Chamber and committees

The Scottish Government reminded public bodies in November 2017 of their biodiversity duty under the Nature Conservation (Scotland) Act 2004 (‘the 2004 Act’) and provided Biodiversity Duty Guidance, including reporting templates prepared by Scottish Natural Heritage that are tailored to different types and sizes of body, to help public bodies meet the requirement to report every 3 years on their contribution to the biodiversity duty. The Cabinet Secretary for Environment, Climate Change and Land Reform will shortly be writing to those public bodies who have not so far provided a report for the period to ‎1 January 2018, reminding them of the requirements of the 2004 Act and the availability of the guidance and reporting templates.

The Scottish Government, through Forestry Commission Scotland, sits on the Steering Committee for the Action Oak Partnership. The initiative is a long-term drive to help protect the UK’s oaks for future generations to enjoy, which was officially launched at the 2018 Chelsea Flower Show by The Rt Hon Michael Gove MP, Secretary of State for Environment, Food and Rural Affairs.

The Scottish Government and Forestry Commission Scotland provided support to the UK Animal and Plant Health Agency to launch the initiative, including a range of communication materials.

The Scottish Government’s involvement in the development of the Action Oak Partnership has helped ensure the recognition of Scotland’s internationally important Atlantic Oakwoods. It has also been actively involved in the promotion of Action Oak to stakeholders, and is planning to host an event at the Royal Botanic Gardens Edinburgh later this year.

More widely, tackling tree health threats remains a top priority for the Scottish Government, as evidenced by our enhanced funding since 2014. In 2017-18 we invested nearly £900K in tree health science, monitoring and statutory actions to enable swift and effective management of tree pests and diseases relevant to Scotland.

The Scottish Government is committed to improving diagnosis and treatment for Endometriosis. We expect people with endometriosis to be able to receive the care and treatment they need as locally as possible with access to specialist support where needed.

A working Group led by The Chief Medical Officer looked at early diagnosis and treatment of Endometriosis and concluded that Scotland would benefit from a third Specialist Endometriosis Centre, to fully meet the needs of patients across Scotland.

Two of these specialist endometriosis centres are in operation in Aberdeen and Edinburgh, providing multidisciplinary, high quality and person centred treatment for the management of all grades of endometriosis.

NHS Greater Glasgow and Clyde are leading on the development of the third centre following approval of the business case. Progress includes appointment of a Clinical Lead for the service and on-going actions to develop clinical pathways/ referral criteria.

Scotland’s Labour Market Strategy recognises that the nature of work is changing and that a number of factors will influence the labour market of the future, including an ageing workforce.

In 2017 we published 'Older People and Employment in Scotland' that set out the motivations, opportunities and barriers experienced by older workers (defined here as 50+) and employers around later-life working. We will continue to make the case for devolution of employment law to the Scottish Parliament but we are already taking action to deliver equality in the workplace, this has included:

? funding a Returner’s programme to assist women, through a number of different opportunities including training programmes, to re-enter the workforce following a career break;

? working with partners such as Age Scotland, Business in the Community and Edinburgh University, to promote good practice in recruiting older workers and ensuring they are treated fairly in the workplace;

? providing £750,000 to the Workplace Equality Fund to address long standing barriers in accessing the labour market. Through the Fund’s first round, several projects will be funded to support older workers. The second round of applications for Fund closes on 31 August 2018;

? providing Individual Training Accounts to give people of all ages access to up to £200 per year for training and skills development to enhance the employment prospects of those in low paid work or looking for work, and to equip people with the right skills to participate and be successful within our labour market;

? promoting the uptake of the living wage which will benefit older workers financially; and

? funding the Carer Positive Awards scheme to help workers with caring responsibilities to remain in employment.

In July I also confirmed that the £10 million Flexible Workforce Development Fund will continue for a second year in 2018-19. This Fund aims to provide employers with flexible workforce development training opportunities to support inclusive economic growth through up-skilling or re-skilling of employees who may not benefit from the increase in apprenticeship opportunities. The Fund will be available to support all employees of all ages and across the private, public and third sectors.

Fair Start Scotland, the devolved employment support service from April 2018, is a distinctly Scottish employment support service focussing on those further from the labour market for whom work is a realistic prospect. The service will assist those who are disadvantaged in the labour market, providing person tailored support and a fair opportunity to secure employment.

