Tag: equality

Students and teachers receive the inaugural Saroj Lal Award for City of Edinburgh Schools

The winners of the first ever edition of the Saroj Lal Award for City of Edinburgh Schools were announced at the City Chambers this week.

The ceremony consisted of award judges, the family of Saroj Lal, student/teacher nominees and their families, along with Council colleagues and other invited guests. 

Saroj Lal was one of the first BAME women to teach in a Scottish primary school when she began her role at South Morningside Primary School in 1970

. Her many successes included being at the forefront of race relations during a period of immense political and social change, delivering anti-racism training and starting the first local authority interpreting and translating service in Edinburgh.

Following her death in 2020, Saroj’s many achievements in equality, women’s rights, education, and community work are being formally recognised.

All City of Edinburgh schools were invited to nominate pupil work relating to any aspect of equalities, in any artform. Headteachers were also invited to nominate staff, whose collaborative work around equalities has taken a creative approach and had an impact.

All nominated work will be used to start building a resource bank for schools. There were 9 schools who nominated, with 13 pupil/pupil group nominations and 4 teacher nominations submitted.

All work submitted was considered by a panel of judges, comprising Saroj Lal’s son Vineet Lal, Debora Kayembe (Rector of The University of Edinburgh), Theo Ogbhemhe (teacher in Orkney who was winner of the first GTCS Saroj Lal Award), and young person, Alanah Walker.

The award categories for students were as follows:

  • Proud to be Me: Communicates the young person’s personal expression of pride their heritage, in their own culture and/or identity.
  • How Prejudice Makes Me Feel: Expresses young people’s feelings about any form prejudice inflicted on themselves or others.
  • Artivism: Art expresses their views on social justice and challenges others to change and/or act differently.

All the nominated work was celebrated at the ceremony hosted by Councillor Joan Griffiths, Education, Children and Families Convener.

The winner for the Proud to be Me category was Anum Shezad of The Royal High School.

In the How Prejudice Makes Me Feel category the winner was Freya Wilson of The Flora Stevenson Primary School.          

For the Artivism category the winner was the Rights Respecting Schools Group, comprising four senior pupils from Firrhill High School namely Jess Daly, Alisha McLeod, Sara McLeod and Jane Williams.

The staff winner was Rory Murray, again of Firrhill High School, with the special Judges’ Commendation going to Jane O’Thy, of Boroughmuir High School.

Councillor Joan Griffiths, Education, Children and Families Convener said: “I am incredibly proud to oversee the inaugural Saroj Lal Award for City of Edinburgh Schools as Education, Children and Families Convener.

“These pupils and their achievements are a testament to the rich legacy that Saroj Lal left in her decades of pioneering work in Edinburgh and beyond. This award provides an opportunity to reflect not only on the life on a seminal and inspiring woman in Saroj Lal but an opportunity to look ahead to the future with pupils across the Capital showing their passion for equality, diversity and social justice.”

Vineet Lal, son of Saroj Lal, and one of the Award judges said: “I have been blown away by the sheer creativity and depth of thought demonstrated by all those pupils and staff nominated for the inaugural Saroj Lal Award for Schools.

“I have been truly amazed by the variety and originality with which they have embraced the spirit of equality and diversity and captured that spirit so beautifully in their submissions.

“Saroj was a pioneering force in the struggle for justice and fairness for all, and I think she would have been very proud indeed that her trailblazing work in the City of Edinburgh and beyond should inspire new generations to champion those same values.”

Aims of The Saroj Lal Award for City of Edinburgh Schools: 

  • Mark the important legacy of Saroj Lal’s life and work.
  • Inspire action and promote equalities work in the widest sense.
  • Ensure pupils’ views, ideas and experiences are central and communicated widely through creative approaches.
  • Create a bank of resources for schools to use and share.
  • Challenge perceptions, remove stigma and celebrate diversity.

Women’s March Global and White Ribbon Alliance unite to amplify women’s voices and fight for equality

This month, two world leaders in gender equality will join forces to further support women’s and girls’ health and rights.

Together these two organizations will form one of the largest networks for women’s empowerment in the world. Following the US Supreme Court’s decision to overturn the right to an abortion in the US, it is imperative strong activists and advocacy groups come together than ever before.

