Equality, Diversity and Inclusion)

EQUALITIES, DIVERSITY AND INCLUSION REPORT 2015

This information is available in alternative formats and languages on request.

Whiteout courtesy of Barrowland Ballet. Designer: Jason Brown (Image: Pavel Dousek) CONTENTS

3...... Foreword by Janet Archer

4...... Board Statement by Richard Findlay

5...... Creative Scotland: Equalities in Creative Scotland Terminology EDI review 2015/16 Legal Framework Employment

8...... Equality Outcomes: Progress on mainstreaming equality

26...... Appendix 1 – Creative Scotland employment data, 2013-15

39...... Appendix 2 – Annual Returns: employment data from funded organisations, 2012-14

42...... Appendix 3 – Gender Pay Gap

43...... Appendix 4 – 2014 Scottish Household Survey Results

47...... Appendix 5 – Recruitment data, training and development

2 FOREWORD

This Equalities, Diversity and Inclusion Mainstreaming report actively engage audiences and participants in diverse, high presents the progress being made by Creative Scotland to quality arts programmes. mainstream equalities and deliver our Equality Outcomes The arts, screen and creative industries are effectively 2013-2017. It is a statutory requirement of the Equality Act mainstreaming equalities, and in some areas – such as arts 2010. and disability – Scotland is internationally recognised as a Scotland is a country where art and culture are highly valued pioneer in disability art practice. as an integral part of our social, emotional, intellectual and But we know there are gaps. From 2016, we expect all economic lives. But Scotland is changing. It is increasingly our funded organisations to have Equalities, Diversity diverse. Our cities are home to a significant and growing and Inclusion Plans in place as a condition of funding. We BAME population. We are an ageing population, and about will respond better to Black, Asian and minority ethnic one in five of us is disabled. communities in Scotland, and support the development of Creative Scotland believes passionately in the value of BAME leadership, employment and representation in the artistic and creative activity, and we do not underestimate arts. Later this year, we will be discussing how to take this the influence we can have, in transforming and improving forward, informed by our EDI review. The review will support people’s lives. We know that the arts contribute positively to us to develop a more robust evidence base to identify gaps the health and wellbeing of individuals and of communities, and support further activity to deliver our Equality Outcomes, and bring benefits to learning and education. The arts can improving the mainstreaming of EDI policy and practice in all give marginalised members of society a voice. And, working Creative Scotland activities, and in those we fund. in partnership across sectors including health and social care, Diversity is invigorating. If we embrace it, and learn from education and justice, the arts can help to challenge and others, we can sustain a thriving arts and cultural sector and address the inequalities that pervade Scotland today. contribute to the Scottish Government’s aims for a fairer and Since 2013, when Creative Scotland published our Equality more inclusive society in Scotland today. Outcomes and first Mainstreaming Report, we have been working with partners across the country to deliver change, Janet Archer outlined in the objectives of our Ten Year Plan ‘Unlocking Potential, Embracing Ambition’, published in 2014, and our Chief Executive Annual Plan 2014-15. We fund artists, practitioners, projects Creative Scotland, April 2015 and organisations to work in their local communities and to

3 BOARD STATEMENT

At a recent Chair Matters event (run by Arts & Business Scotland in partnership with Creative Scotland), Chairs of arts organisations throughout Scotland met to discuss ‘a culture of equality’. We were challenged to adopt positive, proactive approaches and to ensure our organisations embrace diversity to ensure sustainability into the future. Everyone benefits from diversity and the innovation this can bring. Every decision we take has the potential to include or exclude audiences, employees, suppliers and partners. Creative Scotland recognises its responsibility to develop and support a strong culture of equality in the arts, screen and creative industries in Scotland. As this report indicates, we are driving change in the sectors in which we work to fully embrace the diverse society of Scotland today.

Richard Findlay Chair Creative Scotland April 2015

4 CREATIVE SCOTLAND 1.1 Creative Scotland (CS) is the public body that supports 1.4 As well as our ambitions, there are four connecting themes the arts, screen and creative industries across all parts of that run through all aspects of our work. Scotland on behalf of everyone who lives, works or visits Equalities and diversity here. We enable people and organisations to work in and Creative learning experience the arts and creative sectors in Scotland. We do this by helping others to create culture through developing Digital great ideas and bringing them to life. Environment

1.2 In April 2014 we launched our 10 Year Plan Unlocking 1.5 Further information on Creative Scotland can be found on Potential, Embracing Ambition, setting out a shared vision our website: www.creativescotland.com/what-we-do for the arts, screen and creative industries in Scotland. EQUALITIES IN CREATIVE SCOTLAND 1.3 CS has five ambitions that frame our collective aims over the next ten years: 2.1 Equalities, Diversity and Inclusion (EDI) are fundamental to Creative Scotland and the sectors which we support. We Excellence and experimentation across the arts, screen work with many partners to deliver change and reflect the and creative industries is recognised and valued increasingly diverse culture in Scotland today. Art changes Everyone can access and enjoy artistic and creative perceptions and attitudes and can offer a voice to the most experiences marginalized in society. We know that the arts can improve lives and contribute positively to the health and wellbeing Places and quality of life are transformed through of individuals and of communities. imagination, ambition and an understanding of the potential of creativity 2.2 Creative Scotland has an important influencing role. We promote EDI within the leadership, workforce, Ideas are brought to life by a diverse, skilled and connected leadership and workforce programming and audiences of all our funded arts organisations, not only those who specialise in equalities. Scotland is a distinctive creative nation connected to the Many of the organisations we fund have diverse world. programmes, and many projects take place in areas of deprivation, targeting people with defined equality characteristics. EDI is vital to thriving arts, screen and creative industries. Growing diversity contributes to sustainability.

5 TERMINOLOGY LEGAL FRAMEWORK 2.3 ‘Equalities’ or ‘equalities and diversity’ are the terms 3.1 The Equality Act 2010 includes the Public Sector Equality that have been used by Creative Scotland, and widely Duty (PSED), which requires public authorities to take a adopted in the arts, film and creative industries sectors in proactive approach to tackling institutional discrimination, Scotland, to cover EDI (Equality, Diversity and Inclusion). and to mainstream equality. ‘Equalities’ is not constrained by legal definitions, and includes arts and health & wellbeing as well as wider socio- 3.2 General Duty: economic issues. We now use the term ‘EDI’ or ‘Equalities, The public sector equality duty has a general duty which Diversity and Inclusion’ to indicate this broader definition, sets out requirements for all public authorities and those and to emphasise our commitment to developing and bodies exercising a public function, and specific duties, supporting arts, film and creative industries that are more which place additional requirements on listed public representative of the diversity in Scotland today. authorities.

