‘Reducing re-traumatisation will promote equality’– report
Work to reduce the re-traumatisation of victims and witnesses of crime will help promote equality in Scotland’s justice system, according to some of the most senior women leaders in the sector.
Solicitor General Ruth Charteris KC, Chief Superintendent Hilary Sloan from Police Scotland and Jen Ang of the Scottish Women’s Rights Centre are among eight co-authors of an independent report that aims to help give policy-makers and agencies a clearer understanding of how women’s experiences of justice differs from men and what can be done to improve those experiences.
Commissioned through the Women in Justice Leadership Panel, the report brings together evidence gathered from across Scotland’s justice system. Its findings conclude that supporting women in ways which met their individual needs could have a powerful impact of on their perception of justice – leading to greater trust in the system.
The conclusions back Scottish Government-funded work already underway to embed trauma-informed practice across the justice system – a key aim of the Victims, Witnesses and Justice Reform (Scotland) Bill.
The report is being shared with the National Advisory Council on Women and Girls, which advises the First Minister on how to tackle gender inequality in Scotland.
Minister for Victims and Community Safety Siobhian Brown said: “I am grateful to the senior female leaders in Scotland’s justice sector who have taken the time to examine the system in the round.
“Their report puts forward the case for policy-making within justice that reflects women’s various social identities, such as race, disability or religion, so that their experiences can be improved.
“I thank everyone who contributed to the report, since it is their specialist knowledge and testimonies which have provided a clear and unambiguous foundation to inform and influence key justice partners and beyond.
“The conclusions are owned by the Panel members, who will use their influence and positions to effect change. These findings will help the Scottish Government change and deliver a justice sector which is truly responsive to the needs of women and girls.”
NEW polling reveals 1 in 2 workers feel that work is getting more intense and demanding
“Gruelling” work intensity is a growing problem in “burnt out Britain”, with workers reporting that they are working harder and longer now compared to previous years, the TUC has warned.
The TUC says increasing work intensity means workers are having to pack more work into working hours – with work often spilling over into their private lives.
The warning comes as the union body releases new polling, conducted by Thinks Insight (formerly Britain Thinks) which reveals:
More than 1 in 2 (55%) workers feel that work is getting more intense and demanding.
And 3 in 5 (61%) workers say they feel exhausted at the end of most working days.
The polling also reveals workers feel the situation is getting worse. Compared to the previous year (2021):
More than a third of workers (36%) are spending more time outside of contracted hours reading, sending and answering emails.
1 in 3 (32%) are spending more time outside of contracted hours doing core work activities.
4 in 10 (40%) say they have been required do more work in the same amount of time
4 in 10 (38%) say they are feeling more stressed at work
The TUC says women face greater work intensity than men.
The polling shows that compared to men, women are more likely to say they feel exhausted at the end of most working days (67% to 56%) and that work is getting more intense (58% to 53%).
Women are overrepresented in sectors such as education and health and social care. These are sectors where staff shortages and other factors, such as burdensome scrutiny and long working hours, have led to increased work intensification.
And women continue to shoulder most of the caring responsibilities at home, which can further add to time-pressures on them.
Burnt-out Britain
Recent TUC analysis revealed UK employers claimed £26 billion of free labour last year because of workers doing unpaid overtime.
3.5 million people did unpaid overtime in 2022, putting in an average of 7.4 unpaid hours a week.
As well as being detrimental to family life, long term-ill health conditions caused by overwork include hypertension and cardiovascular disease, digestive problems, and long-term effects on the immune system, increasing risk of causing autoimmune disease diagnoses.
When workers are tired, or under excessive pressure, they are also more likely to suffer injury, or be involved in an accident.
Perfect storm
The TUC says there are several factors are combining to create a “perfect storm” for work intensity. This includes:
Surveillance technology and algorithmic management: Algorithmically set productivity targets can be unrealistic and unsustainable – forcing people to work at high speed. Algorithmic management can also force workers to work faster through constant monitoring, including monitoring the actions they perform and their productivity.
Staff shortages: Low pay, excessive workloads and a lack of good flexible work are key drivers of the staffing crisis. Staff shortages put huge strain on those who remain as they try to plug the gaps, fuelling excessive workloads and long-working hours. This undermines the quality of our public services, and leads to high attrition and absenteeism rates, worsening the workload crisis.
Inadequate enforcement of working time regulations: The working time regulations contain important rights for workers which could help safeguard against work intensification and the consequential health and safety risks, but enforcement of these rights is inadequate. This is in part down to lack of resources for enforcement agencies. The Health and Safety Executive, which is responsible for enforcement of the maximum weekly working time limits, night work limits and health assessments for night work, has had its budget slashed in half over the past decade.
Decline in collective bargaining: Industrial changes have combined with anti-union legislation to make it much harder for people to come together in trade unions to speak up together at work. This decline in collective bargaining coverage has led to less union negotiation around work organisation, resulting in work intensification.
Ministers are currently looking to water down rules on how working time is recorded by employers in the UK, which they could impose using powers in the controversial REUL (Retained EU Law) Act.
This could significantly weaken our already-inadequate enforcement system even further, making it more difficult for labour market inspectors to prove non-compliance.
Action needed
The TUC says ministers must take urgent action to tackle burnt out Britain, including:
Introduce a new right to disconnect to ensure workers get a proper rest break away from work and make sure that work doesn’t encroach upon a worker’s home life.
Strengthen enforcement of working time regulations – that means funding the HSE properly and ditching proposed changes to how working time is recorded.
Fix the public sector recruitment and retention crisis, bringing down excessive workloads and dangerously unsafe staffing levels, delivering year-on-year fully-funded pay rises and making improvements to working conditions.
Make flexible working a genuine legal right from the first day in a job. People should have the right to work flexibly from day one, unless the employer can properly justify why this is not possible. Workers should have the right to appeal any rejections. And there shouldn’t be a limit on how many times you can ask for flexible working arrangements in a year.
Promote collective bargaining to make it easier for unions to speak withand represent workers – including broadening the scope of collective bargaining rights to include work organisation, the introduction of new technologies, and the nature and level of staffing.