“Women’s March Global is honored to find a new home as part of the White Ribbon Alliance,” says Betsy Scolnik, former board chair of Women’s March Global. “Our organizations are deeply aligned in our beliefs and in the fight for women, girls and gender diverse people’s equality.”

“We are both very excited to enter this new chapter of our work,” says Kristy Kade, CEO of White Ribbon Alliance. “We look forward to the day that every woman, girl, and gender-diverse person has the respect, equality, dignity, and autonomy they deserve.”

Women’s March Global began in 2017 when millions of women and allies around the world took to the streets to have their voices heard. The global movement is now a network with thousands of members around the world who continue to take action and advance women’s human rights. 

White Ribbon Alliance and Women’s March Global will work closely with chapters and partners in the coming months to build a stronger community.

A town hall meeting will also be taking place in the near future that will further amplify the incredible work this shared community will be doing. 

I AM THE 12TH WOMAN – new equality campaign ahead of Women’s Euro’s

One passion, one tournament and one subtle name change to a familiar football phrase that is being substituted by Heineken®

  • Ellie Taylor, Harry Redknapp, Karen Carney, Jermaine Jenas, and AJ Odudu show fans of all genders how they can show their passion and be the ‘12th Woman’ for the UEFA Women’s Euro 2022.
  • The unlikely group star in a new campaign from Heineken® that urges all fans of football to declare themselves the ‘12th Woman’ – starting with this summer’s UEFA Women’s Euro 2022 tournament.
  • Heineken is releasing an official ‘12th Woman’ tournament t-shirt – as worn by its celebrity squad – for public sale. Fans can wear the t-shirts to show their support at home, in pubs and at UEFA Women’s Euro 2022 matches.
  • All profits from the 12th Woman t-shirts will be donated to Women in Football, an NFP that supports the women’s game.
  • The 12th Woman is part of a wider campaign entitled ‘Passion Knows No Gender – Cheers To All Fans’ where Heineken® is challenging bias and promoting equality in football, on and off the pitch, across all male and female UEFA competitions.  

You’d look twice if you saw them enter a pub together for the big match, so what do Ellie Taylor, Harry Redknapp, AJ Odudu, Karen Carney and Jermaine Jenas all have in common? They’re passionate fans of football and for this summer’s UEFA Women’s Euro 2022 they are all showing their support for the beautiful game by becoming the ‘12th Woman’.

This eclectic all-star squad was enlisted by Heineken®, Official Partner of UEFA Women’s Euro 2022, to be ambassadors for its new ‘12th Woman’ campaign. Throughout the tournament, Heineken is rallying fans of all genders to get behind their national teams by displaying a twist on the term usually associated with collective, passionate fan support: the 12th man.

The ‘12th Woman’ is part of an ongoing campaign by Heineken® which shines a light on bias and challenges stereotypes in football culture.

Stephanie Dexter of Heineken® commented, “For so long football culture and fandom has been influenced by the men’s game. So, while the women’s game has grown massively, a legacy of terms such as ‘man on’ and the ‘the 12th man’ continue to dominate.

“Meanwhile the ‘12th woman’ is relatively unheard of. We want this campaign to help close the gender phrase gap in football language, but also invite a conversation about the entrenched bias and inequality that persists across football culture.”

The ensemble of Taylor, Redknapp, Carney, Jenas, and Odudu officially issue Heineken’s invitation in a new film wherein they all declare themselves to be ‘12th Women’. In the video they bring attention to the decades-long gender imbalance in football language and encourage other fans to join the 12th Woman movement in time for the UEFA Women’s Euro 2022.

The film shows Harry at the wheel of a van as he rounds up the celebrity fans to watch a tournament match at Wembley. Along the way the famous five question the unconscious bias in football terminology before exiting the van, walking down Wembley Way and proudly revealing their t-shirts – all emblazoned with the slogan ‘I Am The 12th Woman’.

But said Tees aren’t being reserved for the all-star cast – the good news for fans is that they’re being made available for public sale on Amazon for a price of £12.00 here with all profits donated to the NFP Women in Football.

Throughout the tournament supporters are encouraged to wear them in a show of allegiance, wherever they may be watching the action.

Karen Carney, who played 144 times for England said: “There are 11 women on the pitch who are giving everything to win for their country.

