NatureScot Equality Impact Assessments

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Corporate Plan 2022-2026

Summary of Equality Impact Assessment: Corporate Plan 2022-26

Stage 5. Action needed to fulfil the needs of the general equality duty

Needs of the general equality duty	Mitigating or positive actions needed, recommended or planned for each protected characteristic. (Age, Disability, Sex, Race, Sexual orientation, Gender reassignment, Pregnancy and maternity, Religion or belief)
1. Eliminate unlawful discrimination, victimisation or harassment	The Corporate Plan sets out: “We are Scotland’s Nature Agency, protecting and restoring nature, and inspiring everyone to value our natural world. We do this because everyone’s future depends on it.” There are some obvious barriers for several of the equality groups, and NatureScot must ensure that it remains focused on continuing to eliminate unlawful discrimination, victimisation or harassment: Age Overall, the most common device that people access the internet with nowadays is their mobile phone, but for people over the age of 75 the most common device is a personal computer. NatureScot need to make sure that the information going out on social media can be accessed in a readily available format on computers as well as smartphones. Socio-economic status With the heavy emphasis on promoting our work through social media, we could be discriminating against people from a low socio-economic background, as people living in the 20% most deprived areas in Scotland, are less likely to have access to the internet than those in the 20% least deprived areas. We can help mitigate this by working with partnership organisations to give equal opportunity to all. Disability People with a physical condition face the most concrete barrier to nature, this can range from access, to signage and interpretation, to toilet facilities and paths and benches. Those living with long-term limiting illness, health problem or disability are significantly less likely than average to participate in outdoor recreation. The development of accessible paths and routes close to where people live can improve outdoor access for everyone – and in particular those living with a disability or poor health. Race The exclusion of ME people from the outdoors can be linked to many things such as the imbalances across STEM education and training in relation to race and geographic location. The lack of cultural familiarity and confidence is the main barrier to NNR access for Minority Ethnic groups, added to this is the lack of confidence about fitting in on NNRs (due to the predominately white visitor demographics of rural areas, strong associations of the countryside with white culture, and experiences or fears of hate crimes). This could be helped by encouraging events and marketing to invite those to safe spaces at local NNR’s.
2. Advancing equality of opportunity	As well as not causing any discrimination, NatureScot needs to take the opportunity to advance equality. Since the last Corporate Plan period we have advanced E&D across the organisation, creating internal diversity groups (e.g. Young Employee Network, Disability, Ability, Wellbeing and Neurodiversity Network, BAME Network), celebrating Pride and Black History months by sharing employee stories, and educational videos and articles. We also went out to staff to encourage them to disclose their E&D information as disclosure rates have been low in the past. Age Young people’s connection to nature drops sharply from the age of 11 and doesn’t recover until they are 30 – with significant implications for their engagement with pro-environmental behaviours like recycling or buying eco-friendly products. NatureScot already engages through educational programmes, volunteering and a Youth Employment initiative. What opportunities can NatureScot make at a young age so that people don’t lose connection to nature? Socio-economic status People from low income groups are less likely to visit NNRs due to: insufficient access to public transport; having to work longer hours to afford necessities on low wages; and have lower confidence in visiting natural spaces as it’s not the cultural norm. We need to ensure that we are not disregarding a key demographic of the Scottish population. NatureScot needs to think about ways to encourage those from a low socio-economic background into nature spaces. There are different avenues that are currently being explored for future development. Disability Disabled people are more likely than non-disabled people to have lower or no qualifications at SCQF level 4 and a lower proportion of disabled people leave school for higher education. As at April 2019 2.4% of NatureScot employees had declared that they are living with a disability. With disclosure rates at 68%, this declaration is significantly lower than the Scottish population (25.6%). As an organisation we could be doing more to have a staff workforce that is more representative of the Scottish population. Race People from Minority Ethnic communities are more likely to live in urban areas, and are less likely to be aware of NNRs. There is also a lack of confidence about fitting in on NNRs. This means ME communities engage in outdoor recreations more in urban areas such as parks. NatureScot could be doing more to encourage all races to visit our NNRs.
3. Fostering good relations	The above evidence shows that there is a potential to discriminate against the below equality groups: Age (both young people and older people); Socio-economic status; Disability; and Race (BAME). While our work has the potential to impact all of the equality groups, these are the groups where we need to advance equal opportunity to ensure a nature-rich future for all.