Introduce to statutory duty to consult trade unions before an employer introduces the use of artificial intelligence and automated decision-making systems. This would ensure that both the employer and worker can benefit from the introduction of new technologies and that productivity gains lead to decent pay rises for workers.
TUC General Secretary Paul Nowak said: “No one should be pushed to the brink because of their job.
“Gruelling hours, pace and expectations at work are growing problems up and down the country. This is a recipe for burnt out Britain.
“Chronic staff shortages, intrusive surveillance tech and poor enforcement of workers’ rights have all combined to create a perfect storm.
“It’s little wonder that so many feel exhausted at the end of their working day.
“It’s time to tackle ever-increasing work-intensity. That means strengthening enforcement so that workers can effectively exercise their rights.
“It means introducing a right to disconnect to let workers properly switch off outside of working hours.
“And it means making sure workers and unions are properly consulted on the use of AI and surveillance tech, and ensuring they are protected from punishing ways of working.”
On public sector overtime and the recruitment crisis, Paul added: “Public sector workers can’t keep going on gratitude alone. Staff are getting burnt out and leaving public services in droves.
“It’s time ministers got serious about fixing the recruitment crisis blighting our NHS, our schools and our public services.”
Retailers will be forced to provide up-to-date price information as part of new government scheme to call out rogue supermarkets and stations overcharging drivers at the pump.
Motorists will be able to easily compare fuel prices in real time to choose the best prices whilst boosting competition and in turn driving down prices.
Government action after watchdog finds some supermarkets charged drivers 6p more per litre for fuel from 2019 to 2022 – meaning £900m in extra costs across the UK in 2022 alone.
Motorists are being put in the driving seat to find the best fuel prices as the government prepares to force retailers to publicly fess up to how much they are charging at the pump.
In a win for consumers, they will be able to compare prices in real time in any area of the UK, through a new fuel price reporting scheme. Drivers will be able to easily identify those charging fair prices and those failing to pass on savings from falling wholesale costs.
The government will change the law to force retailers to comply by providing up to date price information, which is expected to lead to greater transparency and competition – in turn driving down prices and easing people’s cost of living.
The new scheme will make pricing data available for third parties – paving the way for them to create price comparison apps and websites – supporting the digital economy and helping growth.
The tough action by government follows publication of a Competitions and Markets Authority (CMA) report today showing some supermarkets charged drivers 6p more per litre for fuel. This amounts to £900m in extra costs in 2022 alone – around £75m a month.
New powers will be handed to a public organisation yet to be decided, to closely monitor the UK road fuel market, scrutinise prices and alert government if further intervention is needed.
This is the latest step in the government’s action to ease the cost of living, as part of its efforts to halve inflation this year – one of the Prime Minister’s five priorities. It follows the Chancellor’s roundtable with regulators last week, including the CMA, to ensure consumers are being treated fairly and help those struggling to make payments.
Grant Shapps, Energy Security Secretary, said: “Some fuel retailers have been using motorists as cash cows – they jacked up their prices when fuel costs rocketed but failed to pass on savings now costs have fallen.
“It cannot be right that at a time when families are struggling with rising living costs, retailers are prioritising their bottom line, putting upwards pressure on inflation and pocketing hundreds of millions of pounds at the expense of hardworking people.
“Today I’m putting into action the CMA’s recommendations and standing by consumers – we’ll shine a light on rip-off retailers to drive down prices and make sure they’re held to account by putting into law new powers to increase transparency.”
Jeremy Hunt, Chancellor of the Exchequer, said: “It isn’t fair that businesses are refusing to pass on lower prices to protect their profits while working people struggle with balancing their budgets.
“Consumers need to be treated fairly, and so we’re empowering drivers to find the best prices possible for their fuel by taking swift steps following the CMA’s recommendations.”
The CMA’s report found a concerning weakening of competition in the fuel market and an overall increase in retailers’ margins, especially in respect of diesel and with supermarkets the worst offenders (see below).
It also noted a lack of reliable and comprehensive price information available to motorists.
The report recommends the mandatory public disclosure of fuel prices and establishment of a body to monitor the market, which the government has agreed to.
The government will consult on the design of the open data scheme, and market monitoring function this autumn – with changes to the law needed to bring it in. In the interim, the CMA will create a voluntary scheme encouraging fuel retailers to share accurate, up-to-date road fuel prices for publication by August and continue to monitor fuel prices using its existing powers.
The move follows a similar scheme in Germany, which boosted competition amongst fuel retailers. Meanwhile, motorists who shopped around in Queensland, Australia, saved on average $93 per year off the back of a statewide scheme rolled out in the area.
Action to protect consumers announced today follows the government spending nearly £40 billion protecting households and businesses from spiralling energy bills over the colder months – including paying half the typical household bill and saving the average home roughly £1,500 by the end of June.
Meanwhile, with the latest Ofgem price cap coming into effect from 1 July, families will see their yearly energy bills fall by around £430 on average. On top of this, the government is also providing additional support to the most vulnerable, with an extra £150 for disabled people and £900 for those on means-tested benefits.
CMA sets out plan to help drivers get more competitive fuel prices
A new fuel finder scheme to enable drivers access to live, station-by-station fuel prices on their phones or satnavs would help revitalise competition in the retail road fuel market, the CMA said yesterday
Increased supermarket fuel margins led to drivers paying an extra 6 pence per litre
Instant access to prices via fuel finder scheme should drive down prices and help people find cheapest fuel
New monitoring body needed to hold industry to account
Asda fined £60,000 for failure to provide information when required
The scheme would be made possible by new compulsory open data requirements and backed by a new ‘fuel monitor’ oversight body. The proposals are the key recommendations by the Competition and Markets Authority (CMA) to UK government following its in-depth study into the road fuel market which found a weakening of competition in retail since 2019.
At present, retailers only provide information on prices at the petrol stations themselves. This makes it hard for drivers to compare prices and weakens competition. The fuel finder open data scheme would need statutory backing through legislation to ensure fuel retailers provide up-to-date pricing and make that available to drivers in an open and accessible format that can be easily used by third party apps such as satnavs or map apps, through a dedicated fuel finder app, or a combination of both.
