Chamber and committees

Electricity policy, including regulation of Great Britain’s electricity networks, is an area reserved to the UK Government.

In order to meet our net zero targets both increased renewable generation and network investment will be required. We are working to expand our renewable generation capabilities through our continued support for renewable technologies.

The Scottish Government, however, does not have the power to ensure that sufficient network investment will be taken forward. We have repeatedly called on Ofgem and BEIS to ensure that network companies can invest to ready the network for the requirements of transitioning to net zero.

The Scottish Government has also invested over £65 million in ChargePlace Scotland, Scotland’s public charging network, which now has more than 2300 publicly available charge points meaning that, by population, Scotland has the most EV charge points outside of London and the most rapid charge points anywhere in the UK.

The Scottish Government is committed to exploring the implementation of HPV self-sampling, and acknowledges that it has the potential to increase uptake levels and reduce barriers to cervical screening.

The UK National Screening Committee (NSC) recognises the potential benefits of self-sampling but have concluded that there is currently insufficient evidence to recommend implementation. Studies are underway to gather further evidence, but it is not yet known when the NSC may make a positive recommendation. Additionally, it is unclear when the work to assess and validate a test for HPV self-sampling in the UK will complete.

As introducing a new screening test into the National Screening Programme is inherently complex, a working group has been convened to assess potential models and understand any required changes to the screening programme to support an initial roll-out. This work is being informed by the emerging evidence from UK and global research, including the study undertaken in Dumfries and Galloway which provided self-sampling test kits to women between 25 and 64 who had not taken up the offer of attending for cervical screening. The results of this study showed the potential benefits of self-sampling, but also underlined the need to carefully consider how any eventual roll-out is targeted.

The time between a decision by a local authority on the location for a public electric vehicle charge point and that charge point then going into operation will be influenced by a number of factors outwith the remit or control of Scottish Ministers. This includes, for example, the location of the site and its accessibility, the ease of connection to the electricity grid, planning permission, environmental considerations, the approach to procurement as well as wayleaves and land rights. The Scottish Government continues to provide advice and support to local authorities to assist with these and other aspects of delivering of electric vehicle infrastructure projects.

Of the 750 additional NHS nurses, midwives and allied health professionals NHS boards collectively have told Scottish Government the number of international recruits they could accommodate, (a) up to 53 were indicated by NHS Ayrshire and Arran and (b) up to 217 by NHS Greater Glasgow and Clyde.

The Scottish Government has not set a prescriptive list of “reasonable costs” for welcome arrangements.

Local Authorities are best placed to determine how best to provide support to the Ukrainian people in their areas arriving under the Scottish Super Sponsor Scheme and the Scottish Government is committed to reimbursing them as delivery partners for any reasonable costs incurred in providing that appropriate support.

The number of school inspectors employed by Education Scotland is as follows:

An estimate of the number of people with complex disabilities was published by the charity Sense in a short report in May 2022, which estimated that there were around 157,000 people in Scotland that could have complex disabilities, where complex disabilities were defined as a person having two or more of the following conditions: ‘deaf or hearing impairment’, ‘blind or vision impairment’, ‘learning disability’, ‘autism’. A link to the report is available here: https://www.sense.org.uk/about-us/statistics/complex-disabilities-in-scotland/

We expect all NHS Boards to have robust governance arrangements in place, including those for risk assessment and business continuity; as informed by, and consistent with, national policies and frameworks. NHS Lanarkshire has confirmed that, as part of their routine winter planning work, they have been engaging with local planning partners to ensure all eventualities are carefully considered.

The information requested is not held centrally.

We recognise the importance of improving labour market outcomes for females and we monitor the influence of PACE support through a major survey every two years. The most recent 2022 PACE Client Experience Survey report was published in September 2022,

https://www.gov.scot/collections/partnership-action-for-continuing-employment-pace/

The report shows that female clients were more likely than males to have gone straight to paid work for an employer which may suggest a desire to get a job quickly rather than hold out for a ‘better job’. Female clients were also much more likely to go into part-time work which tends to be lower-paid and require fewer skills; also fewer females than males are actively looking for jobs with greater responsibility or higher skill levels, likely to be due to these jobs not tending to be available part-time or in the sectors within which they typically work.

PACE Advisers assist female clients by helping them to break down barriers to accessing better paid work/sectors. We will seek to ensure as many females as possible access this service and if appropriate are directed to the Women Returners programme. This programme provides one-to-one bespoke support, advice and access to opportunities for women aged 25 and over who have been out of the labour market for six months or more and want to restart their career journey.

A refreshed Fair Work Action Plan, due to be published in the next few months, will refresh and take forward our commitments in our Gender Pay Gap Action Plan making explicit that addressing gender pay gaps is a key element of Fair Work.