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Policies and procedures

Equality Evidence Review

This document presents a summary of recent evidence in relation to education and employment across each of the protected characteristics. The information has been used in the SDS  Equality Mainstreaming Report and to support our Equality Outcomes.

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  • This policy has been developed to ensure the effective management of the information SDS holds and that any information classified as a record is accurate, complete, up-to-date and secure and is managed and disposed of appropriately to meet all SDS statutory, regulatory, operational, administrative and accountability requirements.
  • This policy has been developed to ensure that records are retained for as long as they are needed for and they are disposed of appropriately when they have reached the end of their business value. The Policy is created to guide and support staff of SDS in ensuring good business practice and compliance with Data Protection, Freedom of Information and Public Records Acts.
  • Our Equality and Diversity Mainstreaming Report provides an update on progress against our three Equality Outcomes published in 2013. The report also reaffirms our ambition to ensure equality of opportunity for all of our customers and our staff.
  • This action plan reflects activity that SDS has already agreed to undertake over the next period and also incorporates specific activity which addresses our commitment to the recommendations in the Commission for Developing Scotland's Young Workforce. SDS is committed to a series of actions designed to encourage recruitment and sustainment of people from under-represented groups to address gender segregation, and to assist young disabled people, people from BME communities and those who have left care on MA programmes.
  • The Skills Development Scotland (SDS) Information Classification and Handling policy has been developed to ensure that information in, whatever form, is valued by the organisation and its employees. SDS must be trusted by partners and clients as an organisation that will respect the information they share with us. Information classification is used to ensure that information assets receive an appropriate level of protection.
  • Skills Development Scotland (SDS) needs to ensure that all employees understand the requirements and expectations relating to the use of SDS Information Technology and systems. This policy has been designed to protect the interests of both SDS and individual employees.
  • RASP policy (.pdf, 63KB)
    This policy highlights our approach to buying, which is not just about achieving value for money but also benefitting society, the economy and minimising our impact on the environment - the triple bottom line.
  • We take all comments seriously that we receive from customers and are committed to dealing with complaints fairly and quickly. Any concerns raised by you will be acknowledged and we will do our utmost to put things right. It is important to us that we are an organisation you can trust.
  • The Employability Fund Equality Impact Assessment details how we are working with training providers, employers and other partners to support more young people from under represented groups to access training through the Employability Fund. Under represented groups include people who are disabled, people wishing to enter non traditional careers eg. women into engineering and people from minority ethnic backgrounds as well as others.