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.
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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.
‘a thousand words’ commissioned by Scottish Womens Aid and Zero Tolerance. Copyright Laura Dodsworth
The introduction of the 2018 Domestic Abuse Act has been an important step but more action is needed in implementing the Act and tackling domestic abuse, say the Criminal Justice Committee.
As part of post-legislative scrutiny, the Committee has been reviewing the impact of the 2018 Act and how effective it has been in achieving the objectives set out by the Scottish Government. The Act’s key provision created a new offence around non-physical forms of abuse such as coercive control.
The Committee say there is strong support for the 2018 Act amongst prosecutors, law enforcement, and women’s groups and that it is beginning to have an impact, including increasing prosecutions.
However, the Committee believe progress has been too slow and they have called on several issues to be addressed.
The Committee highlight issues with the practical implementation of the 2018 Act, particularly within the police service, the Crown Office and the courts. They call for a ‘short-life implementation group’ to be setup tasked with accelerating progress and tackling the issues raised in the Committee report.
On Police Scotland, the reports highlights delays in specialist training for officers on domestic abuse cases. The Committee says it does not doubt the service’s commitment to tackling domestic abuse and notes resource implications.
However, they say more must be done to ensure that any officer called to the scene of a domestic abuse incident has received relevant training and can recognise the types of situations covered by the Act, particularly those of a non-physical nature.
The Committee also highlight criticism of the current sentencing regime for crimes of domestic abuse and whether more can be done in relation to breaches of non-harassment orders.
They welcome the review of sentencing guidelines by the Scottish Sentencing Council but call on the Cabinet Secretary to consider whether current sentencing policy for offences and for breaches is providing adequate protection for victims.
The Committee voice concern over evidence received by Dr Claire Houghton, who says victims and survivors have described the process of reporting domestic abuse and participating in court trials as “unremittingly grim”.
The Committee highlight the introduction of the recent Victims, Witnesses and Justice Reform Bill as an opportunity to tackle this issue and to ensure victims and survivors are not traumatised further when reporting these types of crimes.
Speaking as the report was published, Committee Convener, Audrey Nicoll MSP, said: “It’s clear the Domestic Abuse (Scotland) Act 2018 is supported across the sector and is an important part of efforts to tackle all forms of domestic abuse in Scotland.
“However, there are undoubtedly still issues which need to be addressed.
“Evidence we have gathered has highlighted issues with implementing provisions in the Act, particularly across the police service, the Crown Office and the courts.
“We have concerns over the sentencing of crimes of this nature and on ensuring there is adequate and ongoing training so all police officers responding to domestic abuse cases can do so effectively.
The Convener added: “It is clear to the Committee that the original communication campaign around the 2018 Act was pivotal in raising public awareness of these issues at the time.
“We are calling on the Scottish Government to consider running an updated campaign, including one which targets children, as a way to continue to effectively highlight the various forms of domestic abuse.
“Domestic abuse as well as violence against women and girls is completely unacceptable and it is clear that more should be done to tackle this issue and support both victims and survivors.”
Other key recommendations in the report:
The Committee recommend the Scottish Government review how the use of an aggravator included in the Act is being implemented (as relates to the involvement of a child in domestic abuse cases).
The Committee highlight evidence that some perpetrators of domestic abuse seek to use the civil courts (e.g. through child custody and contact disputes) to further the abuse of their victims. They have asked the Cabinet Secretary to consider whether a pilot single court/judge model, when cases involve both civil and criminal matters, could help combat this.
The health assessments system to access vital benefits for those who cannot work or face extra costs due to disability or ill-health continues to let down those who rely on it, according to Westminster’s Work and Pensions Committee.
In its latest Report, the Committee calls for the implementation of several measures that would be relatively quick and easy wins to improve trust, drive down the high rate of decisions reversed on appeal and reduce waiting times.
It says assessments should be recorded by default, with claimants having the option to opt-out, adding that footage could be used to review cases more accurately without having to go to appeal, and help assessors learn from past mistakes.
Some of the improvements the Committee suggest could drive down the high rate of decisions reversed on appeal, which still stands at 69% for Personal Independence Payment (PIP). Although the Work Capability Assessment used for Universal Credit and Employment and Support Allowance is due to be abolished, it will remain in place until at least 2026. Meanwhile, PIP assessments will continue, so retaining the status quo is not an option.
MPs on the Committee also recommended allowing claimants to choose between remote or in-person assessments, extending the deadline to return forms, targets to reduce assessment waiting times, and payments to people who have been forced to wait beyond the new targets.