“Knowing that fans are cheering them on in the stands, at homes and in pubs across the country makes a difference and that’s why being a 12th Woman and saying it aloud really matters. Football fans’ approach to this tournament could be a major stepping-stone to real change in terms of how we all talk about football.”

Harry Redknapp said: “When I was playing professionally it really was a man’s game – women were banned from playing football in 1921 and the Women’s Football Association wasn’t even established until 1969.

“Thankfully times have changed, and in a big way, and I’m really proud to be a 12th woman and to wear the T-shirt for all to see. Some people could be confused by the term the ‘12th Woman’, they might have to stop and think. But that’s the whole point, that’s what Heineken is trying to do with this campaign.”

Yvonne Harrison, CEO at Women in Football said: “We’ve been really impressed by Heineken’s commitment to addressing gender inequality in football.

“That’s what Women in Football is all about too, so it’s fantastic to team up with them on the 12th Woman campaign.Every action that supports our work and amplifies our message helps to level the playing field and make football a fairer and better place.”

With two-thirds of women in football having experienced gender discrimination*, Heineken® is on a mission to evolve its sponsorships in the sport by addressing harmful stereotypes which are perpetuated by an outdated footballing phrasebook.

It’s time to tackle gender inequality in the beautiful game by interrogating the unconscious bias in the songs we sing, match reports we write and even the encouragement we give.

Stephanie Dexter concluded: “In its aim to be the most inclusive football sponsor, Heineken® is inviting supporters to confront the bias and promote equality.

“We’ve created this campaign and, with the support of our ambassadors, we hope that the UEFA Women’s Euro 2022 is the first step in changing the way we think and speak about sport. We can see a future where football is just called football, no matter who is on the pitch or in the stands.”

Heineken®’s first move in correcting the gender bias in football was to address inaccurate statistics present across the internet that are often the source of the prejudice.

‘Fresher Football’ is a webpage in partnership with GOAL that provides correct responses to the most popular questions asked online about the UEFA Champions League. It includes key data and statistics on the women’s game, which are often overlooked.

The aim of Fresher Football is to encourage search engines and fan sites to recognise, amend and update their current information to give accurate answers, regardless of gender.

Jermaine Jenas, BBC presenter and former England footballer said: “The profile of the women’s game has risen massively over the past 10 to 15 years and players such as Lucy Bronze and Karen Carney have rightfully taken their places alongside some of the greats of the men’s game.

“But the culture and language attached to the women’s game still lags behind. Women’s football has inherited male-oriented terminology – phrases like ‘man on’, and, of course the ‘12th man’.

“I’m extremely proud to be part of a campaign that celebrates the women’s game and the UEFA Women’s EURO 2022, but also one that addresses issues of gender inequality around our national sport.”  

Presenter AJ Odudu, said: “The brilliant thing is that anyone can be a 12th Woman.

“I can’t wait for the tournament to start and I can’t wait to put on my 12th Woman Tee, head to the pub and enjoy what should be a true festival of football.”

TV comedian and writer, Ellie Taylor said: “It’s not every day you get recruited by the national treasure that is Harry Redknapp to join a cohort of fabulously talented people all committed to re-engineering an outdated football phrase – and celebrating the women’s game.

“Harry had me at hello to be honest. In all seriousness, I love watching big tournament football and I’m thrilled to be a 12th Woman. It might not be a thing, yet. But it will be”.

New partnership launched to break down barriers for young people with a learning disability

A new partnership between ENABLE Scotland, Edinburgh Napier University and global professional services firm, EY, has set out to create equality across those accessing higher education opportunities.

Whilst 45% of all Scotland’s school leavers go to university, only 8.6% of school leavers who have a learning disability go on to higher education. Now, ENABLE Scotland’s Breaking Barriers programme is working with young people who have a learning disability to ensure they have the support required to access university life, can undertake work experience opportunities with a leading global employer, and graduate with a university qualification from a world-class academic institution.

Breaking Barriers, a ground-breaking initiative established by ENABLE Scotland in 2018, has partnered with some of Scotland’s highest profile corporate employers and has named EY as its newest official partner alongside Edinburgh Napier University – expanding its reach across the East of Scotland.

A cohort of young people from the East of Scotland are already undertaking studies and will now start work placements at EY. Anna Taylor (17) and Jaymes Doyle (18) from Edinburgh are working towards obtaining an Accreditation in Applied Business Skills from Edinburgh Napier University.