EQUALITIES, DIVERSITY AND The ‘general duty’ requires public authorities, including INCLUSION REVIEW 2015/16 Creative Scotland, in the exercise of their functions, to have due regard to the need to: 2.4 During 2015/16, Creative Scotland is undertaking a major review of EDI. The review will look at how the organisation Eliminate unlawful discrimination, harassment and mainstreams EDI in its everyday activities. It will also look victimisation and other conduct that is prohibited by the Equality Act 2010 at how best to support the arts, film and creative industries to support, integrate and promote equalities. The review Advance equality of opportunity between people who aims to provide a catalyst for developing wider and more share a relevant protected characteristic and those who diverse representation, employment and leadership do not throughout the arts and culture sectors in Scotland. The Foster good relations between people who share a outcomes of the review will contribute to the development protected characteristic and those who do not. of the arts strategy and the international strategy in 2016, as well as the continuing delivery of the creative industries 3.3 Protected characteristics: and film strategies, the youth arts strategy, and wider policy making. The public sector equality duty covers the following protected characteristics: age, disability, gender, gender reassignment, pregnancy and maternity, race, religion

6 or belief and sexual orientation. The public sector Creative Scotland is not subject to the requirement to equality duty also covers marriage and civil partnerships, publish gender pay gap information, as a public authority with regard to eliminating unlawful discrimination in with fewer than 150 staff. However, we made a commitment employment. in 2013 to do so (Equalities Mainstreaming Report 2013, p7). 3.4 Specific duties: The report must also be accessible to the public, and will The specific duties in Scotland were created by secondary therefore be published on the Creative Scotland website. legislation in the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012. Creative Scotland is listed EMPLOYMENT in the regulations. All public authorities covered by the Specific Duties are required to publish a report on the 4.1 Creative Scotland is a small public sector organisation (112 progress made in integrating the general equality duty to employees). We are improving our data collection, and the the exercise of its functions, so as to better perform that EDI review in 2015 will support this. However, published duty. The report must be published at intervals of not more analysis of our data collection can be limited due to the than two years, and this one is due not later than 30 April small numbers involved and a requirement for anonymity. 2015. 4.2 As members of the Stonewall Diversity Champions 3.5 This EDI report fulfils Creative Scotland’s reporting programme, we benefit from taking part in the Workplace requirements for the Public Sector Duty, under the Equality Equality Index, which is a significant comparator measure Act 2010 (Specific Duties) (Scotland) Regulations 2012. of equality in the workplace in the UK. We are members of the NDPB Equality Forum, a valuable network for sharing The report must include: good practice.

an annual breakdown of the information it has gathered Creative Scotland Employment data is in Appendix 1. under its duty to gather and use employee information, and 4.3 Employment data in the arts, screen and creative industries is collected from the Annual Statistical Returns of funded details of the progress that it has made in gathering and organisations. The form is being revised in 2015 for the using that information to enable it to better perform the new portfolio of regularly funded organisations, and should general equality duty. remain consistent for 2015-2018. a report on progress made towards achieving our equality outcomes, published in 2013. Sector Employment data is in Appendix 2.

7 EQUALITY OUTCOMES 5.1 As required by the specific duties, in April 2013 Creative made towards achieving these outcomes from April 2013 to Scotland set Equality Outcomes to enable the organisation March 2015 below. The activity and examples provided in the to better perform the general equality duty. These outcomes progress column are indicative of the breadth of our activities are published on our website and we report on progress to achieve the outcomes.

EQUALITY OUTCOME 1 PROGRESS Our funding support more accurately reflects the diversity of contemporary Scotland What we have done to date:

The actions we said we would Revise our funding Creative Scotland revised all funding programmes in 2014 undertake to achieve this: programmes to ensure and simplified the process for applicants. There are now three that we deliver a funding accessible routes for funding. approach that is fair, 1. Organisations can apply for 3 year funding through the Regular transparent and enabling. Funding programme, one of the key means by which the ambitions, priorities and connecting themes highlighted in the 10 Year Plan will be addressed. The programme launched in April 2014, and the Portfolio of regularly funded organisations for 2015-18 was announced in October 2014. An Equality Impact Assessment of this process was undertaken. 2. Open Project Funding is now open to applicants, individuals and organisations. Applicants are encouraged to develop and reach new audiences (including those who can be ‘hard to reach’) and involve more people in artistic and creative activity. 3. The third route is targeted funding. This funding is used to target specific areas and address gaps in provision. An example of this is Unlimited, a targeted funding programme to support and develop disabled artists. Following the EqIA of the Regular Funding process, we will be using targeted funding to address the lack of BAME led arts in Scotland.

8 The actions we said we would Ensure our funding processes We aim to make all our publications and guidance material undertake to achieve this: are clear and accessible. accessible to as many people as possible. We tested the new funding process, forms etc with a diverse group of potential applicants including disabled people before launch. We will conduct a review of the Open Projects funding programme process during 2015. Applicants are given the option to indicate if they would prefer, for religious reasons, not to receive funding from lottery sources. An accessible online funding application process is being developed and should be operational by 2017. This will also be beneficial to equalities data collection.

Offer clear support and We offer support to applicants, tailored to individual requests. advice to applicants from Support includes Sign Language Interpreters for meetings, equalities groups. scribing support for dyslexic applicants, and translation. Officers can offer advice to new applicants and support them to make an application. The Equalities team offer additional one to one support to applicants from under-represented groups, including BAME people, to help develop capacity in the sector.

Make our equality aims clear Open Projects funding: we encourage applications for ‘equalities- in our funding programmes based projects which specifically address inequalities due to and include measures of age, ethnicity, disability or other Protected Characteristics’. All assessment against these applicants are required to provide information on engagement aims, where relevant to and access for people with protected characteristics and are funding criteria. assessed on this. All Regular Funding applicants were assessed and rated on their plans to address Equalities and Diversity.