Needs of the general equality duty

Mitigating or positive actions needed, recommended or planned for each protected characteristic. (Age, Disability, Sex, Race, Sexual orientation, Gender reassignment, Pregnancy and maternity, Religion or belief)

1. Eliminate unlawful discrimination, victimisation or harassment

The Corporate Plan sets out: “We are Scotland’s Nature Agency, protecting and restoring nature, and inspiring everyone to value our natural world. We do this because everyone’s future depends on it.”

There are some obvious barriers for several of the equality groups, and NatureScot must ensure that it remains focused on continuing to eliminate unlawful discrimination, victimisation or harassment:

Age

Overall, the most common device that people access the internet with nowadays is their mobile phone, but for people over the age of 75 the most common device is a personal computer. NatureScot need to make sure that the information going out on social media can be accessed in a readily available format on computers as well as smartphones.

Socio-economic status

With the heavy emphasis on promoting our work through social media, we could be discriminating against people from a low socio-economic background, as people living in the 20% most deprived areas in Scotland, are less likely to have access to the internet than those in the 20% least deprived areas. We can help mitigate this by working with partnership organisations to give equal opportunity to all.

Disability

People with a physical condition face the most concrete barrier to nature, this can range from access, to signage and interpretation, to toilet facilities and paths and benches. Those living with long-term limiting illness, health problem or disability are significantly less likely than average to participate in outdoor recreation. The development of accessible paths and routes close to where people live can improve outdoor access for everyone – and in particular those living with a disability or poor health.

Race

The exclusion of ME people from the outdoors can be linked to many things such as the imbalances across STEM education and training in relation to race and geographic location. The lack of cultural familiarity and confidence is the main barrier to NNR access for Minority Ethnic groups, added to this is the lack of confidence about fitting in on NNRs (due to the predominately white visitor demographics of rural areas, strong associations of the countryside with white culture, and experiences or fears of hate crimes). This could be helped by encouraging events and marketing to invite those to safe spaces at local NNR’s.

2. Advancing equality of opportunity

As well as not causing any discrimination, NatureScot needs to take the opportunity to advance equality. Since the last Corporate Plan period we have advanced E&D across the organisation, creating internal diversity groups (e.g. Young Employee Network, Disability, Ability, Wellbeing and Neurodiversity Network, BAME Network), celebrating Pride and Black History months by sharing employee stories, and educational videos and articles. We also went out to staff to encourage them to disclose their E&D information as disclosure rates have been low in the past.
Age

Young people’s connection to nature drops sharply from the age of 11 and doesn’t recover until they are 30 – with significant implications for their engagement with pro-environmental behaviours like recycling or buying eco-friendly products. NatureScot already engages through educational programmes, volunteering and a Youth Employment initiative. What opportunities can NatureScot make at a young age so that people don’t lose connection to nature?

Socio-economic status

People from low income groups are less likely to visit NNRs due to: insufficient access to public transport; having to work longer hours to afford necessities on low wages; and have lower confidence in visiting natural spaces as it’s not the cultural norm. We need to ensure that we are not disregarding a key demographic of the Scottish population. NatureScot needs to think about ways to encourage those from a low socio-economic background into nature spaces. There are different avenues that are currently being explored for future development.

Disability

Disabled people are more likely than non-disabled people to have lower or no qualifications at SCQF level 4 and a lower proportion of disabled people leave school for higher education. As at April 2019 2.4% of NatureScot employees had declared that they are living with a disability. With disclosure rates at 68%, this declaration is significantly lower than the Scottish population (25.6%). As an organisation we could be doing more to have a staff workforce that is more representative of the Scottish population.

Race

People from Minority Ethnic communities are more likely to live in urban areas, and are less likely to be aware of NNRs. There is also a lack of confidence about fitting in on NNRs. This means ME communities engage in outdoor recreations more in urban areas such as parks. NatureScot could be doing more to encourage all races to visit our NNRs.