The fuel monitor would monitor prices and margins on an ongoing basis and recommend further action if competition continues to weaken in the market. As the UK transitions to net-zero the demand for petrol and diesel will reduce. The fuel monitor will help us understand the impact of this on vulnerable consumers that remain dependent on petrol and diesel for longer, as well as those living in areas with limited choice of fuel stations.
The fuel monitor will ensure ongoing scrutiny of retail prices for petrol and diesel. We observed that following the interim update issued by the CMA in May 2023, the average price of road fuel fell in large parts of the UK. Over the last year, the CMA has investigated the road fuel market in detail and reached the conclusion that competition is not working well and greater transparency in pricing is needed to improve consumer confidence and bring down prices for drivers.
There is no evidence to suggest that there has been cartel behaviour taking place and the CMA has no plans to open an enforcement case.
The report found that:
From 2019-22, average annual supermarket margins have increased by 6 pence per litre (PPL)
Increased margins on diesel across all retailers have cost drivers an extra 13 PPL from January 2023 to the end of May 2023
With greater transparency and shopping around as effectively as possible, the driver of a typical family car could save up to £4.50 a tank within a 5-minute drive
Motorway service stations are charging around 20 PPL more for petrol and 15 PPL more for diesel compared to other fuel stations
Supermarkets are generally the cheapest places to buy fuel, with Asda typically the cheapest of those. This has anchored prices in the past. The CMA found that in 2022, Asda and Morrisons each made the decision to target higher margins.
Asda’s fuel margin target in 2023 was more than three times what it had been for 2019, while Morrisons doubled their margin target in the same period. Other retailers, including Sainsbury’s and Tesco, did not respond in the way you would expect in a competitive market and instead raised their prices in line with these changes. Taken together this indicates that competition has weakened and reinforces the need for action.
Diesel prices have been slow to drop in 2023, partially down to Asda ‘feathering’ (reducing pump prices more slowly as wholesale prices fell) its prices and other firms not responding competitively to that. As a result, the CMA estimates that drivers have paid 13 PPL more for diesel from January 2023 to the end of May 2023 than if margins had been at their historic average.
Sarah Cardell, Chief Executive of the CMA, said: “Competition at the pump is not working as well as it should be and something needs to change swiftly to address this.
“Drivers buying fuel at supermarkets in 2022 have paid around 6 pence per litre more than they would have done otherwise, due to the four major supermarkets increasing their margins. This will have had a greater impact on vulnerable people, particularly those in areas with less choice of fuel stations.
“We need to reignite competition among fuel retailers and that means two things. It needs to be easier for drivers to compare up to date prices so retailers have to compete harder for their business.
“This is why we are recommending the UK government legislate for a new fuel finder scheme which would make it compulsory for retailers to make their prices available in real time. This would end the need to drive round and look at the prices displayed on the forecourt and would ideally enable live price data on satnavs and map apps.
“Given the importance of this market to millions of people across the UK this needs to be backed by a new fuel monitor function that will hold the industry to account. As we transition to net zero, the case for ongoing monitoring of this critical market will grow even stronger, so we stand ready to work with the UK government to implement these proposals as quickly as possible.”
Local factors also contribute to how much drivers pay at the pump. The CMA identified that there are significant price differences in local areas, and that the difference between the highest and lowest prices in local areas has increased as average fuel prices have risen.
Lower prices are typically associated with having a supermarket retailer nearby, and where there are no supermarkets, for example, in remote areas, fuel retailers are likely to have higher costs and prices are likely to be higher. The fuel finder scheme will be important to help people find the best deal possible but it is essential that the monitoring function keeps a close eye on local variations in prices.
The price premium at motorway service stations has grown in real terms since 2012, and price variation on motorways is low, due to limited competition between service stations. A fuel finder scheme would allow drivers an easy way to see where they can find cheaper fuel in the area if they come off the motorway.
The CMA has also imposed fines totalling £60,000 on Asda for failing to provide relevant information in a timely manner.
Asda received two fines, each of £30,000 (the statutory maximum), for:
Sending a representative to attend a compulsory CMA interview who was not equipped to provide evidence on certain topics the CMA had identified in advance.
Failing to respond completely to a compulsory written request for information.
Asda has now provided the CMA with the required information.
The CMA also found that “increased margins on diesel across all retailers have cost drivers an extra 13 PPL from January 2023 to the end of May 2023.”
The organisation goes on to say:
“Over the last year, the CMA has investigated the road fuel market in detail and reached the conclusion that competition is not working well and greater transparency in pricing is needed to improve consumer confidence and bring down prices for drivers.”
However, the CMA could find “no evidence to suggest that there has been cartel behaviour taking place and the CMA has no plans to open an enforcement case.”
The CMA’s study on road fuel prices identified a reduction in competition amongst the supermarkets:
“Supermarkets are generally the cheapest places to buy fuel, with Asda typically the cheapest of those. This has anchored prices in the past. The CMA found that in 2022, Asda and Morrisons each made the decision to target higher margins. Asda’s fuel margin target in 2023 was more than three times what it had been for 2019, while Morrisons doubled their margin target in the same period.
“Other retailers, including Sainsbury’s and Tesco, did not respond in the way you would expect in a competitive market and instead raised their prices in line with these changes. Taken together this indicates that competition has weakened and reinforces the need for action.
“Diesel prices have been slow to drop in 2023, partially down to Asda ‘feathering’ (reducing pump prices more slowly as wholesale prices fell) its prices and other firms not responding competitively to that. As a result, the CMA estimates that drivers have paid 13 PPL more for diesel from January 2023 to the end of May 2023 than if margins had been at their historic average.”
The CMA is calling for the compulsory release of price data by fuel retailers so that apps can be developed which allow drivers to check what is the best price in their local area.
It also wants to see a new monitoring body to hold the industry to account.
According to the CMA “motorway service stations are charging around 20 PPL more for petrol and 15 PPL more for diesel compared to other fuel stations.”
Zero Waste Scotland delivers Government-commissioned review
Up to 26 million disposable vapes were consumed and thrown away in Scotland in the last year, of which an estimated 10 per cent were littered and more than half were incorrectly disposed of, according to a new report.
The Scottish Government commissioned Zero Waste Scotland to carry out a review of the environmental impact of single use vapes and potential policy options for addressing the problems that they cause.