9 The actions we said we would Provide equality assessment All staff involved in funding assessments and decision panels have undertake to achieve this: training to all staff involved in undertaken Unconscious Bias training in 2014. funding decision-making. The EDI Review in 2015 will lead to further equalities training for all Creative Scotland staff to ensure a consistent and informed approach to mainstreaming EDI. Improve monitoring, We have identified consistent and comprehensive data collection data collection and as a priority for CS and this is included in the EDI Review in 2015. analysis to identify gaps Annual Return forms for funded organisations and applicant and opportunities for (individual and organisation) monitoring forms and end of project mainstreaming, including reporting are being reviewed, to include tracking of applicants protected characteristics and awardees with protected characteristics. We aim for a of sexual orientation and consistent approach to monitoring equality characteristics across transgender. our operations. Sexual orientation is included in monitoring forms, and we have improved disclosure rates. Review our funding decisions Awards are published, but currently listings do not consistently to ensure we are continuing reflect equalities. We will improve this reporting and analysis - an to make progress against our intended outcome from the EDI Review 2015. equality aims. Monitor our procurement The procurement process has been revised and follows the contracts to ensure equalities Scottish Government recommended model. are reflected in decision Creative Scotland includes a specific Condition of Contract Clause making and delivery, ensuring in appropriate Invitations to Tender documents, which make it that our suppliers have a contractual requirement for all successful bidders to strictly equality policies and they do adhere to their general duties under the Act. In addition, where not discriminate in relation tenders are to be evaluated on the basis of the most economically to any of the protected advantageous tender, compliance with the Equality Act 2010 will characteristics. be an award criterion, where appropriate. Appropriate tenders contain a specific Condition of Contract Clause on monitoring the successful bidder’s performance in relation to compliance with its general duties under the Act, requiring the Provider to periodically report to the Contract/Framework Administrator on its compliance.

10 The actions we said we would Conduct a sectoral review in The Review of Equalities, Diversity and Inclusion should start in undertake to achieve this: equalities across the arts in April 2015 and conclude in December 2015, looking at Creative 2014/15. Scotland’s practices, processes and policies, and also more widely at equality issues in the arts, film and creative industries. It will follow a co-production model and fully engage and involve people with protected characteristics.

Links to our corporate plan Equalities is a cross cutting Creative Scotland’s 10 year plan, Unlocking Potential, Embracing theme in our Corporate Ambition, was published in April 2014. Equalities and diversity is a Plan 2011-14, Investing in connecting theme throughout the plan. Scotland’s Creative Future. See p33.

Measuring Progress We will publish our funding We are working to improve our reporting mechanisms and decisions, and analysis by equality data collection in order to achieve this. protected characteristic, from Timescale: December 2015. 2014/15, once improved data collection is in place.

Additional contributory Support a diverse arts sector An Equality Impact Assessment of the portfolio of 119 regularly actions through the artists and arts funded organisations indicates that 13 organisations have a direct organisations we fund. mission to address equalities and diversity, and 76.5% of funded organisations set out clear equalities provision in their proposed programmes. Disability, gender and age are addressed well, but gaps remain in BAME-led arts organisations. A programme to address BAME leadership is planned to start in 2015/16. LGBTI- focussed organisations and artists are project funded. There is significant activity provided by regularly funded organisations and through project funding in areas of deprivation.

11 Additional contributory Encourage partnership This is ongoing. Our long term commitment to disabled artists and actions working between developing capacity in disability and arts, means that Scotland is ‘mainstream’ arts relatively successful in this field. organisations and those with Recent examples of best practice include the Dundee Rep theatre a specific equality focus to company working in partnership with Deaf and disabled theatre support attitudinal change company Graeae. The inclusive production of Blood Wedding at home and abroad (for at Dundee Rep in March 2015 is an example of best practice in example, around disability integrating access into the aesthetic of a production. and inclusive arts practice). Another example is the British Council UK- Brazil Transform programme, where Creative Scotland promotes Scottish disabled performers in Brazil and in 2013 and 2014 we supported exchanges and workshops and touring work demonstrating our best practice in inclusive aesthetic approaches in Brazil in the run up to the Olympic Games in 2016.

Support a diverse cultural CS adopted a strategic approach to inclusion when programming programme in Glasgow 2014. Culture 2014 and Festival 2014 during the Commonwealth Games in Glasgow, identifying and addressing gaps in provision around equalities. LGBT led programmes (examples include Pride House, Drew Taylor’s 44 Stories, Glasgay’s Alan Bennett season), BAME focussed (Empire Cafe, Emancipation Acts), age related and dementia (In my father’s words) and work by disabled artists (Marc Brew, Indepen-dance) featured strongly in the national programme. CS challenged and supported artists and arts organisations to deliver accessible, inclusive productions and funded imaginative approaches with the Access G2014 fund.

12 Equalities and diversity sit at the heart of our 10-year plan as one of our four connecting themes. We encourage diverse representation and employment in the arts, screen and creative industries, and believe that equalities and diversity are essential to delivering a quality experience for all those involved. Participation and engagement in arts and creative activity can help promote a deeper understanding of equalities and diversity, help to address inequalities, and contribute to the wellbeing of individuals and communities.

Extract from ‘Help with your application’.

Creative Scotland is committed to ensuring that as many people as possible can access the work we fund. We encourage you to think about improved access provision and to check you are doing all you can reasonably do to develop and sustain inclusive practice.

Extract from ‘Help with your application’.

13 EQUALITY OUTCOME 2 PROGRESS Opportunities to engage with, and participate in, arts, screen and creative industries, throughout the country are more inclusive and accessible to everyone. What we have done to date:

The actions we said we would Work closely with partners We develop, support and fund work with many partners, including undertake to achieve this: and other stakeholders to other public bodies, local authorities, funders, charities, arts deliver this outcome. organisations, venues, artists and practitioners, national companies, umbrella bodies and agencies. The Scottish Government has a National Indicator to increase cultural engagement (and this is measured by the percentage of adults who have either participated in a cultural activity or who have attended or visited a cultural event or place in the last 12 months). Between 2012 and 2013, the percentage of adults who engaged in culture has increased by 1.3 percentage points, from 89.6% in 2012 to 91.0% in 2013. [See Appendix 4 for the most recent results from the Scottish Household Survey 2014]. The protected characteristic of Age indicates the greatest disparity in attendance and participation in arts. [See below for our work to address this through Luminate.] Although not a legally defined characteristic, CS is concerned with arts engagement and socio-economic factors. There is improvement in the numbers of people attending and participating in the arts from the most deprived areas in Scotland – from 79.1% in 2007 to 85.8% in 2013, with the gap between most and least deprived areas reducing from 15% to 10% in that timescale.

