everybody is different and everybody is normal, then sending them back to bookshelves which don’t back that message up.”
Amanda Matsangou, the Assistant Headteacher of Newton Leys Primary School, Milton Keynes recently diversified her school library. She said: “Our school is incredibly diverse, but it has been an exceptionally hard and time-consuming process to even begin to find story books that feature characters that our pupils identify with.
“Little Box of Books has curated book collections that are much more reflective of the UK population. They remind our children that anything is possible”
The crowdfunder closes today at 4pm.
If you would like to support the initiative, the crowdfunder can be found here:
recruitmentpositiveactionteam@scotland.police.uk