The review estimates that in the year ending January 2023, there were 543,000 vapers in Scotland – of which 51,000 (9%) were under 16 and 78,000 (14%) were under 18. Most under 18 e-cigarette users prefer single use vapes.
Environmental impacts highlighted by the review include the waste impact of littering; risks associated with unsafe disposal of their contents; and greenhouse gas emissions and water consumption generated in their manufacture.
Total emissions associated with disposable vapes in 2022 are estimated to have been up to 4,292 tonnes CO2e – the equivalent of around 2,100 cars on Scotland’s roads. The lithium batteries used in the most popular disposable vapes could be recharged up to 500 times if the product design allowed.
Lorna Slater, Minister for Circular Economy, Green Skills and Biodiversity said: “This report shows that single use vapes have become a big problem – for our environment, local communities and young people.
“I will take action and will engage with those affected, including young people, over the coming months, with a view to setting out a way forward in the Autumn.
“Single use vapes are an issue across the UK, so I have invited Ministers from the other UK governments to meet to discuss the findings of the report and what we can do in response.
“Those who sell single use vapes are already required to take them back for safe disposal, or contribute to the cost of recycling, but this is clearly not happening as it should. I will therefore write to the UK Minister responsible to share our findings and to ask what they will do to ensure these obligations are met.”
The report shortlists nine potential measures to address environmental impacts of single use e-cigarettes, including a ban on sales, regulations to set certain design criteria, and charges to encourage behaviour change or producer fees to offset the environmental costs, such as a levy based on recycling rates. The report assesses the potential of each option for reducing environmental impact and the benefits of multiple measures in combination.
Iain Gulland, Chief Executive, Zero Waste Scotland said: “Any form of littering is unacceptable – it damages the environment, economy, and is a blight on the areas where we live, work, and socialise.
“Single use vapes are made up of components which, unless disposed of safely and responsibly, can last on our planet for years and years. And the sight of them, discarded on our streets, is becoming far too common.
“This is why Zero Waste Scotland was happy to lead on this important report. Tackling our throwaway culture is a priority for us and we will continue to work with the Scottish Government in highlighting the huge impact that littering these items has on the environment.”
In 2021, one in 14 jobs in Scotland was in the food and accommodation service sector, adding around £1.3 billion to the Scottish economy quarterly. Yet, average pay in the hospitality sector is significantly lower than the Scottish average – in fact, accommodation and food services has the lowest median hourly pay of any industry, at £10 in 2022. Across all sectors, the Scottish median hourly wage was £15 for the same time period.
Pre-pandemic, we published a report showing that hospitality workers were more likely to be in working poverty than workers in other industries. Children living in a household with at least one adult in hospitality were also significantly more likely to be in poverty than other households in Scotland.
Hospitality is also an extraordinarily difficult industry for business owners and operators. We found that food and accommodation services lost the highest proportion of revenue compared to other industries during the pandemic, on top of already having relatively low profit margins.
Hotels and restaurants also struggle to fill job vacancies, with data showing that around 30-35% of hospitality workers change employers annually – around twice the rate of other industries. This can add thousands of pounds to a company’s bottom line annually.
Holding on to these workers is vital for the long-term sustainability of these businesses, just like addressing low pay in hospitality is vital for the long-term wellbeing of these workers, their families, and the entire landscape of inequality and child poverty in Scotland.
To understand these issues, the FAI began a three-year project engaging with hospitality employers and workers in 2022. This project, called “Serving the Future,” is a partnership between the Robertson Trust, the Institute for Inspiring Children’s Futures, the Hunter Centre for Entrepreneurship, and the Poverty Alliance.
The goal of this project is to identify how hospitality industry employers can reduce in-work poverty, and what organisational, systemic, and policy-based changes can address child and working poverty in Scotland.
Today, we published our report summarising the first stream of work in this project. This workstream used scenario planning workshops to figure out what can be done to both support the sector financially and reduce in-work poverty.
Scenario planning involves discussing possible future situations based on various political, environmental, economic, or cultural factors. We established two groups for this: a group of hospitality workers and a group of business operators.
We asked these two groups to come up with ten major drivers of change each, isolating the two that were deemed the most important and most uncertain. The groups then created four scenarios based on the impact of the two drivers: what if one driver had high impact and one had low impact? What if both had high impact? What if neither did?
Participants then discussed the possible implications of these four scenarios, and what actions could be taken to mitigate potential negative outcomes. This allowed us to understand some major concerns for the future of this culturally and economically important industry.
What were hospitality workers concerned about?
Unsurprisingly, hospitality workers voiced concerns about poverty levels. They also expressed concern about business uncertainty: what if demand for hotels and restaurants skyrockets? What if demand drops? How will business levels affect mental health and job security for workers? What about pay?
The four situations addressed high consumer demand compared to low consumer demand, combined with either high or low levels of poverty.
The consumer demand scenarios showed the trade off workers make with hours and mental health. Especially in high-poverty scenarios, workers either suffer with burnout because of high business levels, or they suffer with unstable paycheques and poor job security because of low levels of consumer demand. Workers also noted that burnout and poor wages would naturally lead to bad service and bad practices.
The concern about poor service and bad practice was echoed in situations with lower levels of poverty, as well. In those scenarios, workers discussed ways to improve working conditions and reduce the stigma of hospitality jobs. This demonstrates a theme between both workers and employers – everyone takes pride in their work. Both groups want these positions to be viewed as a culturally significant and sustainable career path, rather than a low-status and temporary job.
What were the business operators concerned about?
Employers identified government policy and high energy costs as key issues facing the hospitality industry today. The four scenarios covered more and less effective policy backgrounds, combined with higher or lower energy costs.
The two situations with strong and effective government policy were generally considered more positively by employers, regardless of energy costs. Energy costs were still a major concern, especially among the rural business leaders in this group, but with better policy, employers felt that they could increase pay and invest more in staff training and development. They pointed out current childcare policy as an area with room for improvement – it’s a huge struggle for parents to access childcare when they need it, since typical work hours in hospitality fall outside of traditional school hours.
In situations with less effective policy, worker exploitation was seen as a natural outcome. This led employers to talk about the stigma around hospitality work. Like the worker group, employers want to see the work as a viable and sustainable career option. In situations without effective policy, employers thought that this worker exploitation would lead to high vacancy rates, burnout, low pay, and the continued view that hospitality is a temporary, low-status job.