14 The actions we said we would Ensure our approach to arts Following the Regular Funding process, and the issues highlighted undertake to achieve this: development and advocacy in the Equality Impact Assessment, CS is committed to further supports, sustains and focussing on diversity, and ethnicity in particular. The EDI Review profiles a diverse arts and will support this approach. cultural sector in Scotland. Identify equality gaps or Cultural engagement is closely linked with a number of socio- development areas requiring economic indicators. There are fewer arts attendees and our support. participators from the most deprived areas. Attendees tend to be in urban areas, and have the highest levels of educational attainment1. Figures for 2012 indicate nearly 20% difference in cultural participation between the least and most deprived areas. We aim to address these issues through, for example, our Place Partnerships and support for arts engagement in the areas identified as the most deprived datazones in the SIMD. We recognise that there is a major gap in BAME-led arts in Scotland and have ring-fenced targeted funds to support a talent development programme and encourage leadership in this area. Details will be available in 2015/16. [See Appendix 2, Annual Returns]. CS is on the Core Working Group for New Scots, Integrating Refugees in Scotland’s Communities. The Scottish Household Survey indicates that there is nearly 20% difference in attendance and participation by 16-24 year olds compared to those aged 75 and over. We continue to support Luminate, Scotland’s creative ageing festival, which has had a positive impact on art programming for older people, the engagement in and employment of older people in the arts (see Luminate final evaluation report 2013-15 – to be published on the CS website May 2015). The number of events in care homes is increasing. Over the three years of the Luminate festival, more events have been targeted towards diverse groups, such as people living with dementia, disabled people and an ageing LGBT community.

1 Scotland’s Census 2011, and Scottish Government Household Survey 2012

15 The actions we said we would Identify opportunities and The Promoting Equalities Programme (PEP) 2012-2015 was an undertake to achieve this: good practice for further organisational change programme putting equalities at the heart development and share of the agenda. Seven funded arts organisations were involved in an good practice to widen experimental programme investigating delivery of EDI, building a impact. cohort of sectoral ambassadors and leaving a legacy of sustainable equality and diversity change in the arts and culture sectors. The programme concluded in March 2015, and the PEP evaluation report will be published on the CS website in April/ May 2015. Artlink’s essay, Uncommon Ground, on artistic practice led by people with learning disabilities, is now published, and other material outputs from the PEP programme will follow soon. The EDI Review will include a major programme of creative consultation and conversations, taking place in Autumn 2015, and focussing on equality issues and good practice. Topics already identified include disabled practitioners in film and music industries; employment and representation of women in theatre; BAME representation and employment across all sectors. The CS website highlights best practice examples in equalities, diversity and inclusion, and we are developing more equalities content and guidance as an output from the EDI Review. During Glasgow 2014, we issued participant organisations with a self-assessment template for access, and guidance materials for best practice.

16 The actions we said we would Programme of equality CS has an internal Equalities Team with members from across the undertake to achieve this: events for staff and the organisation. Meetings are chaired by the Deputy CEO, and regularly sector. feature invited external speakers on EDI topics. In 2014 the Scottish Refugee Council, Edinburgh University, and Stonewall talked to the group. Members are champions/allies for protected characteristics eg LGBT Champion, Gender Champion, Disability Champion etc. The group is an information source and sounding board for equalities throughout the organisation, and members undertake specific equalities training eg mindfulness and mental health, LGBT training from Stonewall. The team organises events related to the Equalities calendar eg International Women’s Day, Black History Month, LGBT History Month. In 2013 and 2014 CS hosted monthly Insights and Ideas sector events, many with equality themes.

Measuring Progress We will analyse our funding We continue to work on improving our reporting mechanisms, and decisions, and final reports equality data collection in order to achieve this. The EDI Review will from successful applicants, contribute to this during 2015. by protected characteristic Timescale: 2016 from 2014/15, once improved data collection is in place.

17 Additional contributory Continue to support arts Organisations we funded to deliver equalities focussed talent actions organisations offering a development in 2013-15 include: Solar Bear deaf youth theatre; range of opportunities, Indepen-dance; Lung Ha’s theatre company; Project Ability; Artlink; including talent Dance Ihayami; Citizens Theatre; Paragon; Sense Scotland; LGBT development for people with Youth Scotland; Edinburgh Mela; Glasgow Mela; and Glasgow protected characteristics. Film. The Youth Arts Hubs, delivering the Youth Arts strategy ‘Time to Shine’, are being supported to deliver across equalities characteristics – an equalities training event was held in Aberdeen in March 2015. Working with Graeae, Dundee Rep offered apprenticeships to disabled people both behind stage (technical, production, communications) and on stage (former Solar Bear Deaf apprentice EJ Raymond).

Develop new partnerships The PEP programme brought together a group of organisations between ‘mainstream’ reflecting different artforms, locations, and expertise in EDI. The and equality focussed evaluation report (to be published in April 2015) is illustrated with organisations, particularly Case Studies and creative self-evaluations. Organisations involved: through our Promoting Scottish Poetry Library Equalities Programme (PEP), to develop understanding Artlink (Edinburgh & Lothians) between different people. Enterprise Music Scotland Dundee Rep Scottish Dance Theatre Macrobert Glasgow Film.

18 Additional contributory Support talent hubs In 2013-15, we funded Talent Hubs to develop disabled performers actions focussing on equality groups and offered apprenticeships and a youth employment programme. (eg. dance and disability).

Promote learning for artists ArtWorks Scotland is a national professional development working in participatory initiative for artists working in participatory settings. The Artworks settings. programme commissioned research into the skills, knowledge and experience that artists (across all artforms) need to develop to work to a high standard in participatory settings, such as schools, prisons or communities.

Develop access in Scottish Our work to encourage access is ongoing. For example, access arts venues through training was offered to all funded participants and venues during developing capacity of Glasgow 2014, with guidance materials and a self-assessment access initiatives. template. Access covers physical access (addressing requirements of disabled people) but also wider access issues, including those of under-represented groups including LGBTI representation and BAME communities. There is, for example, increased awareness of the accessibility requirements of older people, including those living with dementia – for example, the Macrobert Art Centre’s focus on dementia- friendly venue development and monthly dementia-friendly days, and Edinburgh Theatres focus on dementia-friendly programming.

Continue to embed access Training in Equalities, including Universal Design principles, is considerations in Capital provided for all Capital projects, most recently in February 2015. Lottery programme.

19 EQUALITY OUTCOME 3 PROGRESS Employment patterns in the arts, screen and creative industries better represent the diversity of Scotland. What we have done to date:

The actions we said we would Work closely with partners Creative Scotland’s employment patterns are set out in Appendix 1. undertake to achieve this: and other stakeholders to We require our funded organisations to monitor employment and deliver this outcome. report on protected characteristics. We aim to achieve a more consistent approach to gathering and analysing this information (internally and externally) to inform our strategies into the future to encourage more diverse leadership and employment in arts and culture in Scotland. The EDI Review will support this.

Monitor and analyse the The data collected by funded organisations [Appendix 2] is used to equality characteristics in inform Equality Impact Assessments and policy development. employment in our funded EXAMPLE: see the EqIA for Regularly funded organisations. organisations, both creative and administrative posts There are some deep-rooted employment issues in the arts, film (through our Annual Returns) and creative industries, and long term initiatives are required and use data to inform to investigate and address these. One example is the retention, equality impact assessments. employment status and representation of women in theatre and the performing arts sectors. The low employment and representation of BAME practitioners and professionals generally in the arts in Scotland is of concern.

