Tag: inclusion

FT poll shows 90% learnt ‘little or nothing’ about finance at school

‘two in three of the global population, including one in three in the UK, are financially illiterate‘

The Financial Times has launched a new charity endorsed by the former prime minister Gordon Brown, focused on the promotion of financial literacy and inclusion around the world.

The FT Financial Literacy and Inclusion Campaign (FT FLIC) unveiled its strategic plan to boost the financial literacy of young people, women and disadvantaged communities at an event hosted by Roula Khalaf, editor of the Financial Times.

The plan will develop educational programmes to tackle financial literacy, initially in the UK and then around the world. It will seek to warn people about potential financial traps as well as empowering them to realise their aspirations. It will also campaign for policy change and clearer product communication by financial companies. 

“Improving financial literacy for people that need it most, will empower and build financial resilience amongst communities that have faced growing inequalities exacerbated by the pandemic and austerity,” said Aimée Allam, executive director of FT FLIC.

“We have now outlined our ambitious goals to improve financial literacy, and our success will be determined by our ability to achieve these goals in an effective and measurable way.”

A survey, commissioned for the Financial Times by Ipsos Mori, reveals shortcomings in financial understanding among four constituencies that have clear gaps relative to the national average: deprived areas, the young, women and ethnic minorities.

According to the research, 90% of the 3,194 people polled across England learnt “nothing at all” or “not very much” about finance at school. The research also found that barely half of 3,000 respondents were able to correctly compare the costs of borrowing via credit cards or bank overdrafts, regardless of their wealth, ethnicity or gender.

Not only will FT FLIC provide financial educational content for individuals and teachers, it also intends to lobby for education policy to change, in particular pushing for financial literacy to be integrated into school curriculums. FT FLIC will also focus on helping close the financial literacy gap for women and communities marginalised from accessing mainstream finance.

FT FLIC will partner existing charities and other organisations in financial education, and become a hub for the aggregation of the best materials, as well as developing its own content.

Patrick Jenkins, the FT’s deputy editor who chairs FT FLIC, said: “According to the World Bank, two in three of the global population, including one in three in the UK, are financially illiterate.

“If that were true of language literacy it would rightly be regarded as a scandal. Happily getting on for nine in 10 people around the world are now able to read and write. But why is it not regarded as a scandal that financial literacy levels are so low?”

Speaking at the launch of FT FLIC Gordon Brown, former Prime Minister of the United Kingdom, said: “In surgeries, I came face-to-face with constituents who could not manage their finances or pay their bills, who racked up debts and fell into the hands of money lenders.

“I saw not only the despair that this brings and the impact it has on physical and mental health but the need for far greater financial literacy. Financial worries have been exacerbated by the pandemic and will certainly worsen when six million families in the UK find their universal credit is cut by £20 a week.

“I welcome this initiative to create an umbrella foundation that will not only work with current providers at the grass roots level, but it will also seek changes to policy.”

The launch of FT FLIC follows 15 years of successful FT seasonal appeals that raised more than £19.5m on behalf of charities and supported many worthy causes.

Scotland to host United Nations Conference of Youth

Scotland will host the 16th Conference of Youth (COY16), the UN’s official youth event for COP26.

The Conference of Youth is an essential part of the COP calendar, helping to prepare young people for their participation in COP. It gives young people a voice in the climate negotiations, while providing delegates from over 140 countries the chance to meet, share experiences and build skills.

The conference will result in the Statement of Youth, which is presented on behalf of young people at every COP, setting out their hopes and expectations for the climate negotiations.

Five young people from Scotland will be selected to represent the country as delegates and contribute to the Statement.

This event, which runs from 28-31 October in Glasgow, will be funded by the Scottish Government and delivered by YOUNGO – the youth constituency of the United Nations Framework Convention on Climate Change (UNFCCC).

The First Minister said: “Young people have been among the strongest voices calling for urgent global action to address climate change. They have been an inspiration and I am proud that we are playing a role in giving them a platform at the heart of COP26 in Glasgow.

“The Conference of Youth will represent young people from 140 countries around the world, including here in Scotland. It is designed by young people, for young people, so they can set out their asks of world leaders ahead of the climate negotiations.

“Through this support we are ensuring that Scotland will play its part in securing an ambitious and deliverable global deal at COP26.

