Seòmar agus comataidhean

Scottish Ministers are finalising an agreement with Crown Estate Scotland for a percentage transfer of CES’s previous year's gross revenue to its capital account in 2023-24 and 2024-25. This will be set out in a Ministerial Direction which will be published on the Scottish Government website.

In the 2021 Heat in Buildings Strategy, the Scottish Government committed to reforming Energy Performance Certificates (EPCs) to ensure they drive the energy efficiency improvements we need and to incentivise zero direct emissions heating. The need for this work was recently reemphasised by the Climate Change Committee. The team working on the development of the proposed new energy efficiency ratings system comprises of staff at the following Scottish Government Pay Grades:

1 x C2

1 x C1

2 x B3

1 x B2

This team is overseen by a member of staff at Senior Civil Service grade SCS1. Staff are not working solely on EPC metric development and have other responsibilities.

During the consultation process for the National Litter and Flytipping Strategy, the Scottish Government convened the inaugural meeting of the Flytipping Forum, of which Police Scotland is a member and the purpose of which is to support co-ordinated action to tackle flytipping.

The National Litter and Flytipping Strategy has been co-designed in partnership with Zero Waste Scotland, Keep Scotland Beautiful and the Scottish Environment Protection Agency. Furthermore, during the development of the Strategy, the Scottish Partnership Against Rural Crime, chaired by Police Scotland, has been regularly engaged on the strategy’s progress and provided the opportunity to feedback on consultation proposals.

The Strategy will soon be published, following on from which the Flytipping Forum will be convened to discuss the strategy’s content and priority actions.

During the consultation process for the National Litter and Flytipping Strategy, the Scottish Government engaged a wide range of organisations and has been carefully considering consultation responses, of which there were 978. The majority of proposals received a high level of support, one of which is to conduct an evidence review of barriers to enforcement of litter and flytipping offences. The Scottish Government has commenced this research and has ensured that the Crown Office and Procurator Fiscal Service is engaged in this research project. The research findings will be published later this year.

The overarching approach of the Mental Health (Care and Treatment) (Scotland) Act 2003 is one of safeguarding to ensure that the law and practice for those who require compulsory care and treatment are driven by core principles, particularly minimum restriction in individual liberty with the maximum benefit for the patient.

The 2003 Act has specific provisions for offences which include wilful neglect and ill-treatment. Any report of harm, ill-treatment or neglect by a person in a position of trust in hospital, or elsewhere, should be acted upon and passed to the relevant local authority’s health and social care services, as well as the police if criminality is suspected.

The Adult Support and Protection (Scotland) Act 2007 is intended to protect those adults who are unable to safeguard their own interests, who are at risk of harm and, because they are affected by disability, mental disorder, illness or physical or mental infirmity, are more vulnerable to harm than those who are not so affected.

The Code of Practice which accompanies the 2007 Act is clear that coercive control or undue pressure exercised over a vulnerable person may make them unable to make or action decisions that would protect them from harm. The safeguarding provisions of the 2007 Act could be applied in such cases providing they meet all of the 3 point criteria which define an adult at risk.

Mental health remains an absolute priority for the Scottish Government, and we are committed to ensuring that everyone who needs support can get access to services that are appropriate to their needs. Through this approach we recognise that long-term conditions, such as kidney disease, can impact a person’s mental wellbeing. We encourage anyone struggling with their mental health and wellbeing to approach their clinical support team in the first instance, who can advise on appropriate support avenues. Information can also be found on the NHS Inform website and other online mental health and wellbeing support services.

We will shortly publish a new Mental Health and Wellbeing Strategy. The Strategy will set out a long-term vision, and a set of outcomes, for the mental health and wellbeing of the population. We will subsequently publish a Delivery Plan to set out the work we will do over the coming years to make progress towards those outcomes, and set out how we will measure that progress.

This will include consideration on how the Strategy will set ambitions and actions to support people living with long term conditions. One of our key outcomes for the Strategy is to ensure people with mental health conditions, including those with co-existing health conditions, experience improved quality and length of life, free from stigma and discrimination

In order to achieve this, we will work with partners to develop actions that will see improved provision of services and support to people with long-term physical health conditions for their mental health and wellbeing.

In addition to this, the National Education Scotland and Scottish Government developed The Matrix: A Guide for Delivering Evidence-based Psychological Therapies in Scotland to support NHS Boards in planning the range, volume and quality of psychological therapies required to meet Scottish Government commitments. The Matrix is due to be refreshed in 2023 but already includes a section specifically on chronic kidney disease.

The Scottish Government has engaged extensively with industry regarding the proposed reform of the Energy Performance Certificate rating system. Engagement work over the past year has included, but is not limited to, the below events with the highlighted organisations.

Engagement has occurred in previous years. This includes through our earlier consultation in 2021, which incorporated workshop events which were open to stakeholders to attend as well as traditional responses.

We are intending to publish a second consultation containing our final proposals this summer, and will continue to engage with all stakeholders during this process.

The Scottish Government is taking forward a range of measures that contribute to tackling litter and flytipping as part of our wider efforts to tackle Scotland’s throwaway culture. In 2022-23 this included ongoing investment in local authority recycling infrastructure and banning some of the most problematic single-use plastic products.

Within this wider context, the Scottish Government allocated approximately £265,000 to prevent fly tipping and littering for the financial year 2022-23. This includes:

The Scottish Government welcomes the focus of the research and is committed to increasing the representation of racialised minorities in the public sector. The research estimates that 2.8 per cent of public sector employees identified as belonging to a “black and minority ethnic group”, 76.5 per cent were white and 20.7 per cent were marked as “unknown”, which included “not completed”, “don’t know” and “prefer not to say” responses.

The report acknowledges it does not function as a perfect census of Scotland’s public sector workforce. The Annual Population Survey by the Office of National Statistics notes that from January to December 2022, the proportion of public sector workers in Scotland aged 16 and over who are minority ethnic was 6.2 per cent. This is higher than the proportion of the population aged 16 and over who are from minority ethnic groups (5.5 per cent in 2022).

As an employer, our Race Recruitment and Retention Action Plan published in 2021, supports the Scottish Government and its agencies to increase the representation of racialised minorities, across all grades, to be reflective of the working age population. We are making progress in this regard, with an estimated 4.1% of staff in the Scottish Government and its agencies identifying as a racialised minority (December 2022). This is almost double the figure from 2017 (2.2%).

The Scottish Government published A Fairer Scotland for All: An Anti-Racist Employment Strategy in December 2022 which sets out a series of actions, including those recommended in the report. We will be piloting the use of an anti-racist workplace training framework with employers; supporting employers in their use of positive action measures; and continuing to engage with public sector leadership on recruitment and representation, data and understanding institutional racism.

We are also reviewing the operation of the Public Sector Equality Duty in Scotland with a view to improving the Scottish Specific Duties, including data reporting on ethnicity. We have consulted on proposals which include extending the existing gender pay gap reporting duty to ethnicity and disability, with listed public authorities required to make more evidence-based decisions on the information they publish.

I have met with a range of stakeholders in the energy industry since taking on this ministerial role. As the Scottish Ministerial Code states, information on Ministerial engagements is routinely published online three months in arrears from the end of that month. Therefore, at the time of writing the current list, which provides details of engagements up to the end of February 2023, is up to date. It is anticipated that a list of engagements undertaken in March 2023 will be published shortly, with engagements held in April and May subsequently issued in line with the Ministerial commitment as described above. Once published the information can be found at: Ministerial engagements, travel and gifts - gov.scot (www.gov.scot) .