Identify and support talent There are numerous funded programmes to support talent, including the Artists’ Bursaries programme, the Scottish Film Talent Network, Talent Hubs, and the Nurturing Talent – Time to Shine Fund for young people aged 14 – 20 years old. All these funds support a mainstreaming agenda. CS regular funding for Solar Bear theatre company supports the Deaf Youth Theatre. In September 2015, we are supporting a symposium on international Deaf theatre to coincide with the launch of a BA Hons course at the Royal Conservatoire of Scotland in BSL and theatre studies.

20 The actions we said we would Encourage arts employment CS is a Two Ticks disability friendly employer. When appropriate we undertake to achieve this: opportunities to be use Disability Arts Online for job opportunities. advertised widely. We are corporate members of Stonewall Scotland and use their job site and the Starting Out careers guide for gay-friendly employers. The CS website has a wide reaching Opportunities section, with over 14,000 registered users and an average of 40,000 unique views of the homepage per month. Across the whole Opportunities site, including job adverts, we get on average around 320,000 unique page views per month, with approximately 300 ads uploaded per month.

Measuring Progress We will collect baseline See Appendix 2 data from Annual Returns in 2013/14, and report annually on progress.

Additional contributory We will identify and address EDI Review due to start in 2015. actions gaps in data collection for employment and protected characteristics as part of the Equality Sector Review planned in 2014/15.

21 EQUALITY OUTCOME 4 PROGRESS Our staff has a genuine understanding of, and commitment to, equalities. What we have done to date:

The actions we said we would Ensure our staff are trained in All new staff members undertake formal Equalities Induction undertake to achieve this: effective equalities practice, training, and further opportunities exist for Equalities training and fully understand the throughout the year. CS has an online Equality & Diversity training importance of equalities course, which all staff are expected to undertake. in delivering our corporate Unconscious Bias training was built into the Regular Funding objectives. process. Equalities Team training 2013-15 included sessions by Stonewall Scotland, the Transgender Alliance, and the Scottish Refugee Council. An internal review of staff understanding and the application of Equalities, Diversity and Inclusion will form part of the major EDI review in 2015. CS has reviewed the Performance Development Review (PDR) process in 2015, and all staff now have a core Equality objective.

Revise our Corporate Plan Creative Scotland’s 10 year plan, Unlocking Potential, Embracing to ensure that our equality Ambition, was published in April 2014. Equalities and diversity is a strategy is fully integrated. connecting theme throughout the plan.

Ensuring that Equalities CS follows the 2 Ticks disability recruitment practice and practice exists as a core advertises job opportunities in equalities focussed publications element of recruitment where appropriate, as well as on our Opportunities pages. practice. Our Board appointments are made by the Scottish Government, but we have recognised the need for more diverse membership.

Refresh our equalities vision to Guidance material for internal and external use will be produced ensure there is a clear and during 2015 as an outcome of the EDI Review. consistent narrative to describe equalities in Creative Scotland.

22 The actions we said we would Use equality data and analysis Analysis of equality data collected during the Regular Funding undertake to achieve this: more effectively to inform process supported decision making. planning, policy development, An Equality Impact Assessment influenced the development of delivery, monitoring and our new PDR process. evaluation. The Impact Assessment of regular funding highlighted the gaps to be addressed with new approaches from 2015 e.g. lack of BAME leadership in the arts in Scotland.

Revise our Equality Impact Underway in 2015, with further training for Board members and Assessment process, and train senior leadership team. our Board, SMT and Portfolio Managers to analyse the intended, and actual, impact of our corporate activity.

Improve the profile The Creative Scotland website provides mainstream features of of equalities in our equalities focussed arts and film organisations, programmes and communications. projects, i.e. not separate features but integrated throughout the website.

Use our employee equality Unconscious bias training and further equalities training will be information (including available for staff in 2015 and into the future. Board equalities feedback from Stonewall’s training is planned for 2015. Workplace Equality Index) Creative Scotland partners Arts & Business Scotland to deliver to develop HR policy and an Chair Matters, a governance programme for Chairs of arts, screen equalities training programme and creative industry organisations. An equalities training event for staff and Board members. was held in March 2015.

Further develop our Equalities The Equalities Advisory Group is now the Equalities Team, with Advisory Group and Equality approximately 20 members from across the organisation. Champions.

23 Links to our corporate plan Equalities is a cross cutting Creative Scotland’s 10 year plan, Unlocking Potential, Embracing theme in our Corporate Plan Ambition, was published in April 2014. Equalities and diversity is a 2011-14, Investing in Scotland’s connecting theme throughout the plan. Creative Future. See p 33.

Measuring Progress Evidence of equalities in All applicants are required to evidence an Equal Opportunities decision making, including policy to be eligible to submit a funding application. All regularly funding decisions. funded organisations are required to have developed an Equalities Plan by March 2016 to be eligible for Year two funding. Equalities are rated in funding assessments. Low level of complaints. We reported that 3 equalities–related complaints (two regarding funding decisions) were received in 2012/13. In 2013/14 we received four equalities-related complaints: 1. Accessibility of the venue for Scotland and Venice. (Action: The venue has been changed for 2015 and is accessible.) 2. A funding decision i.e. despite receiving assistance for dyslexia, application was refused (feedback provided). 3. Concerns about the barriers faced by women in culture. 4. Disagreement with CS funding for the festival of spirituality. In 2014/15 we received four equalities-related complaints: 1. Two funding decisions i.e. a disabled applicant obtained support to complete application form, but disagreed with funding decision/refusal. And lack of support/refusal for a LGBT-focussed project. (Action: both applicants received detailed feedback and were encouraged to re-apply). 2. Two complaints about the inclusion of Exhibit B in the Edinburgh International Festival programme supporting ’the continued objectification of black people’. (CS does not interfere in programming by funded organisations.) There are no evident trends in equalities related complaints.

24 Continue to take part in the CS was placed 278 in the Stonewall Workplace Equality Index Stonewall Workplace Equality in 2012/13 and 220 in 2013/14, indicating improvement by 58 Index, and improve ratings on places. We find this an extremely useful exercise to support and an annual basis. focus on equalities in relation to our policies, service delivery and employment.

Additional contributory Continue to work with We continue to be members of the Stonewall Diversity Champions actions Stonewall Scotland as part programme, and encourage wide staff attendance at training and of the Diversity Champion other Stonewall events. In 2014/15, however, we were unable to Programme. take part in the Workplace Equality Index due to capacity issues.