“I look forward to welcoming COY16 to Glasgow and engaging with them on our shared endeavour to tackle the climate crisis, with young people at the heart of our commitment to a just transition.”

Heeta Lakhani, YOUNGO Focal Point (Global South) and Marie-Claire Graf YOUNGO Focal Point (Global North) said: “The support of the Scottish Government is proof of legitimate youth inclusion and participatory governance in the lead up to the 26th UN Climate Conference.

“The official UN Climate Change Youth Constituency, YOUNGO, and the young climate advocates globally welcome this partnership not only to deliver COY16 and our presence in COP, but also as a sign that we are heard and involved.

“The commitment and backing of the Scottish Government will surely be part of the climate movement’s history. In these challenging times, it is important that we work on shared goals together. Let’s unify for change!”

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.  

Get your game on for RNIB! Charity encourages gamers to fundraise

Online video gamers are being encouraged to fundraise for sight loss charity RNIB in May while they play, as part of a drive to highlight the need for more inclusion in gaming.

This will tie in with Global Accessibility Awareness Day on May 20th, a day which focuses on digital access and inclusion for people with disability and impairment.

The charity is inviting supporters who enjoy online gaming to host  ‘Gaming for RNIB’ fundraising livestreams on or around this date.

Gamers with sight who wish to experience how games might look to those with different sight loss conditions can be provided with helpful materials, including overlays and simulation glasses.

RNIB’s community giving manager Becca McRow-Brewer said: “Games rely largely on visuals. But blind and partially sighted people are also active gamers, they just need the help of accessibility features. Sight loss doesn’t have to mean losing your passions.

“We are encouraging gamers from across the UK to support RNIB by hosting a fundraising stream around Global Accessibility Awareness Day. Every pound raised will help create a world without barriers for people with sight loss.”

RNIB currently supports gaming groups for blind and partially sighted players across the UK that were set up at the beginning of the year, with a group in Scotland among the first.

Members meet weekly on an online telephone call and share their experiences of the games they’ve found most accessible. They’re also challenging software developers to consider blind and partially sighted people when designing new games.

Conor Joseph (24) who lives in Livingston is visually impaired with a rare genetic condition called Leber’s Hereditary Optic Neuropathy.

“I lost my sight around the age of eight,” he said. “For the most part I am able to get around and live independently. I love all forms of media from gaming to movies and music and even graduated with a degree in film and media.

“I’ve loved gaming my whole life and have an interest in a range of genres with first-person shooters and open world games being among my favourites.

“While I have been fortunate in having a lot of useful sight left, becoming visually impaired forced me to make adjustments in most aspects of my life which included gaming. I frequently avoid games heavy in text and dialogue as sitting close in to read everything can become extremely tedious and tiring.

“Joining RNIB Scotland’s gaming group has allowed me to chat to other visually impaired gamers, many of whom have similar experiences to me. I would definitely urge other disabled gamers to become part of the community and talk to others with similar experiences.

“Accessibility in gaming is extremely important and the industry has already seen a great shift towards being accessible within the last few years. Creating focus groups and directly working with disabled gamers in order to discover what user experience settings are most effective. In a general sense, I would say giving people as many options as possible is the best thing a developer could do.

“Gaming as a whole is very important to me and a big part of my life and I can’t imagine what it would be like if I lost more of my sight. Playing games is a great stress reliever, both as a solo gamer and a fun social activity when playing with friends. All games are created to let the player have fun, and all disabled people should have the chance to have fun just like anyone else.”

For more information or to register to host a fundraising gaming stream for RNIB visit rnib.org.uk/gaming-for-rnib

Generation Equal: Scottish Government to be accountable for delivery of equality action plan

The First Minister’s National Advisory Council on Women and Girls (NACWG) has laid out its vision for the future in Scotland’s progress towards  gender equality, as it comes to the end of its initial three-year term. 

In a next steps report to First Minister Nicola Sturgeon MSP, the NACWG has laid out the rationale for developing a model which sees it move into an accountability and scrutiny role for a further three years to push forward the implementation of the systemic changes required to tackle gender inequality in Scotland.

Since 2017, the NACWG has worked with communities, activists, academics, leaders of public services, and members of the public in Scotland to explore gender inequality and produce a package of recommendations to be taken forward collectively to deliver tangible systemic change.