Actions
Both groups felt that the government needs to provide policy which ensures adequate incomes for staff. They suggested increasing minimum wage or increased social security payments. Employers also want to see policy action on non-traditional childcare options.
Businesses also expressed how crucial government support was during periods of crisis for businesses – ongoing support for high energy costs were of particular concern when we held these meetings back in September.
Finally, businesses noted how challenging it is to navigate formal education and training. In particular, they talked about how education rarely prepares people to work in high-pressure, late-night environments. The modern apprenticeship programme, which is only available to under-25s, also misses out on recruiting older people that would benefit from such a programme.
This observation is timely, in that a recent report to Scottish ministers expressed a similar viewpoint. In particular, the system lacks cohesion, is overly complicated to navigate, and often results in tension between sectors and educational institutions, in spite of both having shared goals.
Within the sector itself, employers discussed training improvements and how these could be attained by working with other businesses.
Improving worker conditions within the sector was mentioned by both workers and employers. With better government support, both groups felt that there would be more of an opportunity to improve pay. Employers talked about transport and childcare, while workers focused on general working conditions.
This work was our first step in identifying ways to reduce the risk of in-work poverty for individuals in the hospitality sector. It also left us with several unanswered questions: how will technology impact the future of hospitality? How can employers help improve the educational system for hospitality workers? How can the sector and government make hospitality a viable, long-term career option?
Keep an eye on both our site and the project page at ServingTheFuture.scot for future developments in this space.
New report outlines steps required to enhance support for veterans adapting to civilian life in Scotland
An informal mentor system, recognition of qualifications from non-UK nationals and further support for the families of serving personnel are among several recommendations made by a new report looking at the transition of veterans and their families to civilian life in Scotland.
Funded by Forces in Mind Trust (FiMT), led by Edinburgh Napier University’s Centre for Military Research, Education & Public Engagement and supported by the Edinburgh Futures Institute at the University of Edinburgh, the report is the first of its kind to look at the journey from military to civilian life specifically in Scotland.
The report includes input from nearly 100 service personnel, 200 veterans and more than 60 employers with its findings to be unveiled today (15 June) at a special event at Edinburgh Napier’s Craiglockhart campus with Veterans Minister Graeme Dey MSP, project partners and members of the wider armed forces community.
Through a mix of qualitative and quantitative research methodologies – including three online surveys and 138 in-depth interviews, participant observation and validation workshops – the report outlines findings across five key components of transition:
Time and timing – The study found that time to prepare is the resource most valued by those undergoing any type of transition and that this can vary from individual to individual;
Values and behaviours – Many veterans inclined towards employment that most reflects the values and behaviours instilled in them during service;
Comfort zones – A need to support veterans and their families as they move out of their comfort zone, with a focus on the emotional aspect of transition.
Engagements – A continued focus on effective partnership working helps transition to be as smooth and effective as possible;
Expectations and decision-making – A need to manage expectations and help with decision-making. Many veterans reported that they could not have understood what civilian life was like until they experienced it, so it was difficult to prepare adequately.
With these findings in mind, the report has made a host of recommendations across four key areas: policy, practice, education, and research.
These include the adoption of mentorship and buddy schemes to help veterans ‘speak civilian’, the development of Welfare Centres to become central points for education and entrepreneurial activity for armed forces partners, the further development of an educational transition pathway for those wishing to continue to higher education as well as recognition of prior learning qualifications for Commonwealth partners.
The report also highlights the demand for support services to be expanded to support the wider armed forces community, with particular emphasis on partners and children.
Alongside the recommendations, the study recognises strong partnership working alongside the important contribution of programmes such as the Armed Forces Covenant and the UK and Scotland strategies for veterans in developing a clear focus in relation to transition.
The veterans population in Scotland is estimated to be around 240,000 with an additional 1,800 ex-service personnel and families planning to settle in Scotland every year.
It is hoped that the findings of this report can now be used to influence and shape both policy and service delivery to enable veterans and their families to lead successful civilian lives.
Neil Hanna
www.neilhannaphotography.co.uk
07702 246823
Graeme Dey, Minister for Veterans, said: “It is really important that we understand the challenges faced by our Service people as they transition to civilian life in Scotland.
“Despite most Service leavers transitioning successfully, getting a suitable job, a safe, warm home, and access to appropriate healthcare, we are all too aware that some veterans can face greater difficulties when they leave the military.
“This report gives us a better understanding of their experiences, which will help inform policy decisions and work towards improving the services and support available to them when they transition to civilian life.”
Tom McBarnet, Chief Executive of Forces in Mind Trust, said: “This report provides us with an in-depth understanding of the experiences of personnel and their families who transition from the Armed Forces and settle in Scotland, and highlights both the significant progress made as well as the challenges and disadvantages they can face, particularly when moving from other parts of the UK to Scotland.
“This research provides policy makers, service providers and others with the evidence they need to be able to make informed decisions and implement effective interventions to support the Armed Forces Community both now and in the future.”
Dr Gerri Matthews-Smith, Associate Research Professor and Director of the Centre for Military Research, Education and Public Engagement within Edinburgh Napier University’s Business School, said: “I was delighted to lead this valuable and timely study to contribute to the growing evidence base influencing and underpinning policy making and service delivery to enable veterans and their families to lead successful civilian lives in Scotland and across the UK.
“The Armed Forces pride themselves on being composed of highly competent, professional, confident individuals who are resourceful, adaptable, problem solvers. The question is therefore immediately created as to why transition should be regarded as such a significant issue of concern for this group in comparison to their civilian counterparts.
“The complexity of the transition journey is addressed in this study through a deeper comparison of life in the Armed Forces with that in the wider community when viewed through the lens of the service leaver, their partner, and other key stakeholders.
“The report provides a detailed account of the Armed Forces milieu in Scotland set against developments and future plans for the expansion of several bases across the country. It acknowledges good practice and provides a number of recommendations on how some areas may be developed.”
Lt Col Doug Mackay,who was the Project Director while at Edinburgh Futures Institute, University of Edinburgh, said: “Service personnel genuinely serve the country, whether defending our national interests overseas or supporting resilience within communities at home in time of crisis.