3. Fostering good relations

The above evidence shows that there is a potential to discriminate against the below equality groups:

Age (both young people and older people);
Socio-economic status;
Disability; and
Race (BAME).

While our work has the potential to impact all of the equality groups, these are the groups where we need to advance equal opportunity to ensure a nature-rich future for all.

Stage 6. Taking account of the results of the assessment

Having considered the potential or actual impacts you should be in a position to make an informed judgement on what should be done. In all cases, document your reasoning that justifies your decision. There are four main options you can take:

No major change – your assessment demonstrates that the policy is robust. There is no potential for unlawful discrimination and you have taken all opportunities to advance equality of opportunity and foster good relations, subject to continuing monitoring and review

Adjust the policy – this involves taking steps to remove any barriers, to better advance quality or to foster good relations.

Continue the policy (despite the potential for adverse impact) – you should clearly set out the justifications for doing this and how you believe the decision is compatible with our obligations under the duty

Stop and remove the policy – if there are adverse effects that are not justified and cannot be mitigated, you should consider stopping the policy altogether. If a policy leads to unlawful discrimination it should be removed or changed.

Option selected	Justification
No major change	The way in which we work will not majorly change. The list of actions below are to ensure that we are delivering our work in a way that: Eliminates unlawful discrimination, victimisation or harassment; Advances equality of opportunity; and Fosters good relations.

Option selected

Justification

No major change

The way in which we work will not majorly change. The list of actions below are to ensure that we are delivering our work in a way that:

Eliminates unlawful discrimination, victimisation or harassment;
Advances equality of opportunity; and
Fosters good relations.

Stage 7. Summary of agreed actions resulting from your assessment

What action, by whom, will be undertaken as a result of the impact assessment.
No.	Action
1	Ensure we involve key equality group representatives and networks in the development of our corporate plan
2	Work in partnership with CEMVO to develop ME co design panels on: Funding STEM, Recruitment & Attraction Strategy (Link to Equality outcome 2 and Outcome 4.2) Nature Based skills work
3	Link to Equality Outcome 1.6 Ensure that our existing Green Infrastructure work tackles engagement and inclusion.
4	Increase diversity within decision making structures. Review current Project/Advisory Boards and ensure that any new boards include representatives from our target groups (young people, ME, disabled, disadvantaged) - Consider opportunities to widen to external pool.
5	Link to Equality outcome 1.1. Inclusion principles must be built into emerging work streams (Nature Based solutions, Land & Sea, Building Natural Capital, Financing Nature restoration, NNRs, Nature based skills, development of STEM strategy and Programme for Youth employment)
6	Link to Equality Outcomes 1.4 & 1.5. Development of an overarching Inclusive Funding Framework
7	Consider the possible negative equalities impacts of all nature based solutions (seek NbS that help to address inequalities e.g. in health outcomes and by communities experiencing one or more elements of deprivation identified in the SIMD )
8	Encourage staff to disclose E&D information
9	Ensure that we use multiple channels of promoting our work (so as not to exclude those who don’t have easy access to social media/internet)
10	Ensure that signage on our NNR’s are interpretive.

Alongside the above table, we are also seeking to deliver actions from the Current Equality framework and action plan (2019 – 2023). The actions from this has been pasted below.

Outcome 1: Across the range of our activities, more people from Minority Ethnic (ME) communities, people with disabilities and disadvantaged families, individuals and communities enjoy and benefit from nature
No.	Action
1.1	Develop new engagement mechanisms or develop existing panels to engage with people from ME communities and/or disadvantaged families, individuals and communities on our existing or emerging work
1.2	Consider how we can demonstrate the long term impact of our projects involving the people we support with a view to influencing future strategic research programmes
1.3	Increase the number of visits to our NNRs by people from ME communities, people with disabilities and disadvantaged families, individuals and communities
1.4	Demonstrate how our external funding, projects, and campaigns support greater use of the outdoors by people from BAME communities, people with disabilities, and disadvantaged families, individuals and communities
1.5	Ensure that all of our external funding programmes are promoted effectively to help priority groups to access nature
1.6	Develop new opportunities to support minority businesses (i.e. majority owned, controlled and operated by ethnic minority individuals), supported businesses (majority of workers with a disability), and social enterprises to support our inclusive economic growth objectives.
1.7	Development of a ME Engagement Action Plan for corporate plan period
1.8	Develop additional skills and capacity within relevant teams to provide greater focus for engagement and co-design work
1.9	Consider opportunities for the better monitoring of equality groups as part of the development of the next cycle of SPANs surveys 2022-32