All recommendations from the first two NACWG reports have been accepted by the First Minister, with feedback yet to be presented on the latest report, published in January 2021. 

The NACWG has been clear from inception that it didn’t anticipate continuing with its current model indefinitely and, given the scope of the NACWG’s recommendations to date, it has now advised that the repeated annual submission of further recommendations at this level would be unhelpful, without taking time to take stock and allow them to be implemented and the consequences analysed.

The system needs time to adapt – especially if wholly inclusive intersectional gender mainstreaming is to remain the end goal for Scotland.

In its next phase, the NACWG suggests building on and upscaling existing accountability practices to assess the progress of the implementation of the recommendations and ensure these are taken forward as intended. 

Co-chair Louise Macdonald OBE said: “The First Minister asked the NACWG to be bold and to challenge the government and public services, private sector and public where required – and that’s exactly what we’ve done with the ambitious recommendations set out in our annual reports.

“The first iteration of the NACWG has delivered a strong package of recommendations but now, to ensure we continue our work to make Scotland a gender equal society, we believe the subsequent phase should focus on the scrutiny of the development of these recommendations.

“Systemic change requires time for any recommendations to bed in and we are not advocating for the next iteration of the NACWG to become “part of the system”. Instead, our aim would be to have a degree of independent oversight of implementation and assess impact so that at the end of this period there is a clear understanding of the successes, any unintended consequences, and whether further work is required.”

Louise added: “We didn’t recommend quick fixes or tweaks, but systemic change and we thoroughly understand that care needs to be taken and careful attention paid to implementation. 

“Every member of the First Minister’s Advisory Council on Women and Girls has considered it a privilege and an honour to be part of this work. We are proud of what we have achieved – but that pride is matched with a certainty there is much more to do to realise the transformational impact our recommendations could deliver, and a belief that through collective will, effective collaboration and shared ambition gender inequality CAN become a historical curiosity in Scotland.”

The decision around the next steps and remit for this work going forward sits with the First Minister.

Report link: 

https://onescotland.org/wp-content/uploads/2021/03/590637_SCT0321216300-001_p1.pdf

Carnegie UK Trust: What’s Next for Wellbeing?

“… by such means as the Trustees may from time to time select as the best fitted from age to age, remembering that new needs are constantly arising”, or “how to solve a problem like improving wellbeing?”

Along with his substantial endowment, Andrew Carnegie left his UK and Ireland Trustees an obligation to undertake regular reviews of the most effective means of securing his mission to improve wellbeing (writes Carnegie UK Trust Chief Executive SARAH DAVIDSON).

This has translated over time into quinquennial strategy reviews and the subsequent production of 5-year strategy documents.  Those of you who follow our work may have spotted that the most recent one (2016-2020) expired at midnight on 31st December. So, what’s next for the Carnegie UK Trust?

For an organisation whose entire purpose is focussed on the improvement of wellbeing, the past decade has been a remarkably fertile one in public policy terms. Across the world, as well as here in the UK, the concept of “societal wellbeing” – everyone having what they need to live well now and in the future – has gathered momentum. The Trust has been at the heart of that debate, bringing accumulated expertise to policy and practice and adding to our own understanding as we went along.

It has been an incredibly busy period, no more so than in the last few years. In our work on digital futures;  fulfilling work; enabling wellbeing; and flourishing towns we have ranged widely across the public policy landscape as well as the actual geographies of our 5 jurisdictions. In doing so, we have enjoyed multiple collaborations and partnerships, developed a diverse playbook of approaches, and invested in the thinking and doing which we believed were necessary to stimulate positive change.  It has been challenging and exhilarating and – at times – exhausting.

As we entered 2020, we knew that it was almost time to draw breath, to look back and to look forwards and to take stock, as Andrew Carnegie asked us to. And then came the pandemic, and the year that was to have been one of review and reflection became the year when we doubled down on the insights and learning we had gained throughout the strategy period and brought them to bear on the greatest challenge to individual, community and societal wellbeing of our lifetimes.

However, we quickly discovered that 2020’s clarity of focus on questions of wellbeing actually acted as a stimulus to our strategy review, rather than a distraction. We added to our existing evidence base about what influences wellbeing, and we worked alongside partners old and new to understand how Covid-19 was affecting communities across the UK and Ireland.

