Equality and Diversity Policy
Our Equality and Diversity Policy
Environmental Standards Scotland (ESS) is an independent body set up to ensure the effectiveness of environmental law, and prevent enforcement gaps arising from the UK leaving the European Union.
More about usOur aim is to publish as much information as we can about the work that we do.
In this section you will find various publications relating to our corporate governance, investigations and analytical work.
You will also find all minutes from our Board and Audit and Risk Committee meetings.
Our workOne of the ways in which we carry out our function is to investigate environmental concerns made to us.
In this section, find out what we can investigate, how to raise a concern and what cases we are currently working on.
Raise a concernKeep up to date with all the latest news about Environmental Standards Scotland (ESS) including latest publications, latest videos, blogs, investigation launches, calls for evidence and related information.
NewsOur Equality and Diversity Policy
1.1
As Scotland’s environmental oversight body, Environmental Standards Scotland’s (ESS) vision is that people and nature benefit from a high-quality environment and are protected from harm through the consistent application of effective environmental laws, which are recognised internationally as setting high standards.
1.2
ESS took up its full powers in October 2021 and was added as a listed authority under the Equality Act 2010 (‘the Act’) via The Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 (‘the regulations’) as amended, in May 2022.
1.3
The Act and the regulations place a range of statutory duties on ESS and other bodies, with the aim of ‘ensuring that those carrying out a public function consider how they can positively contribute to a more equal society through advancing equality and good relations in their day-to-day business’[1].
2.1
This policy sets out ESS’ approach to supporting equality and diversity considerations through the people we employ and the services we deliver, and in doing so how we will meet the requirements and duties set out in the following legislation.
2.2
The Act places a duty on public bodies, which requires them when carrying out their functions to have due regard to the need to:
2.3
This is known as the Public Sector Equality Duty, often also called ‘the general duty’, which is how it is referred to throughout the policy.
2.4
The Act seeks to protect all individuals against unfair treatment related to their protected characteristics. There are nine different protected characteristics recognised under the Act:
2.5
The regulations also require a range of specific duties on public bodies to demonstrate how they are meeting, and making progress towards the general duty, including in summary to:
2.6
Under the Equality Act 2010, as amended, there is also a Fairer Scotland Duty which requires that listed public bodies actively consider what more can be done to help reduce the inequalities of outcome caused by socioeconomic disadvantage when making strategic decisions.
2.7
Whilst ESS is yet to be made subject to this duty, ESS has obtained Living Wage accreditation and is committed to the Scottish Government’s Fair Work First policy. Further socioeconomic considerations will form part of an integrated assessment when we review our Strategic Plan.
3.1
As a developing organisation, ESS recognises the opportunity and benefits that promoting equality, and having a diverse workforce, brings to the people we employ and the services we deliver for Scotland.
3.2
Our Strategic Plan sets out our values, and the ambition that all our staff feel respected and included, which is a fundamental part of being an effective and efficient organisation.
3.3
Together with the values from our Strategic Plan, the following principles will guide how we work to bring equality and diversity into all that we do in ESS.
3.4
ESS’ diversity and equality principles:
3.5
These principles are underpinned by our Standards of Behaviour Policy which makes it clear that ESS is committed to supporting a culture where bullying, harassment, victimisation or discriminationin any form, against any member of staff, has no place.
3.6
Everyone at ESS should feel confident to be themselves in the work environment and take responsibility to respect differences in thought, background or experience. All staff should be treated with respect, regardless of whether personalities, characters and management styles may differ.
3.7
Every person working in ESS has a responsibility to be aware of and help implement the general duty. This should be part of our daily business delivery and throughout our working relationships, for example by:
3.8
As civil servants we should all be aware of the Civil Service Code. This sets out the standards expected of civil servants, and the requirement that we carry out our responsibilities in a way that is fair, just and equitable, reflecting the Civil Service commitment to equality and diversity.
3.9
All managers should ensure that equality and diversity principles are a fundamental part of their staff management and decision-making, acting as a role model in implementing the policy.
3.10
This should include creating space to have discussions with those they are managing, as part of monthly conversation wellbeing discussions, supporting staff in delivering their objectives, and with individuals as needed, for example through tools such as the employee passport.
3.11
Line managers should ensure that their staff are familiar with this policy and the wider policies which make up the ESS equalities policy.
