Scottish Specific Duties (2012)
Approved by the Scottish Government on 27 May 2012, the Specific Duties for Scotland (Mar 2016 Amendment) act as the equality duty actions for the University resulting from the PSED, refer to webpage: Scottish Government PSED.
The purpose of these duties is to guide universities in their performance in meeting the General Equality Duty by carrying out specific compliant actions.
Please refer to published the equality reports webpage.
| Timescale: | Duty to: | Checklist of actions for the University: |
| From 27 May 2012 | Impact assessment of new and revised policies and practices, informed by evidence and involvement in relation to the 3 parts of General Duty. | EIA Toolkit has been updated and already in place, with a Summary of Completed EIAs available, embed University-wide action through the Single Equality Outcomes Scheme (SEOS). |
| From 27 May 2012 |
Publish all reports in a manner that is accessible and using existing means of public performance reporting, as far as is practicable. |
University-wide Equality continuous action: Ensure the following documents below can be accessed via the appropriate webpage and available in Alternative Format upon request. |
|
By 30 April 2013 |
Publish Equality Outcomes based on evidence and involvement of equality groups and every 4 years thereafter. |
University-wide Equality action: Create a SEOS, review every 4 years. |
| By 30 April 2013 | Report on mainstreaming (including employee information) and action to embed equality and diversity into the day to day systems and practices of an organisation and every 2 years thereafter. |
University-wide Equality action: Publish report within the SEOS, report on progress 2 years thereafter. |
| By 30 April 2013 | Publish Gender Pay Gap information. | HR Equality action as part of the SEOS. |
| By 30 April 2013 | Publish Equal Pay Statement for Gender and every 4th year after that. | HR Equality action as part of the SEOS. |
| By 30 April 2015 | Report on mainstreaming (including employee information) and action to embed equality and diversity into the day to day systems and practices of an organisation and every 2 years thereafter. | University-wide Equality action: Publish report within the SEOS, report on progress 2 years thereafter. |
| By 30 April 2015 | Publish Gender Pay Gap information. | HR Equality action as part of the SEOS. |
| By 30 April 2015 | Report on progress made towards achieving the set of Equality Outcomes. |
University-wide Equality action: Publish progress report as part of the SEOS. |
|
By 30 April 2017 |
Report on mainstreaming (including employee information) and action to embed equality and diversity into the day to day systems and practices of an organisation and every 2 years thereafter. | University-wide Equality action: Publish report within the SEOS, report on progress 2 years thereafter. |
|
By 30 April 2017 |
Report on progress made towards achieving the previous set of Equality Outcomes. Publish Equality Outcomes based on evidence and involvement of equality groups and every 4 years thereafter. |
University-wide Equality action: Publish progress report and review the SEOS to create further Equality Outcomes. |
|
By 30 April 2017 |
Publish Gender Pay Gap information. | HR Equality action as part of the SEOS. |
|
By 30 April 2017 |
Publish Equal Pay Statement for Gender, plus Disability and Race. | HR Equality action as part of the SEOS. |
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EHRIAdoc9June2023 (PDF, 303 KB)