On her experience with Breaking Barriers so far, Anna Taylor said: “It has been really refreshing to meet different people who have the same anxieties and barriers as I do and who understand how you feel.

“It is a very unique experience; I have the support I need but also get to pursue something that was previously outside of my comfort zone.

“I am looking forward to my work placement with EY to see how the topics we have covered with Edinburgh Napier apply in a real life work setting.”

James Doyle added: “Breaking barriers has benefited me a lot as I have learned how to be in a university environment and have found a new interest in banking and business. I feel like I have been helped with my confidence and social skills a lot.”

ENABLE Group CEO and co-founder of the Breaking Barriers programme, Theresa Shearer, spoke at the 2022 Harkin International Disability Employment Summit in Belfast yesterday, discussing the Breaking Barriers programme and the charity’s goal to ensure further education is made more accessible for those with a learning disability.

Theresa Shearer said: “I am delighted that we are building on the success of the Breaking Barriers programme and making it possible for even more students who have a learning disability to access the life-shaping experience of university that is a rite of passage for so many, yet it is currently available to so few disabled young people.

“Breaking Barriers demonstrates how the public, private and third sectors can work collaboratively to improve diversity, equity and inclusion in education and the workplace, and I am excited to welcome Edinburgh Napier University and EY as the programme’s newest partners, advancing our shared ambition of a truly inclusive society for all.”

Professor Nazira Karodia, Vice Principal of Learning and Teaching at Edinburgh Napier University said: “We are delighted to welcome our ENABLE students to The Business School, where our vision is to be the Business School for empowerment, enterprise and employability for all.

“Our ethos as a university is to be the home for difference makers and our position as the number one modern university in Scotland reflects our success in providing students with a positive learning experience, and our close industry links.

“Not everyone has an opportunity to change the world, but everyone can make a positive difference to the world around them: working with fantastic partners like ENABLE and EY is truly helping break barriers faced by young people with learning difficulties.”

Ally Scott, EY Scotland Managing Partner, said: “Breaking Barriers is an inspiring initiative that EY is delighted not just to support, but to work with to give these remarkable young people the skills for a successful and fulfilling career.

“This is a great example of Scotland’s strong ecosystem between education, industry and the civic community in action, and I look forward to celebrating their graduation with them in the summer.”

The Breaking Barriers programme originated in the West of Scotland and has entered its fifth consecutive year, delivered in a partnership between ENABLE Scotland, the University of Strathclyde Business School, ScottishPower and STV. 

Such is the success of the programme that many former graduates have gone on to shape their chosen career path and secure employment and additional training opportunities in fields such as filmmaking, para-medicine, cyber security, financial services, digital music, and fashion.

The expansion of the programme is supported by Edinburgh City Council through the Young Person Guarantee.

Find out more at: www.enable.org.uk/breaking-barriers

Tackling inequalities through economic recovery in Scotland

A new Centre of Expertise in Equality and Human Rights to put human rights and equality at the heart of economic policy development is being established.

The Centre, an action from Scotland’s National Strategy for Economic Transformation, will see government working with leading experts to build knowledge and skills among policy officials to address injustice and economic inequality.

Economy Secretary Kate Forbes said: “Our vision for Scotland is to create a wellbeing economy where our society is thriving economically, socially and environmentally, and in which we deliver prosperity for all Scotland’s people and places.

“By focusing on wellbeing and fair work, we can deliver higher rates of employment and wage growth, to reduce poverty – particularly child poverty – and improve health and quality of life for disadvantaged families and communities.

“The Centre of Expertise in Equality and Human Rights will advance our understanding of how equality and human rights should influence the economic policy-making process.

“This includes work in areas to remove barriers to employment for disabled people, women, those with care experience and minority ethnic groups while also tackling poverty through fair pay and conditions. 

“Scotland’s National Strategy for Economic Transformation identified challenges to overcoming inequality across the economy, but also opportunities to build a fairer and more equal society with opportunities for all to succeed.”

The Scottish Government will develop the centre in partnership with stakeholders such as Inclusion Scotland.

Senior policy advisor at Inclusion Scotland Bill Scott said: “This new centre is an exciting development which we believe will ensure that equalities and human rights are at the heart of future economic policy development and implementation.