“It is fitting that we should take some time to focus on how we can help them transition from military life, and I am delighted to have had the opportunity to work with both the University of Edinburgh and Edinburgh Napier University on this important project.
“It offers some fresh perspectives on the challenges facing service personnel and families who settle in Scotland, assesses the existing support available to them, and provides some thought-provoking suggestions about how to improve the experience of transition for future service leavers.
“We are most grateful to the Forces in Mind Trust for their generous support of this project.”
The full report – ‘You’re In Your Own Time Now’: Understanding Current Experiences of Transition to Civilian Life in Scotland – can be downloaded here.
Calls for action which are presented in the CFVI report, published today, include:
recognised and referenced in Scotland Additional Support for Learning policies.
embedded in local authority service delivery frameworks.
followed by all educational settings supporting children and young people with vision impairment and their families, in partnership with vision impairment specialists.
To be embedded within competence frameworks for teachers of children with vision impairment and habilitation specialists across the UK.
The CFVI supports children and young people (CYP) with vision impairment (VI) to access an appropriate and equitable education. It ensures they are actively taught a range of independent learning, mobility, everyday living, and social communication skills.
Currently, access to these learning areas and teaching specialists is variable and differences in provision across local authorities mean many young people are missing out. The report details the significant consequences for children and young people which are evident in attainment and employment gaps.
Samantha Gough, 18, of Lasswade, Midlothian has been visually impaired from birth due cerebral visual impairment (CVI). For the last year, Samantha, who is now severely sight impaired, has had a flexible placement with Sight Scotland’s Royal Blind School in Edinburgh.
Her schooling is split between attendance at her mainstream school and the Royal Blind School, where she receives teaching and support from the Royal Blind School’s specialist team, including Qualified Teachers of Children and Young People with Vision Impairment (QTVIs) and habilitation specialists.
Samantha said: “My sight started to get worse in 2014. As my sight has deteriorated over time, I’ve had to relearn how to live. I needed to do mobility training to find my way around the world again.
“At the Royal Blind School, I’m learning how to use braille, which I love because I had lost the ability to read and write. I’m also learning independent living skills, things like cooking skills and learning how to go to the shops and advocate for myself by saying what support I need.
“I am just learning how to use the bus independently, which will hopefully progress to train travel. There are still struggles and things I’ll always need help with, but it’s about learning coping strategies and how I can do things on my own. I’ve been here for a year, and it’s been life changing. I think giving pupils with vision impairment the opportunity to have this specialist support is the best thing.”
Davina Shiell, Director of Communications at Sight Scotland, said: “We know first-hand just how important specialist education is for children and young people who are blind or partially sighted.
“With the number of pupils in Scotland with a vision impairment close to reaching 5,000, blind and partially sighted children and young people must have full access to their education and for this to be achieved it is crucial we provide them with the additional specialist VI support they require to learn, develop and live independently.
“The title of the report says it all, ‘Unlocking Education For All’, yet access to specialist supports is fragmented across Scotland. That’s why we’re calling on the Scottish Government to embed the framework into ASN policies so that children and young people with a visual impairment aren’t left behind.”
Caireen Sutherland, Head of Education and CYPF at RNIB, said: “We need to work together to address where there are inequities in education provision and support available for CYP with VI.
“The CFVI shares the ambition of the proposed national standards and as it is grounded in both research and practice, it provides the evidence base on how to support CYP with VI.”
The report is the result from partnership working with vision impairment organisations across the UK, including the Vision Impairment Centre for Teaching and Research (VICTAR) at the University of Birmingham, the professional association for the Vision Impairment Education Workforce (VIEW) and Thomas Pocklington Trust (TPT), who undertook a review of special educational needs and Additional Support Needs (ASN) across the UK.
For more information about the CFVI, please visit the RNIB website.
Chief Constable’s statement on institutional discrimination
Scotland’s Chief Constable Sir Iain Livingstone QPM addressed the matter of institutional discrimination in policing at a meeting of the Scottish Police Authority Board today (Thursday, 25 May). His statement is in full below:
I have been the Chief Constable of Police Scotland for six of our 10 years and have been a police officer, holding the office of Constable for over 30 years. As such, I have a deep and personal sense of duty and responsibility for leading, shaping and representing an institution of which all the people of Scotland should be hugely proud.
Police Scotland has grown into an organisation known to be compassionate, values based, and highly competent. It is well regarded nationally, extremely well regarded internationally, but I know it can improve, must improve.
Institutional racism, sexism and institutional discrimination have become iconic terms in the vital battle to tackle injustice. Police officers and staff, including police leaders, can be conflicted both in acknowledging their existence and in using such terms, fearing it would unfairly condemn dedicated and honourable colleagues or that it means no progress has been made since the 1990s.
Truly, I recognise and understand that conflict. I have experienced that conflict myself over a number of years.
The meaning of institutional racism set out by Sir William Macpherson in 1999 in his report on the appalling murder of Stephen Lawrence in 1993 is, rightly, very demanding.
The phrase, the terminology, however, can be and often is misinterpreted or misrepresented as unfair and personal critical assessments of police officers and police staff as individuals.
That is not the case.
Does institutional discrimination mean our police officers and police staff are racist and sexist? No. It absolutely does not. I have great confidence in the character and values of our people. I am proud of Police Scotland and I am proud of my colleagues, proud of my officers and staff.
So I know and have shared the reservations and concerns about acknowledging that institutional discrimination exists in policing.
However, it is right for me, the right thing for me to do as Chief Constable, to clearly state that institutional racism, sexism, misogyny and discrimination exist. Police Scotland is institutionally racist and discriminatory. Publicly acknowledging these institutional issues exist is essential to our absolute commitment to championing equality and becoming an anti-racist Service. It is also critical to our determination to lead wider change in society.
Prejudice and bad behaviour within policing, as highlighted by court and conduct cases, various independent reviews and by listening to our own officers and staff over recent years, is rightly of great concern and is utterly condemned.
There is no place in Police Scotland for those who reject our values and standards. Our vigilance as an organisation has never been stronger – rigorous recruitment; enhanced vetting; more visible conduct outcomes; and a focus on prevention.