At the same time, the experience of remote working during a pandemic encouraged us to reflect on ourselves. What is our identity as an organisation when we are not working together in our familiar building in Dunfermline? What does it mean to work across the UK and Ireland when you never leave your home?  Faced with immense challenges to public policy and practice, how can a team of 16 FTE reasonably make an impact, and what does “impact” mean anyway, in our business?

In the course of last year, we started to address some of these questions, drawing on the extensive experience and insights of our own team and Board of Trustees, as well as undertaking a thorough stakeholder survey carried out on our behalf by The Diffley Partnership.

We heard some very encouraging and positive things during this process.

People who engaged with our work in 2016-2020 said that they regarded our activities as relevant and influential.  We have strong relationships and active networks across all the jurisdictions where we operate, and across sectors, allowing us to fulfil a valuable convening function.  

The quality of our work, our approach to partnerships and our varied menu of ways of working are all perceived as strengths, as are my colleagues who are highly valued by all who engage with them. As the Trust’s still-relatively-new CEO I am privileged to enjoy the reflected glory of much of that feedback.

However, a period of reflection and review is most useful when it sharpens your ambition and signals future opportunities. So, while we are proud of the work that we have done over the past decade in order to improve wellbeing, we also recognise that in this rapidly changing world we must evolve our approach to build on the work we have done to date and become even more effective in pursuit of Andrew Carnegie’s mission.

This is what we are working on as we enter 2021.

We are exploring how to strengthen the focus on our USP, which is wellbeing. As part of this, we want to invest more consciously in our ongoing learning as an organisation (both at a governance and an operational level), and we intend to become much more explicit about our values and how they shape us and our work.

We need to revisit the sheer volume of activity that we undertake and reflect on the trade-offs between individual busyness and the overall depth, quality, and impact of our output as a team.

We want to understand more fully how the work we do and the way that we present our evidence connects with those we seek to influence – or doesn’t.  Does everyone understand what we mean when we talk about “wellbeing” and if not, how can we communicate that more effectively?

It’s also important for us to keep abreast of and emulate the very best practice in assessing impact in the complex world of social change.  We are currently inviting expressions of interest from people interested in working with us on refreshing our brand, and also on a review of best practice on impact. If either of these falls into your area of expertise, we’d be keen to hear from you.

At the same time, we are continuing to assess our own ongoing development as an organisation.

In common with many others in our sector, the events of summer 2020 added further urgency to the challenge we had already set ourselves to examine our policy and practice on Diversity, Equity and Inclusion.  

We’ve started some important conversations, but we have much more still to do here. We were already auditing our environmental practice a year ago, but an 11-month period without travel has shown us what is really possible with the aid of technology and the goodwill of partners.

The realities of lockdown created opportunities for team members to step into new spaces, take on additional responsibilities and demonstrate the power of collective leadership. Our Organisational Development strategy will be founded on our strengthened belief in the capacity and desire of individuals, teams, and the organisation as a whole to learn and grow.

So, that’s what we are up to here at the Trust, while at the same time making sure that we bring any remaining work under the 2016-20 strategy to a positive conclusion. The next six months will be the time when we lay down the critical foundations for successful delivery in the years ahead.

We expect to publish our 2021-2026 strategy in the summer, along with the accompanying operating plan. Between then and now, we will go on sharing updates on how our review is going. We are always keen to learn from others, so if you have experience and learning to share, please don’t hesitate to get in touch.

Community Wealth Building: Zoom event

Dear Colleagues

Please find attached a zoom invitation to a meeting looking at Community Wealth Building.

The meeting will be hosted by Lesley Hinds, Chair of North Edinburgh Arts, with guest speaker Councillor Joe Cullinane, Leader of North Ayrshire Council. Please find attached a link to North Ayrshire’s Community Wealth Building strategy for information prior to the discussion.

https://www.north-ayrshire.gov.uk/Documents/nac-cwb-strategy-brochure.pdf

I this is of interest, and that you will be able to join the discussion on the 22nd. No registration is needed, simply use the link in the attachment, however it would be useful if you can reply to me in advance if you are going to attend to give me an idea of numbers.

Yours sincerely

Kate Wimpress / Director

North Edinburgh Arts, 15a Pennywell Court, EH4 4TZ        

NEA North Edinburgh Arts is inviting you to a Community Wealth Building meeting, by Zoom.

Join Zoom Meeting
https://us02web.zoom.us/j/9661004253

Meeting ID: 966 100 4253

Edinburgh: an inclusive city?