“Its work will be crucial in first identifying and then tackling the inequalities that currently condemn far too many of Scotland’s disabled people to poverty and low pay.”

Gender pay gap means women work for free for two months of the year

New TUC analysis reveals Women’s Pay Day – the day when the average woman starts getting paid compared to the average man – was Friday 25 February. In Scotland, the date was 11 February.

  • In parts of the country where the gender pay gap is wider, women work for free for longer. And in finance and insurance, women wait until 27 April for their Women’s Pay Day 
  • TUC calls on ministers to boost rights to flexible working, and for cash injection for childcare sector 

The average woman effectively works for free for nearly two months of the year compared to the average man, according to new analysis published by the TUC. 

The gender pay gap for all employees is 15.4 per cent. This pay gap means that women wait 56 days before they start to get paid on Women’s Pay Day today. 

Industrial gender pay gaps 

Despite the introduction of gender pay gap reporting, the analysis published by the TUC today shows that there are still big gender pay gaps in many industries. 

Even in jobs that tend to be dominated by female workers like education and social care the gender pay gap persists. 

In these sectors women get paid much less per hour on average than men, both because they are more likely to be in part-time jobs or are in lower-paid roles.  

  • In education the gender pay gap is 25.4 per cent, so the average woman effectively works for free for more than a quarter of the year (93 days) and has to wait until Saturday 2 April 2022 before she starts getting paid compared to the average man. 
  • In health care and social work jobs, where the gender pay gap is 18.3 per cent, the average woman waits 67 days for her Women’s Pay Day on Monday 7 March 2022. 

The longest wait for Women’s Pay Day comes in finance and insurance. The gender pay gap (32.3 per cent) is the equivalent of 118 days, meaning it’s nearly a third of the year before Women’s Pay Day finally kicks in on 27 April 2022. 

Generational gender pay gaps 

The TUC analysis shows that the gender pay gap is widest for older women, so they have to wait longer for their Women’s Pay Day. 

  • Women aged between 40 and 49 have a pay gap of 21.3 per cent and work for free until Friday 18 March 2022. 
  • And women aged 50 and 59 have the highest gender pay gap (21.8 per cent). They work 80 days of the year for free before they are paid on Sunday 20 March 2022. 

Regional gender pay gaps 

The analysis also shows that in some parts of the country gender pay gaps are even bigger, so their Women’s Pay Day is later in the year. 

  • The gender pay gap is largest in the south east (18.9 per cent). Women in this region work 69 days for free and their pay day isn’t until Wednesday 9 March. 
  • And women in the south west (16.6 per cent) and the east midlands (16.8 per cent pay gap) have to wait until next week (Tuesday 1 March and Wednesday 2 March) for their pay days. 

Regional variations in the gender pay gap are likely to be caused by differences in the types of jobs and industries that are most common in that part of the UK, says the TUC. 

TUC General Secretary Frances O’Grady said: “It’s shocking that working women still don’t have pay parity. At current rates of progress, it will take nearly 30 more years to close the gender pay gap. 

“It’s clear that just publishing gender pay gaps isn’t enough. Companies must be required to explain what steps they’ll take to close their gender pay gaps – and bosses who don’t comply with the law should be fined. 

“The last two years have shown us that employers can do more to help women balance caring responsibilities and work. Flexible working is vital to mums keeping their jobs and progressing at work and is our best chance of closing the gender pay gap. 

“All jobs must be advertised with the possible flexible options clearly stated, and all workers must have the legal right to work flexibly from their first day in a job.” 

Childcare and parental leave 

Frances added: “The gender pay gap widens dramatically once women become mums. We need more funding for affordable, good quality childcare to support working parents – along with better wages and recognition for childcare workers. 

“And both parents need to be able to share childcare more easily. Without better rights to well-paid leave, mums will continue to take on the lion-share of caring responsibilities – and continue to take a financial hit. 

“We need a complete overhaul of the shared parental leave system. It’s not an affordable option for most working families. Dads need leave they can take in their own right. It shouldn’t rely on mums giving up some of their maternity leave.” 

Scotland rolls out LGBT inclusive education across curriculum

Scotland has become the first country in the world to embed lesbian, gay, bisexual and transgender (LGBT) inclusive education across the school curriculum.

