Assurance Work

The decision-making model continues to provide a structured approach to policy development, maintaining our commitment to promoting equality, diversity, and inclusion. We continue to consult with the Statutory Staff Associations and Trade Unions through established internal governance with outputs overseen by DCC People & Professionalism.

The scheduling of activity considers environmental factors, organisational context, resourcing, and other demands with opportunities throughout the year to review both priority and capacity through Police Scotland’s Finance and People Board. The recent Supreme Court Judgement on the definition of a woman is just one example. Transitioning at work will now feature within our quarter three schedule of activity to ensure compliance with government and EHRC updated guidance which is expected in the summer.

The new evaluation model has been applied to the Grievance and Resolving Workplace Issues Procedure. It concludes that we can see significant progress in fostering a fair, transparent, and supportive workplace culture at Police Scotland. While early results are promising and evidence is in line with wider UK benchmarking, sustained efforts in implementation, data analysis, and cultural change are essential to fully realise the procedure’s objectives and improve employee experiences across the organisation. These findings will now form part of the update to HMICS recommendations at the end of the summer.