I refer the Member to the answer to question S5W 17862 on 17 August 2018. All answers to written Parliamentary Questions are available on the Parliament's website, the search facility for which can be found at http://www.parliament.scot/parliamentarybusiness/28877.aspx .

The Scottish Government is committed to achieving sustainable and inclusive economic growth in all parts of Scotland, including in East Kilbride, by working closely with a wide range of partners, particularly Scottish Enterprise, Skills Development Scotland and South Lanarkshire Council which has lead responsibility for local economic development in the area.

Investment we make in areas such as local government, housing, education and skills, transport and health contributes to inclusive growth and supports local economies. In addition to that investment, we have committed £500 million over 20 years to the Glasgow City Region Deal to support delivery of a programme of investment to stimulate economic growth and create jobs right across the city region, which includes East Kilbride. The Deal includes a £62 million upgrade to Stewartfield Way to become a dual carriageway in both directions and £23 million for the widening of Greenhills Road. In addition, East Kilbride is one of four Community Growth Areas that have been identified in the Deal. This will enable a number of individual education, transport and community infrastructure projects to enhance the lives of the people living in each of the four areas and beyond.

Our main enterprise agency in the area, Scottish Enterprise, works with a wide range of local businesses to help them to meet their growth aspirations, thereby supporting East Kilbride's economy. Scottish Enterprise currently account manages 22 companies in the East Kilbride area and plays a key role as part of the Scottish Government's Partnership Action for Continuing Employment initiative which has responded to the recent, regrettable job losses in East Kilbride.

We are doing everything within our powers to support all sectors of our economy, including our retailers and manufacturers. For example, in 2017/18 4,483 properties in South Lanarkshire with a combined rateable value of over £27.6 million benefitted from the Small Business Bonus Scheme, with a total relief figure of £11.3 million based on mid-year estimates. Our Manufacturing Action Plan, which reaffirms our commitment to growing and investing in the sector, aims to boost productivity through increased investment and innovation and a long-term partnership between government, industry, our enterprise agencies and other key stakeholders.

Skills Development Scotland (SDS) published its Apprenticeship Equality Action Plan (EAP) Year 2 update on 8 August 2018.

I refer the member to the answer to question S5W-17726 on 13 August 2018. All answers to written parliamentary questions are available on the Parliament's website, the search facility for which can be found at http://www.parliament.scot/parliamentarybusiness/28877.aspx

Growing, widening and enhancing apprenticeships is at the heart of Scotland’s Youth Employment Strategy, Developing the Young Workforce (2015). We have a number of Key Performance Indicators to measure progress including reducing the proportion of Modern Apprenticeship frameworks where the gender balance is 75:25 (or worse) to 60% by 2021.

In 2015-16, the proportion of Modern Apprenticeship frameworks where the gender balance is 75:25 was 74% with 2017-18 Modern Apprenticeship statistics showing a reduction to 72%. To achieve the change we want to see, determined and persistent effort will be required from all partners across the education and skills pipeline to challenge stereotypes and attract men and women to sectors where they are underrepresented.

The Skills Development Scotland Apprenticeships Equalities Action Plan Year 2 update highlights the range of activities SDS undertakes to contribute towards addressing gender imbalance wherever it may exist.

Modern Apprentices are employed and Skills Development Scotland (SDS) makes clear through the apprenticeship training contracts that zero tolerance of bullying, harassment and discrimination should apply to Apprentice employers.

The Modern Apprenticeship 2018-19 specification, which each training provider is required to comply with, makes clear that:

“Participants following a Modern Apprenticeship framework must be subject to the same policies and procedures as other employees of the organisation with which they are employed and the Provider must use all reasonable endeavours to ensure that each Participant is informed by his or her employer of their rights…”

Skills Development Scotland monitors any complaints of discrimination, bullying and harassment through their Complaints Procedure . Skills Development Scotland is unable to disclose the number of complaints received in relation to discrimination, bullying or harassment as the numbers are particularly small. Disclosure would therefore risk identification of individuals and contravene SDS obligations under the Data Protection Act.

SDS actively investigates any cases which are reported to their Skills Investment Advisers through their ongoing contract monitoring of training providers.

In addition, SDS works with training providers and employers to continually signpost them to appropriate training opportunities which are available to help them tackle discrimination, bullying or harassment in the workplace and signpost them to appropriate advice and guidance relating to diverse recruitment and embracing diversity in the workforce.