Every officer in Scotland swears an oath when they take up the Office of Constable to do their duty with fairness, integrity, diligence and impartiality, upholding human rights and according equal respect to our fellow citizens, according to law. Such an oath rightly requires high levels of personal accountability.
Our officers and staff, my colleagues, do incredible things to keep our communities safe, to keep their fellow citizens safe. I know they take their duties and responsibilities incredibly seriously. Their success is illustrated by the strong bond of trust we share with the public of Scotland and our role as the service of first and last resort in times of crisis.
But we know, I know, people from different backgrounds or with different requirements don’t always get the service that is their right. We know that, for the same reasons, our own officers and staff don’t always have the experiences they deserve. When an organisation doesn’t have all the necessary policies, processes, practices and systems in place to ensure that doesn’t happen, it’s an institutional matter.
A candid, clear, assessment of institutional discrimination means recognising our absolute duty to provide just and effective policing for all according to their specific needs and circumstances. It also requires identifying and removing the deep-rooted barriers to achieving this. These are necessary steps to progress the commitment that Police Scotland will be anti-racist; a personal commitment I made to my fellow citizens at the commencement of the Public Inquiry into the death of Sheku Bayoh. And, as a commitment to the people of Scotland, it is also a commitment to Sheku Bayoh’s family and loved ones.
The onus is on us, the police service, to address gaps and challenge bias, known or unwitting, at every level, wherever bias occurs, to maintain and build confidence with all communities.
Recognising institutional discrimination, institutional racism, in my view, is a statement of reality. The real challenge, the real test, is how are we working to address it, what are we doing about it?
Our Policing Together programme identifies and co-ordinates effective and sustainable change right across Police Scotland.
We are actively, genuinely, listening to under-represented communities, inside policing and across our country and beyond, to understand how we can better serve them.
We are investing to give every police leader the skills and tools they need to build inclusive, effective teams. We are committed to increasing our knowledge and learning on inclusion. We are open, we want to know more. We are committed to regularly and actively challenging and changing our own policies and procedures to eradicate unwitting bias.
In my view, all organisations, not only in policing, should share and make those commitments to move beyond words and focus on action.
Our intention, my intention, is to move towards meeting the ambition set out by Sir William Macpherson to eliminate racist prejudice and disadvantage and demonstrate fairness in all aspects of policing.
A great strength of policing in Scotland is our diversity – anyone can be a police officer. We will attract, retain and promote a diverse workforce which reflects and represents our communities.
The police are the public and the public are the police and this is truer in Scotland than anywhere else.
Earlier this year, I appointed a chief officer dedicated to providing the sustained and visible leadership required to co-ordinate and drive this essential work.
Of course, our operational response to reports from women; from people with black or Asian heritage; people who have disabilities; LGBTI citizens; anyone from a minority group; is vital, crucial, in maintaining the confidence of all our communities.
The confidence to come forward, the confidence to know you will be treated fairly, treated with respect and with assurance that Police Scotland will respond professionally and with compassion to your own particular circumstances, characteristics and needs.
Developing our policing response to violence against women and girls and hate crime will ensure we continue our vital role in helping build a society in this country where everyone feels safe and secure and is able to thrive and flourish and truly be themselves.
We know the onus is on us in policing to continue to earn the trust of all communities. Because that relationship is the foundation of police legitimacy and vital to our ability to keep people safe. It is our moral duty. It is an operational necessity.
Injustice and discrimination are insidious wrongs with deep roots in history and our work to address institutional discrimination will and must continue beyond me as Chief Constable, beyond any individual. Acknowledging institutional discrimination, acknowledging institutional racism will, I believe, act as a catalyst to drive and embed progress. The whole service must and will retain our resolve, our commitment and our focus.
Our success, the success of policing in Scotland, will be measured by the improved experiences of our officers and staff, and of all the communities, all our fellow citizens, who we serve.
Recognition that institutional racism exists within Police Scotland is a key step, a fundamental step forward towards being an inclusive Service which champions equality for all the people of Scotland. It is the right thing to do and will make policing in Scotland even more effective in keeping people safe.
Understanding and recognising institutional racism and all forms of institutional discrimination within Police Scotland can, and should, be a source of confidence and optimism for officers and staff, for our organisation, that, collectively, we can lead necessary change in the Service and, indeed, contribute to change across society.
And our progress, our commitments, should act as a challenge to other services, other agencies, organisations and institutions – whether in business; academia; political parties; media outlets; bodies across the public, private and third sectors – to look to themselves rigorously and honestly, as we have done, and join and support the mission to eradicate discrimination.
Scotland as a whole must commit ourselves to that purpose. The Police Service of Scotland is committed that mission, committed to ensuring our police service, your police service and institutions are, together with the people of Scotland, building fairness, equality and justice.
Scottish Police Authority Chair’s response to statement on culture in Police Scotland:
Unwitting prejudice, ignorance, thoughtlessness and stereotyping exists in every part of our society and I would challenge any organisation to acknowledge its existence in their service or sector.
It is widely accepted that policing is not immune to the discrimination that exists in our society.
Acknowledging that the processes, attitudes and behaviours of an organisation are discriminatory – however unconsciously that may be – is the crucial next step for effective organisational development.
Police Scotland have put an enormous amount of work in to the strategies and process to drive a positive and anti-discriminatory culture.
The Authority is confident that this marks that moment for policing – one that moves the focus from continually describing problems within Police Scotland to ‘what and how we change’
Any right-minded person is wholly against such discrimination. However, as I know as former housing campaigner, being against things is not that difficult. The real challenge is to set out ‘what are we for and how are going to get there’ ….. not what are we against.
There will be two small, but very vocal groups, for whom this move to focus on change will be unwelcome.
First, those who think that all police services and indeed all police officers are irredeemably discriminatory. For them there is no optimism for policing. For them, all change is futile as policing is and always will be hopelessly and irreparably discriminatory.
The second group are those who refuse to accept there is any institutional or individual discrimination in policing. For them change is wholly unnecessary. In their eyes no change is needed because there is no problem.
We live in an increasingly polarised society. Given these two rather absurd extremes – hopelessness at one end and complacency at the other – we should be very wary of either pushing or pulling us into their camp.