Committee Chair Sir Stephen Timms MP said: ““We surveyed eight and a half thousand people as part of our inquiry and found a profound lack of trust in the system as a consistent theme.
“Many will welcome abolition of the Work Capability Assessment. The Government’s process improvements, and recognition that the system causes undue stress and hardship, are steps in the right direction.
“However, waiting years for changes won’t cut it when quicker wins are available: flexibility of choice on assessment by phone or face-to-face; recording assessments by default; extending deadlines to reduce stress; and sending claimants their reports. All this will give much-needed transparency to a process that so few trust yet affects their lives so fundamentally.
“All efforts must be made for unnecessary limbo and stress for claimants to be put to an end.”
Carers Trust Scotland today is releasing research about the lived experiences of older adult unpaid carers in Scotland. Over 450 participants shared their experiences and the unique challenges they face as an unpaid carer.
The impact of caring unpaid on one’s health and wellbeing was highlighted in the report, with 80% of participants stating that their physical health, and 87% of respondents stating their mental health and wellbeing, had been affected by their caring role.
65% of respondents said that they experience feelings of loneliness some of the time, and a further 19% said they often felt lonely.
“My health is deteriorating quite rapidly and I am afraid as to what may happen to loved ones should I die.”
The report also explores the support available for older adult unpaid carers.18% of respondents feel as though they have no time for themselves.
Furthermore, a quarter of respondents (25%) reported having difficulty being able to find the support they need as an unpaid carer. By not having the adequate support in place to support their caring role, it prevents many from being able to have break. Our research found that in the past 12 months, 18% reported that they had tried to take a break but had not been able to.
As well as an impact on health, many older adult unpaid carers experience financial difficulty, with 82% of respondents feeling as though their caring role has financially impacted them.
Challenges in retaining employment and developing a career alongside a caring role were highlighted by unpaid carers. Also, older adult unpaid carers with an underlying entitlement to Carer’s Allowance but no longer in receipt of the benefit due to receiving a full State Pension expressed their anger and frustration, with many feeling they are financially penalised due to their age whilst maintaining a substantial caring role.
“Not getting Carer’s Allowance is shocking. I care 24/7 non-stop. I would get State Pension anyway caring or not. Pension is not a benefit. When one needs the funds for caring, it stops. State Pension is there for me, not to supplement the caring role. I have not had Carer’s Allowance in 15 years.”
The report also explores the impact of the ongoing cost-of-living crisis, with many older adult unpaid carers sharing ways in which they have tried to save money over the past 12 months.
37% have used less gas/electricity in their homes.
35% have cut back on essentials.
19% have skipped meals, and 16% have used a food bank.
27% have used their pension pot for everyday expenses.
In addition to publishing the lived experiences of older adult unpaid carers in Scotland, the research report also puts forward recommendations for support for unpaid carers and carer services and staff.
Among its recommendations, Carers Trust Scotland is calling for:
Scottish Government extend Carer Support Payment to older adult unpaid carers with underlying entitlement who are receiving State Pension.
Health and Social Care Partnerships and local authorities provide ringfenced funding to local carer organisations dedicated to providing physical and mental health support for older adult unpaid carers. Additionally, develop specific programmes aimed at combatting social isolation and loneliness amongst older adult unpaid carers.
Scottish Government creates a dedicated section in the Older Adult Framework on older adult unpaid carers.
Scottish Government ensures there is a dedicated section on unpaid carers in the upcoming Dementia Strategy, with particular focus on where to turn to for support.
Jim Guyan, an unpaid carer from Shetland, said: “This report highlights the continuing lack of recognition and support given to elderly unpaid carers by the establishment.
“It also makes recommendations that require action immediately.”
Becky Duff, Director of Carers Trust Scotland, comments: “The changes in demographic trends in Scotland has seen our population begin to age over recent decades. It is therefore vital that we understand the challenges facing unpaid carers aged 65 and above which will be key in helping us support them.
“The research report highlights that older adult unpaid carers across Scotland experience numerous impacts to their everyday lives, including in health, finances and support in their caring role.
“Many older unpaid carers have also faced challenges with employment, whether that is throughout their career and not having the same opportunities as those who don’t have caring roles, or in having to give up employment early due to their caring role.
“We are pleased to publish this report and believe every effort should be made to support the implementation of the report’s recommendations, which we believe will support older adult unpaid carers across Scotland.”
