Our new Equality Outcomes Plan 2023-26 provides an overview of the work that we are going to undertake to achieve our outcomes and how we will measure the impact on relevant equality groups.
The plan is aligned to our new corporate plan and it contributes to our vision, mission, purpose and corporate objectives.
We want to help people access the legal support they need and empower our people to shape and deliver a legal aid system that supports a just, safe and resilient Scotland.
To find out more about our previous equality work, you can read our Equality Outcomes Progess Final Update 2021-23 in the Related information section below.
|Equality Outcomes Progess Final Update 2021-23 768 KB | 10 July 2023||768 KB|
|Equality Outcomes Progress and Mainstreaming Report Oct 2020 989 KB | 30 October 2020||989 KB|
|Equality Outcomes Progress and Mainstreaming Report Oct 2018 680 KB | 9 May 2019||680 KB|
|Equality Outcomes Progress and Mainstreaming Report April 2017 665 KB | 9 May 2019||665 KB|
|Equality monitoring of employee protected characteristics 2022-23 448 KB | 7 November 2023||448 KB|
|Equality monitoring of employee protected characteristics 2021-22 698 KB | 22 December 2022||698 KB|
|Equality monitoring of employee protected characteristics 2020-21 674 KB | 22 December 2022||674 KB|
|Equality monitoring of employee protected characteristics 2019-20 682 KB | 22 December 2022||682 KB|
|Equality monitoring of employee protected characteristics 2018-19 644 KB | 22 December 2022||644 KB|
Transparency in our decision making is supported by our equality impact assessment (EqIA) process.
Our approach to this ensures we consider the impact of new and current policies or projects on protected equality groups.
It also helps us meet the general public sector equality duty to have due regard to the need to:
|EqIA SLAB website 446 KB | 11 January 2023||446 KB|
|EqIA Procurement Policy 351 KB | 23 May 2023||351 KB|
|EqIA Managing Absence 724 KB | 12 June 2023||724 KB|
|EqIA Recruitment and Selection 523 KB | 12 June 2023||523 KB|
|EqIA Pay and Pay Supplements 478 KB | 12 June 2023||478 KB|
|EqIA Network Desktop and Security Policy 334 KB | 21 June 2023||334 KB|
|EqIA Means Assessment Aggregation of partner or spouse resources 390 KB | 30 June 2023||390 KB|
|EqIA Customer Communication Support Services 253 KB | 5 October 2023||253 KB|
|EqIA Provision of free sanitary products 327 KB | 19 October 2023||327 KB|
|EqIA Civil Legal Aid Means Assessment 499 KB | 13 November 2023||499 KB|
|EqIA CLAO and PDSO Premises Move 416 KB | 17 March 2022||416 KB|
|EqIA Shower refurbishment 301 KB | 4 April 2022||301 KB|
|EqIA Return to Workplace Policy: Covid-19 554 KB | 7 April 2022||554 KB|
|EqIA Lift modernisation in Thistle House 298 KB | 18 July 2022||298 KB|
|EqIA SLAB Digital Design Standards and Principles 476 KB | 20 July 2022||476 KB|
|EqIA Special Leave Policy 378 KB | 20 July 2022||378 KB|
|EqIA Interim approach to Work Policy 730 KB | 16 August 2022||730 KB|
|EqIA Accounts Assessment 447 KB | 28 September 2022||447 KB|
|EqIA Applicant monitoring for strategic development 396 KB | 29 September 2022||396 KB|
|EqIA PDSO Dundee Office Move 580 KB | 3 October 2022||580 KB|
|EqIA Complaints Handling Procedure 406 KB | 19 October 2022||406 KB|
|EqIA Unacceptable Behaviour Policy 333 KB | 4 November 2022||333 KB|
|EqIA Customer Service Policy 276 KB | 7 November 2022||276 KB|
|EqIA Systems Letters 502 KB | 13 April 2021||502 KB|
|EqIA IoJ summary proceedings 405 KB | 15 April 2021||405 KB|
|EqIA Section 31 314 KB | 4 October 2021||314 KB|
|EqIA Covid-19 operational change 365 KB | 1 November 2021||365 KB|
|EqIA Online Form 2 544 KB | 1 November 2021||544 KB|
|EqIA Data Gathering 276 KB | 26 November 2021||276 KB|
|EqIA Research 140 KB | 24 January 2020||140 KB|
|EqIA Payments 226 KB | 24 July 2020||226 KB|
|EqIA Direct Services 345 KB | 31 August 2020||345 KB|
|EqIA Grant Funding Programme - Debt Advice Journey 277 KB | 23 September 2020||277 KB|
|EqIA Criminal Summary and Solemn Special Urgency 328 KB | 29 October 2020||328 KB|
|EqIA Solicitor engagement 300 KB | 10 December 2020||300 KB|
|EqIA Covid-19 HR Policy Changes 672 KB | 1 November 2021||672 KB|
|EqIA Severe Weather and Travel Disruption Policy 316 KB | 10 November 2021||316 KB|
|EqIA Legal Aid Online (LAOL) 137 KB | 9 May 2019||137 KB|
|EqIA Special Urgency 208 KB | 9 May 2019||208 KB|
|EqIA Children's 424 KB | 1 November 2021||424 KB|
|EqIA CLAO database technical upgrade 206 KB | 1 November 2021||206 KB|
|EqIA CLAO Business Plan 228 KB | 11 November 2021||228 KB|
|EqIA SNSIAP 211 KB | 11 November 2021||211 KB|
|EqIA Guidance on Special Urgency Applications 221 KB | 11 November 2021||221 KB|
|EqIA Form 2 392 KB | 11 November 2021||392 KB|
|EqIA Contact guidance 408 KB | 12 November 2021||408 KB|
We seek to collect equality monitoring data on applicants to help with our strategic development and for routine monitoring of our decision-making.
We publish the information we collect in line with our value of transparency.
A Criminal Justice Disability Project (CJDP) was set up by the Justice Board to promote and enable accessibility of service across the criminal justice sector in Scotland for people with disabilities.
In 2013, the Justice Board within the Scottish Government asked its Equality Diversity Sub Group to address the contents of three reports:
The Sub Group created a project team to take this work forward and also address the actions arising from the Keys to Life report from SOLD (Supporting Offenders with Learning Disabilities) and the recommendations arising from the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD).
The member organisations published a final report of the CJDP in June 2018.
The intention of the Gender Representation on Public Boards (Scotland) Act 2018 is to make provision about gender representation on boards of Scottish public authorities.
Legislation is just one measure the government is taking towards a more equal society in Scotland and it is vital that work to ensure participation and representation of women from diverse backgrounds and with intersecting identities creates lasting changes to cultures and the structures.
The “gender representation objective” for a public board is that it has 50% of non-executive members who are women.
We are keen to hear your views about:
Please provide feedback or let us know if you would like to get involved in our equality work by contacting our Corporate Policy Officer (Equalities) using the details below:
Direct dial: 0131 240 1981