Focused on promoting equality, reducing bullying and improving the educational experiences of LGBT children and young people, subjects across age groups will now include LGBT identities, issues and history.

Support to help schools deliver this includes:

  • a website where school staff, parents, carers, children and young people can access information to support LGBT children and young people
  • a basic awareness e-learning course for education staff on LGBT inclusive education
  • a toolkit of LGBT inclusive education teaching resources 

Parents, teachers, young people and LGBT organisations helped to develop the website, e-learning course and teaching resources.

Children’s Minister Clare Haughey said: “I am proud to say that Scotland is leading the way as the first country in the world to embed LGBT inclusive education right across the curriculum. By doing so, we can help young people to reach their full potential and flourish in a diverse and inclusive society.

“The launch of this ground-breaking suite of resources for schools takes us another step forward in ensuring that our curriculum is as diverse as the young people who learn in our schools.

“The Scottish Government, in partnership with COSLA, is determined to provide a fully inclusive education for Scotland’s children and young people.”

COSLA Children and Young People Spokesperson Cllr Stephen McCabe said: “Improving inclusion in our schools is a priority for Local Government. We welcome the materials published today, which will assist schools, teachers and education staff to drive this important agenda forward, ensuring all children and young people receive the support they need.”

Time for Inclusive Education co-founder Jordan Daly said: “I experienced bullying and prejudice at school for being gay, and it had a detrimental impact on my confidence and wellbeing for some time.

“This new website, and the supporting resources, which have been co-developed with teachers across Scotland, will support teachers to take a proactive, educational approach to tackling prejudice. Most importantly, this work will empower young people and provide them with an opportunity I didn’t have at school – to feel valued, confident, and proud of who they are.”

National Parent Forum of Scotland Chair Margaret Wilson said: “We welcome the roll-out of LGBT inclusive education across the school curriculum.

“With other stakeholders, we have developed an information resource on LGBT inclusive education for parents and carers to help them to support their children and ensure they have a positive educational experience, using an approach underpinned by children’s rights, kindness and respect.”

The new website is here: www.lgbteducation.scot

Statement on historical links with Atlantic slave trade

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.  

Work begins on a Minimum Income Guarantee

Scotland is taking its first steps on the road to establishing a Scottish Minimum Income Guarantee (MIG).

Social Justice Secretary Shona Robison will today co-chair the first meeting of a new steering group to drive forward the ambitious new policy with the aim of reducing poverty, inequality and insecurity.

Ms Robison has also launched a consultation to gather views on how establishing a Minimum Income Guarantee – which would provide an assurance that everyone would have enough money to live a dignified, healthy and financially secure life – could be designed and delivered in Scotland.

The announcement meets another commitment for the first 100 days of this government, which was elected on 6 May.

Speaking ahead of the meeting, Ms Robison said: “We are committed to progressing the delivery of a Minimum Income Guarantee, which could be revolutionary in our fight against poverty. It is a clear demonstration of our ambition and aspiration for Scotland.

“The policy is innovative, bold and radical. It reflects our clear desire to do everything with our limited powers to deliver the change needed, using every lever at our disposal.

“Eradicating child poverty and building a fairer, more equal country must be a national mission, not just for the government, but our parliament and broader society.

“We recognise this is a cross-government responsibility and we are focused on working together to push forward poverty reduction in Scotland.

“We must look at ways of maximising household incomes from work and social security, as well as reducing costs on essentials including services such as childcare.

“Introducing a Minimum Income Guarantee will not be easy and it will not happen overnight, but there is a willingness to deliver on our ambition.”

The steering group will be co-chaired by Russell Gunson, Director of the Institute for Public Policy Research in Scotland, which published a report earlier this year on how a future Minimum Income Guarantee could look.

Mr Gunson said: “A Minimum Income Guarantee could transform the lives of people across Scotland, setting an income floor in Scotland beneath which no one would fall.

“To build a fairer and stronger Scotland following Covid-19 we will need to think big ideas in Scotland and think just as big on how to implement them.

“The MIG Steering Group is a great step, bringing cross-party representatives and experts from across Scotland together to shape a Minimum Income Guarantee and make progress on delivering it.

“I’m delighted to be co-chair and look forward to working hard together to see tangible progress towards delivering a Minimum Income Guarantee for Scotland over the coming years.”

Access the consultation dialogue