Chamber and committees

Estimates of the gender pay gap for full-time employees in the accommodation and food services sector in Scotland are published in Table 2.5 of the Scottish Government’s summary of earnings statistics from the ONS Annual Survey of Hours and Earnings: Annual survey of hours and earnings: 2023 - gov.scot (www.gov.scot)

The gender pay gap estimates included in Table 2.5 measure the difference between median hourly earnings (excluding overtime) of men and women as a proportion of men's median hourly earnings (excluding overtime).

The Scottish Government remains absolutely committed to doing all it can to reduce harm and deaths caused by drugs through our National Mission and addressing the twin public health challenges on alcohol and drugs.

Long-term thinking has been embedded into the National Mission, as we are investing in a comprehensive range of services, from prevention and early intervention to treatment and long-term recovery support. For example, implementing the Medicated Assisted Treatment (MAT) standards across Scotland, ensures high-quality treatment options for those affected by addiction will be met for years to come.

In addition, capital investment in residential rehabilitation has increased the number of spaces for people, both now and in the future, and our work on tackling stigma aims to fundamentally break down barriers for those seeking support.

The Scottish Government is also developing a National Service Specification alongside guidance, which provide clarity on the types of treatment and recovery services available for drugs and alcohol and in the long term, improve joint working between public and third sector partners. We plan full public consultation on a draft specification with an aim to publish in 2025.

Within the National Mission strategy we are also adapting to new trends such as the change in global markets with the increased prevalence of new synthetic substances, such as the synthetic opioids nitazenes, which is of real concern.

To ensure that our future strategic plans are evidence-based, they will be informed by the National Mission evaluation, with the final publication expected in 2026. In accordance with democratic processes, any future strategic plans will also take into account the outcomes of the 2026 Scottish election.

The Scottish Government monitors pay in the hospitality sector using data from the Annual Survey of Hours and Earnings (table 5.6a) published by the Office for National Statistics. This data is available at https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/datasets/regionbyindustry2digitsicashetable5.

The latest available data shows that median gross hourly pay (excluding overtime) for all employees in the Accommodation and Food Services sector was estimated to be £10.89 in 2023. This was the lowest median hourly pay across all industrial sectors in Scotland for which data are published by ONS. The median gross hourly pay in the Accommodation and Food Service sector for the last 10 years is shown in the following table.

Table 1: Median gross hourly pay (excluding overtime) in the accommodation and food services sector, 2014-2023

The Scottish Government regularly engages with local authorities on the processes and operation of the landlord register digital platform, which is maintained and updated on an ongoing basis.

The Housing (Scotland) Bill includes a package of important reforms to the private rented sector which are in the interest of both tenants and responsible landlords. Should Parliament pass the legislation, it is intended that a full review of the current landlord registration regime will be undertaken, taking account of the impact of the new measures.

Statistics on gross value added (GVA) by industry are published in the Quarterly National Accounts for Scotland, covering periods from 1998 onwards. The latest estimates of current price GVA for the accommodation and food services sector can be found in Table D of the other national accounts summary tables at https://www.gov.scot/publications/gdp-quarterly-national-accounts-2024-q1/.

Significant activity is already underway following the £30 million investment to target backlogs, announced in the spring. This will see around 12,000 new outpatient appointments, around 12,000 inpatient procedures and over 40,000 diagnostic procedures delivered.

The Scottish Government remains committed to reducing waiting times year-on-year across the NHS as set out in the Policy Prospectus. We will continue to work with all NHS boards to maximise current resources and productivity.

Future funding for commitments will be considered as part of the 2025-26 budget process that will allocate resources to the Government’s priorities of the day.

Details of impact assessments in relation to the measures set out in the Fiscal Statement will be published in the coming weeks on the Scottish Government’s website.

The average time taken to determine applications for major housing applications for Q1 and Q2 of 2023-24 for each local authority can be found at: https://www.gov.scot/publications/planning-applications-statistics-2023-24-quarterly-april-2023-september-2023/documents/.

The planning application statistics for Q3 and Q4 and the annual statistics 2023-24 are due to be published on 1 October 2024. The statistics will be available on the Scottish Government website at: https://www.gov.scot/collections/planning-statistics/.

It is for Police Scotland to report on, and determine, training procedures for their officers. In August they published an update on hate crime guidance and training. Police Scotland have previously provided assurances that officers are trained, have sufficient capacity to undertake the legislation and have the systems in place to do so.

The Scottish Government does not hold information on the number of student midwives recruited who have not been offered posts in NHS Scotland.

Scottish Government officials have been engaging with Health Boards about their current position in relation to job offers and supply, with Boards remaining committed to maximising the opportunities for newly qualified midwives to find employment.