Both are complete dead ends.
The Authority is grateful to the Chief Constable, his senior team and Police Service of Scotland as a whole. It takes a very advanced degree of realism, self-reflection, strength, effort and courage to reach this point.
Today’s agenda and focus on EDI shows that there is a rock-solid base for this announcement. A clear and open route map to move forward. Making change, measuring that change and increasing the pace of that change is now crucial and will be the test of sincerity.
We must also continue to listen to all those affected. Speak out and never be bystanders and support affected individual and communities.
There will be widespread relief that we can move onto talk about what evidence of change others can offer.
I want to challenge other public and private bodies: charities, academic institutions, the media, staff associations and trade unions. Where does your organisation stand on this issue?
Addressing institutional discrimination is complex and will require sustained joint effort and commitment.
While individual and service actions can make a difference, lasting change will require collective action across all our public and private institutions to create a more equitable and just society.
You can watch the full discussion, including board member questions, on SPA’s Livestream channel.
A report published yesterday by Healthcare Improvement Scotland finds that the majority of Scots will take COVID-19 vaccines in the future, based on their experiences with COVID-19.
The survey, commissioned by the Scottish Government, asked questions about people’s motivations around vaccination as we move away from the pandemic.
Uptake of the COVID-19 vaccine has been high and the survey asked people if they would take up new offers of COVID-19 vaccination, or, if not, to understand their reasons why.
The Citizens’ Panel survey, which ran between November 2022 and February 2023, found that of the 667 people who responded to the survey, the majority of respondents (72%) said they would take up the offer of the COVID-19 vaccine in the future. The survey also found that of those who will take up the offer of the COVID-19 vaccine in future, their main reasons were to protect themselves (88%) and to protect others (82%).
One respondent said: “If I can do this to help myself and others, and know the vigorous testing the vaccines have gone through, then why wouldn’t I accept the vaccine?”
Some 12% said they would decline the offer and 17% were not sure. Where respondents did not want it, the most common reason given was concern over possible long-term side effects of the vaccine.
In addition, all respondents were asked if their decision about getting the COVID-19 vaccine has changed over time. The majority said that their decision has not changed (82%). Some 16% said they wanted it at first, but now they don’t, and just 2% said that they didn’t want it at first but now they do.
The survey asks if people are more or less likely to take up the offer of other vaccines, such as flu or childhood vaccines, based on their COVID-19 vaccine experiences, with 36% saying more likely, 56% saying it’s made no difference, and just 7% saying they are less likely.
Simon Watson, Medical Director at Healthcare Improvement Scotland, said: “Vaccination is an absolutely essential element of our response to COVID-19 including future variants. It is vital to protect individuals, their families and the wider population of Scotland.”
Clare Morrison, Director of Community Engagement at Healthcare Improvement Scotland, said: “The findings around vaccination motivations highlight the positive public attitudes towards vaccination, as well as potential areas for improvement, mainly around the need to develop clear and accessible information about vaccine side effects and the benefits of vaccination including their effectiveness against serious illness.”
The report recommends the Scottish Government should continue to consider how to ensure positive and accessible vaccination experiences for all.
It also notes the Government should consider exploring people’s concerns further and their experiences around side effects. Developing further clear and accessible messaging around side effects, and the benefits and effectiveness of vaccination against serious illness may help address this.
The Scottish Government’s Air Quality Improvement Plan has been met with approval following scrutiny carried out by Holyrood’s Net Zero, Energy & Transport Committee.
In its report published today, the Committee described the strengthening of policy guidance around air pollution as ‘a positive step forward’ in addressing nitrogen dioxide levels in Scotland. However, it says the Scottish Government must address important questions about how it will improve governance and enforcement of air quality standards.
The Committee calls for SEPA to take a more robust enforcement approach and says that clarity is needed as to whether the body has all the statutory powers and resources it needs to fulfil its role in relation to air quality – especially given its resources are already limited and it has other existing obligations.
The report also emphasises the need for local authorities to be better funded. With resource and staffing constraints relieved, councils would be better able to perform their crucial preventative, attention-raising, monitoring and enforcement role.
Edward Mountain MSP 22 November 2022. Pic-Andrew Cowan/Scottish Parliament
Launching the report, Committee Convener, Edward Mountain, said; “A robust system of monitoring and enforcement is crucial to tackling air pollution. Yet historically SEPA has not been assertive enough in its approach to tackling non-compliance by local authorities in meeting their air quality standards.
“If SEPA is to conduct its oversight role to full effect, the Scottish Government must ensure it is adequately resourced. Likewise, without the right funding and resources in place, councils will not be able to deliver the expected improvements to air quality in their local areas.
“To access the many economic, social and environmental benefits good air quality will deliver, including helping to meet the Scottish Government’s target of achieving Net Zero by 2045, positive action must be taken. We hope the findings and recommendations in our report will help to achieve this.
“Thank you to everyone who shared their knowledge and expertise with us during our consideration of the Improvement Plan.”
Additional recommendations made by the Committee to accelerate the improvement of air quality in Scotland include that the Scottish Government should;
Lean harder on local authorities to ensure they speed up the implementation of their Air Quality Action Plans.
Clarify whether it is satisfied that SEPA has all the statutory powers and resources it needs to fulfil its oversight and enforcement of the Local Air Quality Management system.
Set out what steps it will take to ensure SEPA delivers greater transparency and accountability as Scotland’s main air quality watchdog.
Complete an air quality data review paying particular attention to the proportion of monitoring sites to be situated near schools and hospitals.
During the inquiry, the Committee also assessed the effectiveness of Scottish Government policy and practise by considering its’ ‘Cleaner Air for Scotland 2 Strategy’; the implementation and impact of Low Emission Zones; and Scotland’s performance in relation to international best practice.
Related recommendations include for example;
In the Cleaner Air for Scotland 2 Strategy – air quality considerations should be mainstreamed across all climate change, health, transport and planning policy decisions whether at a national or local level. There should also be a focus on encouraging an uptake in qualifications and roles within planning and environmental health professions.
The Scottish Government should work with all local authorities to find bespoke transport-based air quality solutions in urban areas and in rural areas it should identify what further support is needed for the launch of Low Emission Zones.