A new campaign building on the City of Edinburgh Council’s work to create an inclusive and diverse workplace has been launched.

Designed to foster a culture where all people feel their differences are valued, respected and accepted, Inclusivedinburgh will highlight the many benefits that a diverse workforce brings.

Guided by the Diversity and Inclusion Strategy which was approved by councillors last year, the City is working to attract and retain a representative Council workforce which reflects the diversity of Edinburgh’s citizens. It is hoped that the internal campaign will help to make sure that everyone’s voices are heard and that all employees feel welcome.

Councillor George Gordon, Equalities ‘Champion’ for the City of Edinburgh Council, said: “We’ve worked extremely hard to grow as an inclusive employer and bring our diversity and inclusion strategy to life.

“Following many months of meetings, I’ve seen firsthand how this has involved tremendous efforts by our HR team and our colleague networks plus input from unions. I’m pleased to have been involved and I’d like to thank everyone who has got us to this point.

“It’s fantastic to now see all of the measures we’ve put into place brought together under Inclusivedinburgh. We’re committed to advancing equalities in everything we do and there is no better place to further foster an inclusive culture than within our own workplace. We are a disability friendly employer and we have solid networks in place to support all colleagues to achieve their best. Our LGBT+ and BAME networks are also thriving.

From developing our understanding of colleagues’ personal situations to creating our own benchmarking tool so that we can keep track of progress – we’re continuously bettering our policies and recognising the value of a diverse workforce. This campaign is about sharing best practice and helping staff while also striving to be even better.

“We’re proud of how far we’ve come and this new campaign helps our ambitions for workplace equality to stand out. For Edinburgh to be a fair City, we must do all we can to improve the quality of life for those who face inequality. Better still, we must aim to stamp out discrimination and prejudice, wherever it occurs.”

Councillor Lezley Marion Cameron, Chair of the Council’s Cross Party Working Group on Equalities, said: “As the City of Edinburgh Council, and as a major employer, it is vital to listen and to learn from the lived experience of colleagues from groups which are under-represented in our workforce and our city.

“The enthusiasm and participation of staff in our LGBT+  and our BAME colleague networks has been and continues to be crucial to how well we listen, learn, and respond proactively in our efforts to ensure we are an employer, in both word and deed, which values diversity and difference as a strength and key measure of our organisational health.

“I warmly welcome the launch of the Inclusivedinburgh campaign to promote respect and equality within and throughout all management tiers and service areas of the Council. This cements our commitment to attracting and retaining a workforce more reflective of all the Edinburgh citizens we represent and serve. 

“Recent progress towards this includes introducing guidance and support for those who are transitioning; and those who are going through the menopause; Unconscious Bias e-learning for Council managers is also happening which supports our aim that no-one experiences discrimination of any sort during our recruitment process; and creating and circulating a colleague calendar which raises awareness of dates and events of particular significance throughout the year, for example, Ramadan and Carers Week.”

The Edinburgh City Vision 2050 states that Edinburgh aspires to be a fair, inspired, thriving and connected city. The Inclusivedinburgh campaign aims to work towards that vision and the Council’s ambition to place respect, equality and rights at the heart of the workplace.

Commenting on the brand, staff member Bobby Nwanze said: “As the chair of the Council’s BAME colleague Network, it’s refreshing to receive such amazing support.

“Working closely to promote cultural awareness and tackle discrimination in the workplace will help us to become a truly diverse Council.”

Equalities ‘champion’ George Gordon explained this further when he wrote in the Evening News this week: “To become a fairer city where everyone can benefit from Edinburgh’s success, we need to take united action against inequality. 

“So, as we rebuild our communities and the economy from the COVID-19 crisis, we’ll be taking lessons learned from lockdown and listening intently to the voices of residents from our minority and traditionally disadvantaged groups. We have a chance to shape a ‘new normal’ for the city and this is an opportunity we will not miss.

“Within the Council, we’re already seeking out views from our colleague networks on how we can better promote diversity and inclusion amongst staff and in our recruitment processes. Just this week we’ve launched a new campaign to highlight the policies we have in place to make our workplace culture one of the most inclusive in Scotland.

“The Poverty Commission is pulling together feedback from people who have been unfairly disadvantaged by COVID-19 and I’m in touch with equalities networks to truly understand how certain groups have been impacted. 

