Equal Opportunities Committee, 04 Mar 2003

Meeting date: Tuesday, March 4, 2003

Official Report 89KB pdf

---

Equal Opportunities Training

The next item is our consideration of equal opportunities training. Members received a copy of a paper on the subject with the agenda. Do members have comments to make?

I welcome the paper. I am not sure whether it is possible to get an answer today, but I want to raise an issue about members' staff, particularly those in constituency offices, where much of the interface with the public takes place. Would it be possible for MSPs' staff to be included in the training opportunities that are to be made available to SPCB staff? Perhaps briefing packs could be organised, or the Parliament's personnel department could offer training for members' staff.

The issue is important, particularly given the need to implement the Disability Discrimination Act 1995. People in constituency offices have to comply with the act not only in respect of physical access, but also in respect of other related issues.

I back up that comment, as I was going to raise a similar issue. It is perhaps more important for MSPs' staff to be given such training, before even MSPs are trained. That is particularly the case for constituency office staff, who interface with the public much more than we do. It is our staff who see constituents when they first walk in the door or make contact by telephone. There is a weakness in the argument that only MSPs should receive equal opportunities training.

I would go further and say that a financial penalty should be imposed on MSPs. MSPs should not be allowed to take up some of the resources that are made available to them unless they and their staff have made progress on such training. Equal opportunities training has to be meaningful. It should not just be a recommendation; it should be part and parcel of what we do. Indeed, MSPs should be given training in how to treat their staff. The Parliament should have an on-going training programme that is available to MSPs and their staff and a financial penalty should be imposed on MSPs if they do not carry out their duties.

I go along with everything that has been said. I do not know whether this is within the scope of the paper, but I am also very concerned about the safety of staff. In my office, it is certainly the case that one member of staff looks after the office all day and sometimes into the evening. I am not sure whether the issue can be included under this item, but I want to make a plea for consideration of personal safety training for MSPs' staff.

As I understand it, one of the outside organisations that is connected with the SPCB, the Scottish Parliament and Business Exchange, made overtures in respect of personal safety training for MSPs' staff. One of the questions that was raised was whether the training should be conducted in Edinburgh or taken out to the regions. Given that MSPs receive an allowance to bring staff to Edinburgh up to 12 times each year, it is not unreasonable to expect people to come to Edinburgh. The business exchange is happy to provide such training. I am happy to forward details of the proposal to members.

The debate is going beyond the terms of item 3. If members agree to the action that is set out in paragraph 6, we can add to the letter that we are to send to the SPCB wording to say that we would like MSPs and their staff to receive equal opportunities training.

I suggest that members take up the other important issues that have been raised with the member who represents them on the SPCB, which will allow the SPCB to discuss other general issues in relation to staff training.

If members agree the action that is recommended in the report, I undertake to add the proposal that equality training should be offered to MSPs' staff. Are we agreed?

Members indicated agreement.