Continue to adhere to the Two Our recruitment process reflects the Two Ticks commitments. Ticks scheme (disability) to deliver an inclusive workplace.

We are looking for new members to join our Board – the group responsible for overseeing and challenging the work we do. You do not need previous experience of serving on a board… We are also looking for people with a particular knowledge or understanding of ethnic minority communities, as this will help us ensure our work reflects a diverse nation. In the interests of achieving a balanced and representative Board applications are particularly welcome from people currently under represented on Scotland’s public bodies such as women, disabled people and people aged under 50.

Extract from Public Appointments, Creative Scotland Board advertisement, April 2015.

25 APPENDIX 1 CREATIVE SCOTLAND EMPLOYMENT DATA We provided staff with more information and guidance about monitoring and data collection in 2014/15, and as a result disclosure rates improved for most protected characteristics. In the tables below, due to small staff numbers and to preserve anonymity, figures less than or equal to 5% are indicated by *.

RELIGION AND BELIEF In 2015, nearly 60% of staff disclosed their religion / belief. There are no apparent issues around religious discrimination The majority of staff are atheist (27%), followed by Christian in relation to employment in Creative Scotland. Generally, as (18%). The Census Scotland 2011 indicates that the majority of recent EHRC research indicated, very few UK-based surveys the population are Christian (53.8%), with 36.7% declaring no ask questions around religious discrimination, so our societal religion, and 1.4% to be Muslim. understanding of unfair treatment is not well informed.

Category % based on 112 employees % based on 104 employees % based on 112 employees at 31/03/2013 at 31/03/2014 at 31/01/2015 Religion or belief 33% Disclosure Rate 58% Disclosure Rate 58.5% disclosure rate Atheist 16% 27% 27% Buddhist - * * Christian 8% 17% 18% Muslim * * * Other 9% 11% 11.5% Prefer not to say 22% 19% 20.5% No info provided 40.5% 23% 21%

26 ETHNICITY The 2011 Census in Scotland indicated that 96% of the population In Scotland, the BAME population has doubled to 4% since 2001 is White, and the remaining 4 per cent are from Black, Asian and with the Asian population the largest minority ethnic group. minority ethnic groups (BAME). Creative Scotland’s employment White Polish people account for 1.2% of the population, with the pattern has remained static over this period. Less than 5% of our highest proportions in Edinburgh and Aberdeen (3%). staff are BAME, roughly reflecting the general population figures.

Category % based on 112 employees % based on 104 employees % based on 112 at 31/03/2013 at 31/03/2014 employees at 31/01/2015 Ethnicity 93% disclosure rate 92% disclosure rate 92% disclosure rate BAME (Black, Asian, Minority Ethnic) * * * White 91% 90% 89% Prefer not to say/ no response 7% 8% 8%

GENDER There is almost twice the number of women employed by Over 10% of female employees work part-time, and Creative Creative Scotland than men. The Chief Executive is a woman. Scotland offers flexible working patterns to all employees, The Senior Leadership Team comprises of six men and three although there is less take up by men. women. The Board is similar, with seven men and three women.

Category % based on 112 employees % based on 104 employees % based on 112 at 31/03/2013 at 31/03/2014 employees at 31/01/2015 Gender 100% disclosure rate 100% disclosure rate 100% disclosure rate Female 67% 62.5% 65% Male 33% 37.5% 35%

27 DISABILITY The number of disabled employees has remained fairly constant. or disability. However, this figure, which increases with age and The low figure does not reflect the figures for Scotland’s does not accurately reflect working age, has also remained population, where 20% reported a long term health problem constant since 2001 Census.

Category % based on 112 employees % based on 104 employees % based on 112 at 31/03/2013 at 31/03/2014 employees at 31/01/2015 Disability 100% disclosure rate 100% disclosure rate 100% disclosure rate Yes * 7% * No 96% 93% 96.5% Prefer not to say * * *

AGE There is a marginally wider spread of age in Creative Scotland for those aged 35 to 49. In 2013, we had 79% of staff aged 25- employment since 2013, reflecting the introduction of modern 49, and this has now dropped to 72.5%, with an increase in the apprenticeships. The rates reflect the ONS Annual Population 50+ older age group. Survey 2013, where the highest employment rate for women was

Category % based on 112 employees % based on 104 employees % based on 112 at 31/03/2013 at 31/03/2014 employees at 31/01/2015 Age 100% disclosure rate 100% disclosure rate 100% disclosure rate 16-24 - * * 25-34 29% 27% 27% 35-49 50% 44% 45.5% 50+ 21% 26% 25.5%

28 SEXUAL ORIENTATION There is limited data and evidence collected on the experiences Creative Scotland’s comparative openness around sexual of LGBT people in Scotland. But the Integrated Household orientation is largely due to our corporate membership of Survey 2013 indicates that the number of people self-identifying Stonewall Scotland, and our participation in the Stonewall as LGB in Scotland was 1.3% (cf UK 1.6%). Workplace Equality Index. In 2012/3, we were rated 278 in the Creative Scotland figures indicate that 5.5% of staff self-identify UK (out of 376 participating organisations), and in 2013/14 we with this protected characteristic. While the disclosure rate is improved 58 places. There is only one arts/media organisation in lower than for other protected characteristics, this is a relatively the Top 100 in the UK (ITV). high return.

Category % based on 112 employees % based on 104 employees % based on 112 at 31/03/2013 at 31/03/2014 employees at 31/01/2015 Sexual Orientation 29% disclosure rate 54% disclosure rate 53.5% disclosure rate Heterosexual/ straight 24.5% 48% 48% Lesbian/ Gay/ Bisexual * 6% 5.5% No response/ Prefer not to say 66% 41% 46.5%

29 MARRIAGE AND CIVIL PARTNERSHIP The Marriage and Civil Partnership (Scotland) Act 2014 received perceived intrusiveness in data collection relating to marital royal assent in March 2014, and the first ceremonies took place status etc. There is therefore a lack of evidence / comparative on December 2014. It is therefore too early to assess changed data around this protected characteristic as information is not status as a result of the changes in law. routinely collected as part of key surveys. As with other protected characteristics, particularly sexual orientation and religion/belief, there can be an issue with

Category % based on 112 employees % based on 104 employees % based on 112 at 31/03/2013 at 31/03/2014 employees at 31/01/2015 Marital Status 69% disclosure rate 78% disclosure rate 78% disclosure rate Civil partnership / married 34% 40.5% 39% Divorced / separated * * * Living with partner 14% 12.5% 14% Single 16% 21% 21% Prefer not to say / no reply 31% 22% 22%

GENDER REASSIGNMENT We do not collect data on gender reassignment. Currently there is no fully tested recommended question with which to collect information on gender identity in surveys and other data sources2.

