Spotlight on … our Inclusion and Diversity work 

As part of National Inclusion Week, we shine the spotlight on the inclusion and diversity work that goes on across SCRA. We talk to Sarah Wood, our Inclusion and Diversity Manager to find out more …

Q) Sarah, you have been with SCRA for a few months now, can you tell us a little bit about your role?

A) I see my role as driving forwards Equality, Diversity and Inclusion (EDI) work within SCRA, including ensuring we are meeting our legislative duties under the Equality Act 2010, which involves a number of key responsibilities, particularly in the area of compliance, reporting and transparency such as publication of a Mainstreaming Report, Equality Outcomes and Pay Gap Report.

Meeting these obligations requires gathering data, setting benchmarks, and implementing strategic initiatives to address identified inequalities. It also involves collaborating with various stakeholders, both internally and externally, to ensure EDI efforts are comprehensive and impactful.

Q) We know SCRA recently launched new equalities outcomes, what do these focus on?

A) In March SCRA set out our new Equality Outcomes for 2024-2027 within our Mainstreaming Report:

• We will consistently ask for and check the accuracy of children’s equality data to improve the recording of children’s protected characteristics on SCRA’s computer system, CSAS so that we can identify areas of inequality and also identify trends and patterns in outcomes between and within the protected characteristics.
• We will review and revise our recruitment process so that it is more inclusive to attract more diverse candidates to work for SCRA and encourage greater workforce diversity.
• We will become a proactively anti-racist organisation; this will include all staff taking part in a mandatory anti-racist programme of work led by an expert external provider, actively challenging racism and better understanding potential discrimination in our decision-making.
• We will work to understand the impact of socio-economic disadvantage on how we engage with children and families, focusing specifically on how age, disability and sex influence their ability to engage with, and participate in, Children’s Hearings; to ensure we do not discriminate against those who experience poverty.

The future involves deepening and expanding existing efforts, whilst ensuring continued compliance with our legislative duties and I think it’s important to acknowledge the significant work and progress made by SCRA already. Effectively, the Equality Outcomes mentioned above are our priorities in relation to Inclusion & Diversity work over the next three years. This doesn’t mean we won’t focus on other areas, however these four outcomes are what we will concentrate on achieving during that time.

In addition, the Scottish Government has recently launched a consultation on the redesign of the Children’s Hearings System following on from publication of the Hearings System Working Group’s Hearings for Children report. EDI sits at the very core of what may be a period of unprecedented change; ensuring inclusive decision-making with diverse voices at all levels of the organisation, particularly when it comes to changes, decisions and policies that affect staff and service users from under-represented or minoritised groups.

Q) SCRA has a number of different equalities groups, including two relatively new groups, what kind of activities are these groups focusing on?

A) The various equality groups that SCRA has are integral in progressing the Inclusion and Diversity agenda within the organisation. There is a huge amount of work ongoing, including:

• Voice of Experience Reference Group – This group of care experienced and care giving staff continue to undertake internal and external consultations as well as receiving training and sharing ideas for improvement within the service.
• Disability Group – Activities include further British Sign Language (BSL) learning opportunities for staff, progressing the BSL Action Plan, the creation of an inclusive language guide on how we talk about disability and the development of a cancer awareness toolkit for our staff and managers.
• LGBTQ+ Group – This group is concentrating on gaining re-accreditation with the LGBT Youth Scotland Charter and as part of that will be reviewing some key policies, carrying out training and raising LGBTQ+ awareness amongst staff.
• Fairer Scotland Group – This group is currently looking at ways to signpost to foodbanks and other support organisations locally and are planning an information webinar for staff on the topic of poverty and socio-economic disadvantage.
• Neurodiversity Champions Network – This group will be looking to create a Neurodiversity Toolkit for staff and managers, continuing to increase awareness of and provide training on neurodiversity amongst SCRA staff and continuing to provide sensory kits at Hearing Centres.
• Race & Ethnicity Group – This group is currently focussing on establishing a Black and Asian Workers Group and developing a programme of training and education for SCRA staff.
• Women into Leadership Group – The WiL Group will be planning a development event in 2025 for women within the organisation within leadership roles or aspiring to be.

Q) You have now been at SCRA for six months, what’s been your highlights so far?

A) Without a shadow of doubt my highlight has been the staff here, their passion for their roles and ensuring SCRA provides the best possible service we can for some of the most at-risk children in society. I have been hugely impressed by their knowledge, understanding and desire to learn more about EDI; whether that be by attending and engaging with training, workshops or awareness sessions or by their eagerness to get involved in our various equality groups.

Another highlight for me was at one of our Pride Picnics where a member of Our Hearings, Our Voice, Ash Burns, shared a poem they had written for the occasion. I think it is very brave to stand up in front of a room of adults you have never met before and be that vulnerable and share something so personal. I know it had a real impact to those staff who were lucky enough to be there, including myself. It also made me reflect that we must be doing something right to have created an environment where they felt comfortable in sharing that. Certainly one of my highlights to date!

Q) And finally, why do you think it is so important we have inclusion and diversity fully embedded within SCRA?

A) Successfully embedding Inclusion & Diversity within SCRA is crucial for several important reasons, all of which directly impact the organisations’ effectiveness, its culture, and its responsibilities to the public. It ensures we are:

• Meeting legal and ethical responsibilities
• Reflecting the communities that SCRA serves
• Improving decision-making and outcomes
• Fostering innovation and creativity
• Enhancing organisational culture and employee wellbeing
• Attracting and retaining talent
• Building public trust and confidence
• Reducing bias and discrimination
• Supporting social justice and equity
• Improving service delivery

Embedding inclusion and diversity within SCRA not only helps the organisation meet its legal and ethical obligations, but also improves its overall effectiveness in delivering an equitable, innovative, and compassionate service. It enhances decision-making, fosters a positive work environment, and builds trust with the communities we serve, ultimately contributing to better outcomes for children and young people.