“We’re on the cusp of a global recession and we need to make sure we put the right measures in place to support people at risk of unemployment or reduced opportunities, so that we can aim to create a more level playing field in a post-COVID economy.

“During the last few months, we saw our usual way of life and leisure activities taken away from us. But not being able to enjoy society fully with a trip to the theatre or day out with family is a battle people with certain disabilities face year in, year out.

“That’s why the Scottish-government backed Spaces for People programme which promotes wheelchair and wider access to high streets and other parts of the city is such an important measure for Edinburgh. As businesses re-open again, we want to make sure everyone can get out of lockdown and enjoy everything which makes Edinburgh such a great city to live in.

“All of us have also experienced a very different type of August without the buzz and packed High Street of the Fringe. And, as we develop plans for re-introducing events next year and designing our winter festivals, we also need to push for accessible routes for those who need them.

“Of course, our moves to make Edinburgh a more disabled friendly and equal city are not merely a response to the current crisis. This is something I’ve been championing since coming into my Equalities role and we’ve worked hard to highlight the rights and needs of disadvantaged residents in everything we do.

“Our ban on ‘A’ boards has been hailed as a success by equalities groups like the RNIB and Edinburgh Access Panel. I’m proud that Edinburgh was the first city to introduce this. We were also the first to bring in new-build planning rules to promote the latest, safest design for disabled residents. 

“Personally, I’m pleased we were also able to reach an agreement on necessary wheelchair spaces on buses and our swift and ongoing response to the Black Lives Matter movement is also going to change our City for the better.

“I stand ready to advocate for what we need to keep achieving, now and over the next 12 months to come.”

Letters: Let’s make sure the Scotland we return to is inclusive for everyone

Dear Editor

As lockdown eases the Scottish Government wants us to walk and cycle more, to reduce passenger numbers on public transport and encourage us all to keep fit and healthy.

RNIB Scotland believes this ‘Spaces for People’ initiative could transform active travel for everyone. However, we remain concerned that, if these moves are introduced too hastily, with not enough thought given to people who are blind or partially sighted or who have other mobility issues, it could actually end up putting barriers in place.

We want space for new cycle lanes to be taken from roads not pavements, for new designs to avoid the shared spaces concept, for clutter to be removed from our streets, and for controlled crossings to the road or bus stops to be installed. This will make things safer for pedestrians, cyclists and drivers.

The current situation has made us all a little more aware of what it is like to feel vulnerable, to depend more on others. Let’s build on the sense of greater cohesiveness this crisis has created and make sure the Scotland we return to is inclusive for everyone.

James Adams

Director, Royal National Institute of Blind People Scotland

12-14 Hillside Crescent

Edinbugh

What can you use the internet for? A digital survey

What If…North Edinburgh? (WINE) is a programme run by First Port to support local people to develop social enterprises to create jobs and do something worthwhile in the community. Run by the manager, Julie Smith, it has assisted people over the last year to start up businesses doing sewing and tailoring, running markets and making crafts.

WINE offers workshops, training and discussions on various topics from ‘what is a social enterprise’ to managing your finances. It started a digital training course for local people just before lockdown, to include things like using social media, creating your own posters, how to sell online. That had to stop, but Julie is keen to offer training, this time online. She wants to know what would be useful for people.

“I got a really good tutor in from an organisation called Mhor Collective”, Julie explained. “They do a lot of work around what people want to learn, their motivation etc and don’t just have a set course they deliver. It’s tailored to people’s needs.

“Since lockdown, we’ve all seen how important having access to the internet it. But it’s hard if you can’t afford broadband or data – and if you have to share one tablet or phone between a whole family. I know a lot of people will have been doing home schooling too online, a very new thing for everybody!

“I’m doing a survey of people in north Edinburgh to find out what they’d like to learn to do, or do better using technology. We can then put on a course based on those needs. It’ll be great to build on the skills people already have and maybe identify some digital champions locally who can then go on to support others.”

The survey is straightforward and shouldn’t take too long.

“It’s important we get as many views from as many people as possible. If you need a paper copy of the survey, let me know. And pass it on to others!’’

The survey can be found online here WINE digital survey

If you have any questions about the survey or the other work WINE is doing, please contact Julie Smith: julie@firstport.org.uk or phone 07763 869 556.