Category % based on 112 % based on 104 % based on 112 employees at 31/03/2013 employees at 31/03/2014 employees at 31/01/2015 Gender Reassignment No data No data No data

2 Scottish Government Evidence Finder, Transgender

30 PREGNANCY / MATERNITY

Category % based on 112 employees % based on 104 employees % based on 112 at 31/03/2013 at 31/03/2014 employees at 31/01/2015 Pregnancy / Maternity Employees on maternity leave 4% 6% * (inc adoption/maternity and paternity leave)

FLEXIBLE AND PART-TIME WORKING

Category % based on 112 employees % based on 104 employees % based on 112 at 31/03/2013 at 31/03/2014 employees at 31/01/2015 Flexible and part-time working Female 21% of female employees 11.5% of female employees 11.5% of female work flexibly work part-time hours employees work part- time hours Male 0% of male employees work <5% of male employees <5% of male employees flexibly work part-time hours work part-time hours

14% of all staff work flexibly 17% of employees had different working patterns from the standard pattern of 9am to 5pm)

31 RELIGION AND BELIEF

33% disclosure rate 58% disclosure rate 58.5% disclosure rate 112 employees 104 employees 112 employees

32 LONG-TERM DISABILITY

100% disclosure rate 100% disclosure rate 92% disclosure rate 112 employees 104 employees 112 employees

33 ETHNICITY

93% disclosure rate 92% disclosure rate 92% disclosure rate 112 employees 104 employees 112 employees

34 AGE

100% disclosure rate 100% disclosure rate 100% disclosure rate 112 employees 104 employees 112 employees

35 GENDER

100% disclosure rate 100% disclosure rate 100% disclosure rate 112 employees 104 employees 112 employees

36 SEXUAL ORIENTATION

29% disclosure rate 54% disclosure rate 53.5% disclosure rate 112 employees 104 employees 112 employees

37 MARITAL STATUS

69% disclosure rate 78% disclosure rate 78% disclosure rate 112 employees 104 employees 112 employees

38 APPENDIX 2 Employment Data from organisations in receipt of core funding included for comparison. Data for the 2014/15 financial year has from Creative Scotland: Foundation Organisations, Programme not yet been submitted. Organisations and Annual Clients. www.creativescotland.com/ Please note that a number of organisations have chosen not to funding/latest-information/funded-organisations provide any or some of the information requested. Therefore, This information below was submitted by 122 organisations the percentages in the tables below are based on the number of through the 2013/14 Annual Returns. Totals for 2012/13 are respondents and not a total of all board, staff, volunteers etc. ETHNICITY

2013/14 2012/13

Youth Programme Operational / Ethnicity Board Employment Volunteers Other Staff Total Total Delivery management initiative White 87.5% 89% 82% 78% 80.5% 83% 84.5% 96% Mixed or Multiple <1% 1% 1% <1% 1.5% 13% 3% 1% Ethnic Groups Asian 2.5% 1% <1% 4% 1% <1% 1% 1.5% African <1% <1% <1% <1% <1% <1% <1% <1% Caribbean or <1% <1% <1% 1% <1% <1% <1% <1% Black Any other ethnic <1% <1% <1% <1% <1% <1% <1% 1% group Prefer not to say 8.5% 8% 16% 17% 16.5% 3% 11% N/A Total Responded 916 1757 782 106 1664 825 6049 3148

There is more diverse ethnicity in ‘Other Staff’ i.e. there is low (<2-4%) BAME representation in Board members, management, arts programme delivery, and volunteers throughout the arts, screen and creative industries. This suggests that BAME employees tend to be in ‘support’ services eg catering and cleaning, and are not well represented in arts.

39 SEXUAL ORIENTATION

2013/14 2012/13

Youth Sexual Programme Operational / Board Employment Volunteers Other Staff Total Total Orientation Delivery management initiative Heterosexual / 42.5% 46% 41% 37% 19% 60% 40.5% 86.5% Straight Gay / Lesbian 4.5 4% 3% 4% 7% 8% 4.5% 8.5% Bisexual <1% 1% <1% 0 0 2% <1% <1% Other 0 <1% 0 0 1% <1% <1% 4.5% Prefer not to say 53% 49% 56% 59% 73% 30% 54% N/A

Total Responded 523 842 541 75 425 165 2570 998

The disclosure rate for sexual orientation is disappointing, with 54% of respondents preferring not to answer.

GENDER

2013/14 2012/13

Youth Programme Operational / Gender Board Employment Volunteers Other Staff Total Total Delivery management initiative Male 53% 47.5% 3.5% 32% 36.5% 39% 42% 47% Female 47% 52.5% 6.5% 68% 63.5% 61% 58% 53% Total Responded 916 1757 782 106 1664 825 6049 3860

40 AGE

2013/14 2012/13

Youth Programme Operational / Age Board Employment Volunteers Other Staff Total Total Delivery management initiative 16-24 Years <1% 10.5% 17% 83.5% 33.5% 17% 16% 16% 25-44 Years 22% 5.5% 51.5% 15.5% 24% 37% 41% 51.5% 45-65 Years 57% 23.5% 26% 1% 16.5% 13.5% 26% 29% 65+ Years 12% 1.5% 1% 0 2.5% <1% 3% 3.5% Prefer not to say 8.5% 9% 4.5% 0 23.5% 32% 14% N/A Total Responded 890 1980 957 84 1018 936 5865 4059

DISABILITY The number of board members, employees and volunteers who Does your artistic/creative programming reflect diversity and have chosen to disclose that they consider themselves to be inclusive practice? (Based on 122 organisations) disabled is under 2.5% for 2013/14 and 2012/13. Yes: 89% We asked funded organisations the following: No: 6% Do you capture Equalities information about your audiences / No answer: 5% participants? (Based on 122 organisations) We are working with funded organisations throughout 2015 Yes: 50% to support the development of Equalities, Diversity and No: 50% Inclusion plans, and delivery of these plans will be a condition of funding into the future. The EDI Review will support this. We recognise that it can be difficult to capture equalities monitoring information from audience members.

41 APPENDIX 3

GENDER PAY GAP

Although not legally obliged to provide this information, we made a commitment to do so, in the 2013 Mainstreaming report. The data collection and analysis will be provided shortly.

