Anti-Racism Employment Strategy – A fairer Scotland for all

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Ministerial foreword

Addressing inequality in the workplace involves everyone who contributes and makes decisions within our labor market and economy. Commitment to diversity and inclusion will not only help us build an economy of well-being, but it will also help us become a leading nation of fair labor, benefiting employers, workers and society. society at large. The Scottish Government wants Scotland to be a place where everyone has equal opportunities to enter, pursue and advance their careers in a safe, diverse and inclusive job market.

Recognition of the potential, skills and experience of current and future workers should apply to everyone in the Scottish working age population. In Scotland, we have seen continued and steady improvement in closing the gender pay gap and employment of people with disabilities and we will continue our work on these important issues. We have unfortunately seen less progress in tackling racial inequality in the workplace, for example, with the employment gap for ‘ethnic minority’ workers remaining stubbornly high.

This is why this strategy is needed to make greater progress in addressing racial inequality in the workplace. We need to understand what can be done to move forward and challenge our thinking about the existence and functioning of the systemic inequalities that prevent our fellow racialized minority Scots from reaching their potential for safety and success in the workplace. work and, in turn, profit from our economy. fully of this potential.

This strategy recognizes that there are many good examples of employers advancing the work to address institutional racism and challenge workplace systems and processes that can entrench and perpetuate inequality. Much of this is offered in more detail in the attached appendices. Progress will require all of us, government, employers, worker representatives and colleagues, to understand the issues, to learn from others what works and what can be done.

To do this effectively, we also need to address and learn about issues and lived experience in a safe and trauma-informed way, and be comfortable with what may be new or uncomfortable. Without understanding what institutional racism is and how it can lead to inequalities in the labor market, we will not be able to effectively combat all forms of racism in the workplace.

Addressing institutional racism through a commitment to diversity and inclusion benefits everyone. It can help recognize and attract the potential and skills of hidden talent pools and boost productivity and can enable more people to contribute to the economy through active participation in the labor market.[1]

We recognize the economic challenge and uncertainty of recent years as a result of the pandemic and now with the current cost crisis and financial pressure on households and businesses. There will always be variables that affect our economy, but the fight against inequality must always remain a constant. For us to achieve our goal of making Scotland a leading nation for fair work by 2025, we must collectively and constantly examine the multiple barriers that affect the work experiences of racially minority people, how these can be resolved and how we measure the impact. of our actions.

I count on employers to show bold and transparent leadership; be agents of change; actively challenge and address structures of inequality in our institutions. The actions, support and guidance in this strategy, aligned and integrated with our broader updated Fair Work Action Plan, provide a means to help achieve this goal. I look forward to working with you in implementing this strategy.

I would like to thank the members of our short-lived working group for their contribution to date and whose range of expertise has helped shape the strategy, as well as stakeholders from other backgrounds throughout the related process. to update the Fair Work Action Plan. . They helped us understand the impact of racism on marginalized individuals and communities in the labor market and the anti-racism approach employers can take to address institutional racism. Going forward, we will continue to engage with our stakeholders and those representing the voice of lived experience to ensure this strategy helps shape a fairer Scotland.

Richard Lochhead

Minister for Just Transition, Employment and Fair Work

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