Equality Mainstreaming Report 2026

In line with the new FSS strategy and People Plan, looking onwards to 2026-2030, we have four key equality outcomes to work towards to achieve our EDI goals.  

FSS will create an inclusive workplace culture where EDI is at the heart of how we work, and where employees from all backgrounds feel valued and supported.

To do this, FSS will:  

Create an EDI pledge 

The EDI working group will work to create an EDI pledge that can be embedded into our organisation processes and procedures which results in a shared organisational commitment to EDI.  

EDI champions framework

We will work to embed a revised EDI Champions framework across the organisation to better promote and communicate our EDI initiatives. We will aim to ensure each department is represented by an EDI champion that can act as an accessible point of contact for colleagues to raise EDI concerns or share ideas.  

EDI calendar 

The HR team and Staff Wellbeing Network will continue to work together to create an annual EDI calendar of events which raise awareness of key cultural, diversity and inclusion events. The events will reflect the diversity of our workforce improving the cultural awareness and sense of belonging within FSS.  

EDI conference 

We will continue to host an EDI conference every two years for all employees across the business. The conference is an opportunity to promote progress, share best practice, and learn from individual’s lived experiences. We will seek feedback on previous events and speakers to inform future EDI activities.   

Strengthening EDI leadership 

Our leadership team will continue to champion EDI activities and promote regular communication regarding EDI priorities. As part of this, we hope to see an improvement in our People Survey responses with regards to creating an inclusive workplace between 2026-2030.  

FSS will work to continually improve our services and information, so they are easy for everyone to understand and use. We will also work to better engage with people across Scotland and support a positive food culture where food is safe and trustworthy.

To do this, FSS will: 

Website accessibility usage 

Report on website accessibility usage through tools like accessibility cloud (Scottish Government tool) and our website feedback form. 

HTML approach 

Adopting a HTML first approach to website publications to make them more accessible and track viewership on HTML vs PDF's.

Alternative formats 

Increase the use of alternative formats for information sharing. Examples include easy read version, translations, and large print editions. 

FSS will enhance the diversity of our workforce and work towards better representing the communities we serve across Scotland, ensuring fair and inclusive opportunities for all.

To do this, FSS will: 

Disability confident level 3

We will work towards achieving Level 3 – Disability Confident Leader status within the next reporting period. This involves providing evidence in alignment with their categories and being validated by an organisation that are already recognised as a Disability Confident Leader.  

Recruitment events 

The HR team will seek out specific recruitment events targeting minority groups and work with community groups that work with under-represented groups to support our efforts to increase representation and diversity within our workforce.  

Carer positive award 

To support our employees, our HR team will look to achieve the Carer Positive Award to evidence and recognise our work to providing a positive working environment for those employees with caring responsibilities.  

FSS will strengthen the quality and use of our equality data to better understand the experiences of our people and drive strategic action that supports a fair and inclusive workplace.

To do this, FSS will:

Self-reporting EDI information

We will continue to communicate and ask our employees to self-report EDI information within the Oracle cloud system. To measure success against this objective, we should see a reduction in the number of “unknown” declarations in the next report.   

Track attendance at EDI events

We will look to track attendance for EDI events to inform future events and ensure EDI activities reach all parts of the organisation.

EDI learning

We will report on completion of any EDI learning to ensure staff have the knowledge and skills to embed EDI into day-to-day practice. This will give us a better oversight of learning and identify gaps.