42 APPENDIX 4 – 2014 SCOTTISH HOUSEHOLD SURVEY RESULTS

INCREASE CULTURAL ENGAGEMENT

Percentage of adults who have participated in a cultural activity or attended a cultural place or event in the last 12 months by Age 2007 2008 2009 2010 2011 2012 2013 16-24 90.8 90.1 92.0 92.7 92.8 95.0 94.3 25-34 91.2 90.8 91.7 89.1 91.5 94.6 93.7 35-44 91.3 89.1 88.7 88.5 90.9 92.8 94.2 45-59 86.0 86.1 84.6 84.3 85.9 88.0 90.4 60-74 82.8 83.4 82.4 81.7 84.5 86.2 89.4 75+ 71.1 74.5 73.2 69.8 74.0 78.7 80.3 All 86.6 86.4 86.0 85.2 87.3 89.6 91.0 Source: Scottish Household Survey

Percentage of adults who have participated in a cultural activity or attended a cultural place or event in the last 12 months by Gender 2007 2008 2009 2010 2011 2012 2013 Male 85.1 84.2 83.7 82.7 84.9 87.1 88.8 Female 88.0 88.4 88.2 87.5 89.4 92.0 93.0 All 86.6 86.4 86.0 85.2 87.3 89.6 91.0 Source: Scottish Household Survey

43 Percentage of adults who have participated in a cultural activity or attended a cultural place or event in the last 12 months by Disability 2007 2008 2009 2010 2011 2012 2013* Yes, disability 75.8 74.6 75.0 70.1 77.9 81.6 - Yes, illness or health problem 78.4 78.4 78.9 79.9 80.3 82.8 - Yes, both disability and illness or health problem 70.5 71.0 71.0 69.3 72.9 69.6 - No, neither 89.8 89.5 89.1 88.6 90.5 92.4 - All 86.6 86.4 86.0 85.2 87.3 89.6 - Source: Scottish Household Survey * Definition of disability changed in 2013

Percentage of adults who have participated in a cultural activity or attended a cultural place or event in the last 12 months by Religion 2007 2008 2009 2010 2011 2012 2013 None 87.0 84.9 86.5 85.2 87.0 89.7 91.6 Church of Scotland 85.7 86.1 84.6 84.1 86.8 88.4 89.9 Roman Catholic 85.0 87.9 84.7 83.7 86.8 89.4 90.0 Other Christian 93.9 93.0 91.1 91.3 91.7 94.6 94.1 Another religion 86.7 86.6 89.7 88.8 87.1 89.1 88.3 All 86.6 86.4 86.0 85.2 87.3 89.6 91.0 Source: Scottish Household Survey

44 Percentage of adults who have participated in a cultural activity or attended a cultural place or event in the last 12 months by Ethnic Group 2007 2008 2009 2010 2011 2012 2013 White Scottish 85.6 85.7 85.1 84.1 86.0 88.8 90.2 White other 93.1 91.0 91.0 90.2 92.5 92.7 93.9 Asian, Asian Scottish or Asian British 87.1 83.4 89.7 87.7 89.8 92.4 91.0 Other ethnic group 84.4 83.1 88.9 90.6 92.1 90.4 96.7 All 86.6 86.4 86.0 85.2 87.3 89.6 91.0 Source: Scottish Household Survey

Percentage of adults who have participated in a cultural activity or attended a cultural place or event in the last 12 months by Scottish Index of Multiple Deprivation Quintile 2007 2008 2009 2010 2011 2012 2013 1 (most deprived) 79.1 78.2 78.1 75.9 79.9 83.8 85.8 2 82.9 83.3 83.9 82.8 84.3 86.7 87.8 3 85.9 87.8 86.3 87.4 88.1 89.9 90.8 4 91.1 90.6 88.9 87.8 89.7 92.9 93.7 5 (least deprived) 94.1 92.4 92.4 92.7 93.6 94.8 96.5 All 86.6 86.4 86.0 85.2 87.3 89.6 91.0 Source: Scottish Household Survey

45 Percentage of adults who have participated in a cultural activity or attended a cultural place or event in the last 12 months by Urban/Rural Classification 2007 2008 2009 2010 2011 2012 2013 Large Urban Areas 86.6 87.6 87.4 86.3 88.6 90.9 92.0 Other Urban Areas 86.4 84.4 83.8 82.9 86.0 88.3 89.7 Accessible Small Towns 85.3 86.5 86.3 86.0 87.8 88.0 90.7 Remote Small Towns 84.3 87.9 84.7 88.0 85.4 87.0 90.5 Accessible Rural 87.5 86.1 87.4 85.6 86.8 91.1 91.2 Remote Rural 89.5 88.2 87.0 85.6 86.1 89.1 90.8 All 86.6 86.4 86.0 85.2 87.3 89.6 91.0 Source: Scottish Household Survey

46 APPENDIX 5

RECRUITMENT DATA Ethnicity 2012/13 2013/14 390 people applied for 26 posts in Creative Scotland in the period April 2013 to March 2014. Asian 4 4 Creative Scotland advertises posts on our Opportunities Black 2 - web pages, and in different equalities related media, as Mixed or Multiple - 2 appropriate. We are, for example, included in Stonewall’s Ethnic Group Starting Out guide for LGB recruitment, and we are Other Ethnic 25 3 registered for Two Ticks disability recruitment. Group We do not yet collect monitoring information for sexual White 161 294 orientation, religion or belief, marriage or gender reassignment relating to recruitment. No response 19 87 All interviews include a question to applicants on equalities. Disability 2012/13 2013/14

Gender 2012/13 2013/14 Non-disabled 193 386 Disabled 8 4 Female 147 214 No response 14 - Male 68 176

Age 2012/13 2013/14 16-19 0 1 20-29 66 100 30-39 68 67 40-49 40 66 50-59 13 48 60-64 1 5 65+ 0 1 No responses 27 102

47 TRAINING AND DEVELOPMENT Creative Scotland has an online HR system, which has supported the improved equalities data collection for all staff members. This is not yet cross-referenced to collect equalities data for training specifically. As part of our IT strategy for the future, we can look at improving this aspect of our online employee data collection. All staff members have an individual training plan which is related to the PDR. All staff undertake equalities induction training and an online equalities and diversity training module. Board members are to undertake EDI training in 2015. There are additional opportunities, formal and informal, for Creative Scotland staff to develop knowledge of EDI. Our Equalities Team (formerly the Equalities Advisory Group) has approx. 20 volunteers from across the organisation meet every 6 weeks to discuss EDI issues. Presentations and training sessions are offered to the Equalities Team – since 2013 this has included sessions with the Scottish Refugee Council, Stonewall Scotland, the Mental Health Foundation, and Transgender Alliance Scotland. Members are Equality Champions for protected characteristics, and cascade information to other employees throughout the information eg LGBT Champion, Gender Champion, etc

48 44 Stories by Drew Taylor (Image: James Wilson)