Mainstreaming Equality into
the activities of committees of the Scottish Parliament
The Scottish Parliament's Equal Opportunities
Committee Consultation Paper
The UNISON Scotland Response
EVIDENCE FROM UNISON
Introduction:
UNISON Scotland welcomes the opportunity to submit
evidence to this inquiry.
We are the largest trade union in Scotland and represent
over 140,000 members. Since its inception, UNISON has enshrined
within its rule book the principle of self organisation. Self
Organisation is a key element of UNISON's strategy for achieving
equality. It plays a vital role in enabling members who face discrimination
to participate in the union. Successful implementation of the
union's policies on equality depends on the fullest possible involvement
of women, black members, disabled members and lesbian and gay
members who have traditionally been under represented at all levels
of the union. It has also allowed us to develop specialist knowledge
in all areas of equality.
UNISON has long believed that a mainstreaming approach
to equalities ensures that equality issues are not marginalised.
It does not, however, mean the phasing out of specialist knowledge.
Part of the problem associated with mainstreaming
is that many people either don't understand the concept or place
different interpretations on it.
It is therefore essential that the Parliament itself
is clear by what it means by mainstreaming. A truly definitive
meaning will undoubtedly not manifest itself for some considerable
time which is why the Parliament - and indeed all organisations
associated with equality issues - need to continually re-visit
and re-appraise the definition and focus on experiences of mainstreaming.
UNISON Response:
Whilst UNISON welcomes the Committee's decision
to consult on this important issue, we believe it raises more
questions than answers.
We would therefore make the following points:
The first point we would make is that there is a
long way to go to successful mainstreaming of equalities in the
Parliament. Whilst the high priority given to equality matters
to date is commendable, we believe the definition proposed at
paragraph 6 is flawed, and could be problematic to the successful
implementation of genuine mainstreaming.
In paragraph 6 it is stated that mainstreaming equality:
"..entails rethinking mainstream provision
to accommodate gender, race, disability and other dimensions
of discrimination and disadvantage, including, class,
sexuality and religion" (our italics)
This definition instantly sets up a hierarchy of
discrimination with those currently legislated for being given
prominence. There is no awareness here of the upcoming legislation
on Directive 12 from the EU which should, hopefully, banish a
great deal of this hierarchy of discrimination.
If a hierarchy develops in a supposedly mainstreamed
system there will be a very clear focus on ensuring the top three
are dealt with and lip service will be paid to the rest. The Executive
needs to ensure that as a bare minimum, their ‘Equality proofing'
will require mainstreaming to be defined as having equal regard
to all forms of discrimination.
When assessing direct service provision it is of
course the case that they are likely to have primary regard to
current legislation but again, the implementation of Directive
12 should change this. They will have to consider very carefully
all forms of discrimination and have appropriate systems in place
to ensure the correct attention is paid to all potentially discriminatory
material/outcomes. There is a real danger that their mainstreaming
could become tickboxing.
Other areas that need further examination are:-
- Will the Equality Unit provide a monitoring or supportive
role in this area;
- Will mainstreaming look at the role of positive action or
not.
Conclusion:
We hope the committee will give serious consideration
to this submission and we would be happy to give further evidence
if so required.
|
Scotland's
public service union
