Chamber and committees

The Scottish Government is working with Palladium to consider how modular housing could be used to provide longer-term sustainable housing. . The contract that the Scottish Government entered into with Palladium in August last year will end on 15 March 2023. The Scottish Government has competitively tendered for a successor contract to be put in place after the current contract ends. This will support the Scottish Government’s plans to pilot the use of short-term modular accommodation. However, the successor company will also work with the Scottish Government to continue to develop a proposal to deliver longer-term modular housing. Bids for the successor contract are currently being reviewed and a decision will be taken very shortly.

As health and safety legislation is reserved we regularly cooperate with the Health and Safety Executive to promote workplace safety. This includes using our devolved healthcare powers to promote and support safety in the workplace, our Fair and Healthy Work for All Strategy, and continuing to represent the opinion of the Scottish Government on worker safety to the HSE.

The Scottish Government believes that bullying and harassment of any worker, under any circumstances, is unacceptable. Everyone has the right to go to work without fear of intimidation. We endorse the Fair Work Convention's Fair Work Framework and agree that every worker, regardless of status or position, should be treated fairly

Scottish Government officials are currently in discussion with the UK Government and the Green Freeport consortia about arrangements for publishing maps of the Green Freeport locations.

The Scottish Government believes that bullying and harassment of any worker, under any circumstances, is unacceptable. Employment law, Equality law and Health and Safety legislation remains reserved to the UK Government. Only with the devolution of further powers will the Scottish Government have the full set of levers to take real action on workplace injustices.

However, in the absence of such powers, we are using our Fair Work policy to promote fairer work practices across the labour market in Scotland.

In the Scottish public sector, while executive non-departmental public bodies have their own HR policies independent of Scottish Government, we’d expect their policies to align with Scottish Government priorities. All public bodies should have in place appropriate HR policies for their staff, which comply with current employment legislation, other relevant guidance, and the standards expected of public sector employees. These should include but not be limited to: grievance procedure, guide to standards of behaviour, disciplinary procedures, whistleblowing, and performance management for all staff.

The Scottish Government is clear that that bullying and harassment of any worker, under any circumstances, is unacceptable. All employers have a duty of care to protect the health, safety and welfare of their workers. We endorse the Fair Work Convention's Fair Work Framework and agree that every worker, regardless of status or position, should be treated fairly and with respect.

Employment law, Equality law and Health and Safety legislation remains reserved to the UK Government. Only with the devolution of further powers will the Scottish Government have the full set of levers to take real action on workplace injustices.

On 09 December 2022 we published our refreshed Fair Work Action Plan, and are committed to promoting effective voice channels, such as trade unions, allowing workers views to be heard and help tackle issues such as workplace bullying. In addition, we are also introducing a requirement for recipients of public sector grants to provide effective voice channels as a condition of the grant, effective from 1 July 2023, as per the Bute House Agreement. This further recognises the role of effective voice in allowing the other dimensions of Fair Work to be realised, and in fostering a culture where bullying and harassment is prevented.

Where workers feel they have been unfairly treated, they should have the option of raising concerns through their workplace grievance and/or bullying and harassment procedures, seeking support from their recognised trade union representative if present. All workers should have access to justice via an employment tribunal, and should seek free and impartial advice from the Advisory, Conciliation and Arbitration Service wherever required.

Scotland is home to several vibrant, growing and dynamic technology sectors, and the Scottish Government recognises their importance to our current and future economy. Our 10-year National Strategy for Economic Transformation seeks to strengthen Scotland’s position in new market opportunities, and specifically cites enabling technologies, like photonics and quantum, that have close links to the semiconductor industry. Our Technology Sector Export Plan will also develop the export capacity and capability of our enabling technologies sectors.

Scotland has considerable photonics expertise, being home to approximately 60 companies, and the only Fraunhofer Research Centre in the UK - the Fraunhofer Centre for Applied Photonics. In December 2021, I announced £6.5m of funding to support the next phase of its applied photonics research and innovation activities. The development of our quantum sector is supported through institutions such as the University of Glasgow’s Quantum Technology Hub, while Technology Scotland have also established a Quantum Special Interest Group. The Group is currently drafting a paper, due to be published this year, setting out quantum technology ambitions for Scotland over the next decade.

The Scottish Government believes that bullying and harassment of any worker, under any circumstances, is unacceptable. We endorse the Fair Work Convention's Fair Work Framework and agree that every worker, regardless of status or position, should be treated fairly and with respect.

The Scottish Government promotes the role of Citizens Advice Scotland and the Advisory, Conciliation and Arbitration Service (ACAS) in providing advice and support on workplace issues, such as bullying and harassment.

We are also committed to supporting strong trade unions in Scotland for the benefit of workers and our economy. It is our belief that a progressive approach to industrial relations and to trade unionism is at the very heart of a fairer, more successful society, and we are clear that trade unions are key social partners in delivering our economic and social aspirations. Trade unions are a mechanism for providing effective voice in workplaces and have a role to play in tackling issues such as workplace bullying.

The Scottish Government HL1 data collection gathers information relating to reason support may need to be provided, according to the judgement of a homelessness officer, for households who make a homelessness application.

No information is gathered about support needs or disabilities of individuals within the household.

The HL3 data collection gathers information about temporary accommodation placements associated with homelessness applications. The following information has been derived by linking data from Scottish Government HL1 and HL3 collections

Support needs identified for households in temporary accommodation, as at 30 September 2022 (latest available)

Official statistics for Fair Start Scotland (FSS) are published quarterly by the Scottish Government. The most recent publication was on 22 February 2023 ( Scotland's Devolved Employment Services: statistical summary February 2023 - gov.scot (www.gov.scot) ) and includes demographic breakdowns such as for participants with learning disabilities. The latest official statistics show:

Start and job outcomes for FSS participants with a learning disability, by start year

The Scottish Government recognises that an improved streamlined process for the implementation of new genetic tests linked to a Scottish Medicines Consortium (SMC) approved medicine is required. The SMC currently provides early information to National Services Division (NSD) on cancer medicines in clinical development that are expected to require a companion diagnostic through regular horizon scanning reports. To support financial and service planning, the SMC also provides Health Boards – in confidence - with information on medicines that may require a companion diagnostic through regular Forward Look reports, which include emerging new medicines, including Advanced Therapy Medicinal Products (ATMPs).

A key function of the Scottish Strategic Network for Genomics Medicine (SSNGM) is to horizon scan for new medicines to prevent delays for patients getting access to advanced therapies. To support this, the SSNGM has established Scottish Genomics Testing Assessment Groups (SGTAG) for cancer and rare disease. The SGTAG will work with the SMC and others to approve the availability of companion diagnostic tests in the genetic laboratories.