3.12
Recruiting staff must undertake the Inclusive Recruitment package on Pathways, and follow our recruitment policy to support fairness, equity and objectivity in the drafting, sifting and interviewing of applicants. Recruiting staff must also be aware of the duties and commitments around reasonable adjustments and support for those with a disability.
3.13
The Chief Executive provides operational leadership, and will ensure that ESS meets all statutory obligations, including equality, as set out in our scheme of delegation, within ESS’ Standing Orders.
3.14
This also includes all relevant legislation that applies to ESS staff and to third parties acting on behalf of ESS, and compliance with the duties set out in the Government Financial Reporting Manual (FReM) each year as part of the organisation’s Annual Report to Scottish Parliament.
3.15
The Chair and all our members, including co-opted members, are bound by our members’ Code of Conduct. This sets out that members will not discriminate unlawfully on the basis of protected characteristics, and that they will advance equality of opportunity and seek to foster good relations between different people.
3.16
The Chair and members will complete an induction and ongoing training in diversity and equality of opportunity, available as part of the rolling programme of learning across ESS and more widely the Civil Service, to support understanding and an inclusive work culture.
3.17
As those who set the strategic direction for ESS, the Chair and members have a role in delivering this policy and will display leadership in advancing equality and diversity at the strategic level. To support this a member of the Board will also be designated Equality Champion to ensure Board-level decision-making takes account of equality principles. The Board Equality Champion will also provide a regular update at Board meetings.
4.1
ESS is committed to embedding and advancing equality and diversity considerations for all our people, in our policies, in delivering our services and how we communicate those. As an employer, we will develop and apply procedures which do not discriminate because of any of the protected characteristics, and which provide equality of opportunity for applicants and employees.
4.2
Our procedures, and actions will be informed by The Equality and Human Rights Commission Essential Technical Guidance. This guidance helps public authorities to understand the Act, exercise their rights, and meet their responsibilities, and should be referred to in support of this policy. It includes principles established though case law which will help determine what action needs to be taken to ensure ESS is complying with the general duty on a continuing basis. In summary these are:
4,3
We will ensure that all our staff and Board members are supported, aware of and contribute to delivering our equality duties, responsibilities and organisational practices through:
4.4
ESS is made up of a Board, a Chief Executive and has three teams: Investigations, Standards and Compliance; Strategy and Analysis; and Corporate Services and Communications. In delivering our services across these three teams, we will ensure that equalities duties are integrated throughout our policies, decision making and services, by:
5.1
The equalities policy is also made up of the following;
5.2
All related policies, information, advice and training opportunities are regularly updated on ESS’ intranet Pathways, and also available on the Scottish Government Saltire intranet. The ESS staff handbook also covers key policies staff should be aware of.
6.1
Although we are an ambitious organisation, committed to ensuring that ESS works collaboratively, openly and transparently in carrying out its functions, it is important that we also recognise that there will be challenges in realising all outcomes.
6.2
Examples of some of these challenges are set out below:
7.1
ESS wants to ensure our practices, systems and policies are not directly or indirectly treating people unfairly. Under the general duty, we have a legal obligation to gather information on our employees, particularly in relation to recruitment, development and retention across all of the protected characteristics. ESS will do this via an annual monitoring survey to staff and as new people join the organisation.
7.2
ESS is required to use the information gathered to better perform the general duty and publish a report to show a breakdown of information and details of the progress we have made in gathering and using this information. This report, known as the Mainstreaming Equality report will be published every two years and include an outcome action plan, with targeted actions to help ESS achieve our equality and diversity outcomes, ambitions and duties.
7.3
Where we have a requirement to publish information, ESS will ensure that it is not possible to identify individuals and no breakdown will be provided where fewer than five staff are in any particular category.
7.4
The review of this policy will be coordinated with the statutory reporting duties on mainstreaming and our equality outcomes, to ensure the policy is reflective of what ESS needs, to better understand and meet our diversity and equality needs.
8.1
ESS’ Communication and Engagement Strategy sets out the importance of effective internal communication. In addition, there are a range of mechanisms to provide feedback in ESS, through pulse surveys, monthly conversations, our complaints procedures and Whistleblowing policies.
8.2
Templates and relevant documents can all be found on ESS’ Pathways portal. Our Standards of Behaviour policy, sets out ESS’ expectations about acceptable and unacceptable behaviour and provides detail on reporting and further support.