SPT is committed to providing equality in all its activities. This includes the provision of services, the delivery of projects and the treatment of staff. We are committed to making sure that everyone can access the services which we offer, and making sure that these services are tailored to the needs of our service users and staff.
SPT, as the regional transport partnership for the west of Scotland, works to ensure that all of the people who live in, do business in and visit our area have their current and future transport needs met.
When SPT is preparing policies, strategies, plans and projects, we take into account the diversity of west of Scotland residents, communities and visitors, including those groups of people who experience more difficulties than most when accessing the transport system.
We also work to ensure that our employees do not encounter discrimination, harassment or victimisation.
The UK Equality Act 2010 (the ‘Act’) came into force in October 2010, simplifying, strengthening and harmonizing previous legislation and providing the UK with a new discrimination law which protects individuals from unfair treatment and promotes a fair and more equal society.
The General Duty
The Act includes a public sector equality duty – the ‘general duty’ – designed to help public authorities promote equality and tackle discrimination and requires Scottish public authorities to pay ‘due regard’ to the need to:
- eliminate unlawful discrimination, victimisation and harassment;
- advance equality of opportunity; and
- foster good relations.
These requirements will apply across the range of ‘protected characteristics’:
- gender reassignment;
- marriage and civil partnership;
- pregnancy and maternity;
- religion and belief;
- sex; and
- sexual orientation.
The Specific Duties
The Scottish Government recently laid down Specific Duties on Scottish Public Authorities (including SPT) to enable the better performance of the general duty and requiring them to:
- report on mainstreaming the equality duty (by 30 April 2013 and every two years subsequently);
- publish equality outcomes and report progress (by 30 April 2013 and every two years subsequently);
- assess and review policies and practices;
- gather and use employee information;
- publish gender pay gap information (by 30 April 2013 and every two years subsequently);
- publish statements on equal pay (by 30 April 2013 and every four years subsequently);
- consider award criteria and conditions in relation to public procurement; and
- publish in a manner that is accessible.
Following extensive engagement, SPT has identified the following equality outcomes to enable us to better meet the general Equality Duty:
- SPT understands and responds to the needs of communities, passengers and staff;
- SPT’s passengers and staff feel safe;
- SPT advances equality through working with partners; and
- SPT is a fair, flexible and supportive employer.
The evidence base for these outcomes along with our other reporting requirements can be found in the Advancing Equality Report (pdf, 622kb).
In line with the legislation we have produced an Advancing Equality Progress Report 2013-15 (pdf, 540kb). This report demonstrates progress made between April 2013 and April 2015 regarding the advancement of equality, elimination of discrimination and promotion of good relations with particular reference to the reporting requirements set out in the Specific Duties, namely:
- mainstreaming the “Equality Duties”;
- meeting SPT’s equality outcomes;
- gathering and using employee information, including how this has enabled SPT to better perform the “Equality Duties”; and
- publishing gender pay gap information.
Further employee information can be found in the Equality and Diversity monitoring report 2014/15 (pdf, 815kb).
This report provides information on the protected characteristics and it covers current status with regard to overall staff profile and main job categories, recruitment and selection, new starters and leavers, promotions and grievances and disciplinary.