Report Summary
This report provides members of the People Committee with an overview of Police Scotland’s Policing Together progress and the EDI Workforce Monitoring Report 2024/25.
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To view as accessible content please use the sections below. (Note that tables and some appendixes are not available as accessible content).
Meeting
The publication discussed was referenced in the meeting below
People Committee - 4 December 2025
Date : 04 December 2025
Location : Online
Further detail on report
6 Monthly Performance Report Structure
The report at Appendix A covers progress over Q1 and Q2 April to September 2025.
A tracker is presented within Section 1 which gives a brief and high-level update on each of the master actions within the PT Implementation Plan. The tracker shows alignment to PT Strategy Outcomes, the Equality Outcomes, and the HMICS Inspection of Organisational Culture recommendations.
Section 2 includes examples of key areas of progress by exception during the reporting period. This section is structured in the same way as the SPA and Police Scotland present their legislatively required, two yearly, Equality Outcomes progress report:
• We said we would
• We have
• We achieved
• We Will
Section 3 informs members of how we intend to measure impact of our activities going forward and lists the questions we will ask ourselves as we monitor progress towards delivering on our Policing Together Strategy Outcomes.
The performance report will continually develop as we strengthen our use of the Culture Dashboard and increasingly use our data and insights to monitor and report on progress.
EMPLOYMENT MONITORING REPORT
Our Equality and Diversity Monitoring Report is attached at Appendix B. It is a collection of Police Scotland data at 31 March 2025 and for the reporting period 1 April 2024 to 31 March 2025. The data aims to compare against data in our last published report at 31 March 2024, for the reporting period 1 April 2023 to 31 March 2024 and identifying trends since the creation of Police Scotland in 2013.
The publication of this report supports the requirement to fulfil our specific duties under the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012, which states Police Scotland must gather, use, and publish both employee and gender pay gap information.
We use this data to identify trends to inform both national and divisional activities, to inform evidence-based decision making, including the use of equality and human rights impact assessment and to measure progress against our equality outcomes.
