Chamber and committees

The Scottish Government works closely with all stakeholders including Trade Unions, to deliver the vital communication messages across the Prison Estate and the Member will appreciate that staff as part of the wider community, can be vaccinated and it is not mandatory for staff to report their vaccination status, to their employer. The Scottish Prison Service (SPS) throughout the Prison Estate is effectively ensuring that we are progressing vaccinations against COVID-19 in conjunction with health professionals from Public Health Scotland (PHS), as well as other health agencies .

We realise that through our work with public health agencies in conjunction with SPS, that we have a job to engage with the prison population. In many ways it mirrors the issues found in wider society and we are dealing with the hardest to reach. Tailored communications are delivered to those in a prison setting. The National Clinical Director attended HMP Barlinnie for a Q&A session with prisoners which was made available via prison radio and TV. Posters with the same national ‘roll up your sleeves’ messaging and appropriate photography were distributed to prisons to be displayed.

The Scottish Government continues to take forward the recommendations of the Advisory Group on Tackling Sectarianism in Scotland which were reviewed positively by Professor Duncan Morrow in March 2017. The work has been focussed and delivered through education projects in schools, colleges, communities and workplaces for children and adults.

It is important that we all take responsibility to do more to rid Scotland of bigotry and prejudice. The Scottish Government is fully committed to tackling sectarianism in Scotland and have invested an unprecedented £15 million since 2012 including £557,000 in 2021- 22.

I refer the member to the answer to question S6W-00570 on 21 June 2021. All answers to written parliamentary questions are available on the Parliament's website, the search facility for which can be found at www.parliament.scot/chamber-and-committees/written-questions-and-answers.

I refer the member to the answer to question S6W-02838 on 21 September 2021. All answers to written Parliamentary Questions are available on the Parliament's website, the search facility for which can be found at https://www.parliament.scot/chamber-and-committees/written-questions-and-answers .

The Scottish Government will consult with relevant Local Authorities, island stakeholders and importantly, island communities themselves.

Numbers of Nurses and Midwives in Scotland have increased by 12.1% (or 6,850.9 WTE) in this Government, since September 2006.

As a result of efforts to enhance staffing capacity during the Covid-19 pandemic, Nursing and Midwifery numbers have increased by 4.9% since December 2019 (60,651.0 to 63,634.1 WTE).

Despite consistent NHS workforce growth over nine years, it is common for vacancies to increase in the quarter to June. This period coincides with end of financial year retirements and directly precedes autumn graduate recruitment.

Since the outbreak of Covid-19, we have invested in significantly increasing the NHS workforce; and have supported Boards to extensively redeploy staff to respond to changing clinical priorities.

We are also investing £11 million in new recruitment activity and in the creation of a National Centre for Workforce Supply. The Centre will offer NHS Boards expert advice on labour market intelligence and coordinate recruitment campaigns, providing vital additional support to health board recruitment teams. It will take full account of numbers of vacancies within Boards in doing so.

We have also sustained our investment in medical and nursing education during the course of the pandemic, with record numbers commencing training in 2020-21 (4,206 for nursing and 1,138 for medicine); and that number is set to rise further this autumn.

The number of staff working in NHS Lanarkshire has increased by 31.4 per cent since Sept 2006, to over 12,170 Whole Time Equivalent (WTE). This includes a 28.4 per cent increase in numbers of Qualified Nurses and Midwives, which have risen to 4,309 WTE.

NHSScotland Boards are required to have the correct staff in place to meet the needs of the service and ensure high quality patient care. They have fully delegated powers in relation to employment issues. The Scottish Government works closely with Boards to support their efforts in staff recruitment. The creation of posts and filling of individual vacancies will depend on the service needs of each Board, taking account of national and local priorities.

We are investing £11 million in new recruitment activity and in the creation of a National Centre for Workforce Supply. The Centre will offer NHS Boards expert advice on labour market intelligence and coordinate recruitment campaigns, providing vital additional support to health board recruitment teams.

We are also taking forward a comprehensive programme to support recovery and build further capacity. The programme will include measures to increase international recruitment, retain staff and attract more returners to the service and new youth employment opportunities. The Scottish Government will continue to work with partners to explore options and opportunities that allow us to best support our registered staff.

There has been no discussion on the devolution of health and safety legislation to the Scottish Government since the subject was addressed by the Smith Commission which suggested the parties involved : “…review the functions and operations of the Health and Safety Executive in Scotland and consider how the future requirements to best serve the people of Scotland could be delivered operationally whilst remaining within a reserved health and safety legislative framework”

This joint-review by the UK Government, Scottish Government, and Local Authorities was published in August 2015 by the Department for Work and Pensions.

The Scottish Government continues to represent and advocate for Scottish interests in this area, and uses its devolved healthcare powers to provide support to individuals and to inform organisations of their responsibilities towards their employees through its existing Health and Work Strategy .

There is ongoing liaison work with the Health and Safety Executive, Department for Work and Pensions, and relevant groups within Scotland such as the Scottish Trades Union Congress in order for the Scottish Government to positively impact the delivery of reserved legislation and best represent the needs of its people.

The Scottish Government is committed to ensuring that all our staff have the necessary training/skills to fulfil our commitments to equalities and diversity and dealing with specific groups of stakeholders. Diversity and inclusion capability building, including learning and development, for Scottish Government staff is set out in our Mainstreaming Equality Outcomes Report 2021. In July 2021, we launched new mandatory diversity and inclusion training. This aims to ensure everyone working within the Scottish Government develops and maintains a foundational level of knowledge about inclusion and supports individual self-reflection and personal development.

The Scottish Government does not collect statistics on private or fee-paying schools, including on the destinations of their leavers. Scottish Government statistical collections focus on publicly funded and Grant Aided schools for which it provides funding.

In the National Improvement Framework and Improvement Plan, we set out our approach to measuring the poverty related attainment gap with 11 key measures identified to assess progress. We have plans to formally review the 11 NIF measures with partners to ensure they are comprehensive, as we recognise that national data needs to provide an accurate understanding of the wide range of learners’ achievement. Local authorities and school leaders are also able to use local knowledge and data to ensure support is targeted towards the children and young people who require it most.