To ask the Scottish Parliamentary Corporate Body what assessment it has made of the progress in implementing the recommendations from the Scottish Parliament's Inclusive Parliament Review, including which recommendations remain outstanding and what the timetable for their completion is.
The Inclusive Parliament Review has various workstreams including a Facilities Review and a review of our Dignity at Work arrangements. The Clerk/Chief Executive commissioned the Dignity at Work Review in light of strengthened statutory duties from the Worker Protection (Amendment of the Equality Act 2010) 2023 and forthcoming requirements within the Employment Rights Act 2025. Information about the Inclusive Parliament Review is available on the Intranet.
As part of the Dignity at Work Review, all SPCB staff and Members’ staff were invited to take part in an internal survey. We also consulted with staff, trade unions, staff forums, external equalities groups and MSPs, and undertook a benchmarking exercise looking at the approach taken in other parliaments. In addition, our Independent Support and Advocacy Service invited people to give feedback on their experiences. The results from the internal survey and associated work were published on 12 March 2026 and its recommendations were endorsed by the Presiding Officer and leaders of all the political parties in Parliament on 13 March 2026.
We have made progress on a number of recommendations including:
- Updated zero-tolerance statement of all forms of unacceptable behaviour, including bullying, harassment, and sexual harassment.
- An Employers’ Pledge will be introduced in June to set shared expectations of dignity, courtesy and respect across all employers in Parliament. All Members and contractors will be invited by the Clerk/Chief Executive to become signatories, and it has already been highlighted in new Members’ induction sessions.
- A refreshed “Safe to Speak up” campaign has been designed and implemented to support and encourage individuals to come forward and report any unacceptable behaviour they have experienced or witnessed. Further activity is planned over the coming months.
- Introduction of a risk assessment framework to support SPCB as an employer to identify and mitigate risks of bullying, harassment, and sexual harassment, including third-party harassment, in June.
- Development of a toolkit for Members as employers to allow them to carry out risk assessments, which will be introduced by September.
- Review and update of key behavioural policies, including the development of a Prevention of Bullying and Harassment policy, which will be published by November.
In March 2026 we commissioned a Facilities Review survey to help us consider the provision, designation, and accessibility of toilets, changing rooms, and showering facilities across the Holyrood estate. Findings will be published in June. They will be used to help us identify any improvements and ensure we create a welcoming, safe, and inclusive environment for all, while also meeting our legal obligations (in terms of the Workplace (Health, Safety and Welfare) Regulations 1992, relevant building regulations and the Equality Act 2010, taking account of guidance published from the statutory regulator, the Equality and Human Rights Commission (EHRC).)
The delivery of the agreed actions will be planned over the session and will be prioritised based on available resources and staff time. Further updates on progress made towards the recommendations will be published on the Intranet over the same period.