Outcome 2: Through changes to recruitment and attraction procedures more people from Minority Ethnic (ME) communities and people with disabilities apply for opportunities with NatureScot
No.	Action
2.1	Development of our Recruitment & Attraction strategy
2.2	Monitoring diversity through recruitment cycle
2.3	Unconscious bias training for vacancy managers

Outcome 3: We have am age inclusive culture that supports and values everyone
No.	Action
3.1	Review our approach to Employee networks
3.2	Building career MOTs into our performance management process to support employees through life transition stages
3.3	Review our mentoring offer to include reverse and reciprocal mentoring

Outcome 4: We have reduced our gender pay gap to 9%
No.	Action
4.1	Review recruitment processes and polices
4.2	Development of STEM Ambassadors in areas where there is significantly lower female representation
4.3	Improve workplace flexibility for men and women
4.4	Increase number of makes choosing to take shared parental leave

Stage 8. Monitoring implementation

As this is a strategic corporate document, setting the general direction for the organisation, its implementation will be undertaken through business planning and specific projects or pieces of work. Any monitoring would be undertaken at this level.

EqIA review date: will tie in with the start of revising our next corporate plan in 2026.

Stage 9. Procurement

n/a

Stage 10. Authorisation

Please confirm that:

This Equality Impact Assessment has informed the development of this policy:

Yes No

Opportunities to promote equality in respect of age, disability, sex, pregnancy and maternity, gender reassignment, sexual orientation, race and religion or belief have been considered, i.e.:

Eliminating unlawful discrimination, harassment, victimisation;
Advancing equality of opportunity;
Fostering good relations

Yes No

I am satisfied with the equality impact assessment that has been undertaken for the Corporate Plan 2022-26 and give my authorisation for the results of this assessment to be published on the NatureScot website.

Name:	Stuart MacQuarrie
Position:	Deputy Director Business Services and Transformation
Authorisation date:	12^th April 2022

Note: if this EqIA is associated with a policy that requires Director, Management Team or Board sign-off, you should arrange for the results of the assessment to accompany approval of the policy. This is to ensure that decision-makers are given sufficient information to enable them to pay due regard to equality when making their decision.

Stage 11. Storing and publishing this EqIA

The regulations require that where an assessment has been made and the policy is implemented, the results of any assessment be published ‘within a reasonable period’ of the decision to apply the policy.

Please consider what the evidence tells you about the likely impact (positive or negative) on people sharing a protected characteristic, i.e. how significant could the impacts be if we did not make any adjustments? Remember the duty is also positive – so please identify where the policy offers opportunities to promote equality and/or foster good relations.

Annex 1: The significance of the potential impacts
Impact	Age	Disability	Sex	Race	LGBTQ+	Marriage & CP	Pregnancy/ Maternity	Religion/ belief	Socioeconomic status	Positive (+) Negative (-) Neutral (0)	High (H) Medium (M) Low (L)
Awareness of NatureScot as an organisation	X	-	-	X	-	-	-	X	X	-	H
SIMD populations have contributed the least to climate change and biodiversity loss	-	-	-	X	-	-	-	-	X	-	L
Cost of going net zero – new technologies and sustainable practices less accessible	X	-	-	-	-	-	-	-	X	-	M
Ensure we are not causing harm elsewhere in the world/offsetting our emissions	-	-	-	X		-	-	X	X	-	L
Non participation in land management	X	X	X	X	X	-	-	X		-	H
Community involvement from the beginning to ensure meaningful inclusion and ownership	X	X	X	X	X	-	-	X	X	+	H
Lack of representation in decision making around environment	X	X	-	X	X	-	-	X	X	-	H
Ensure that people with 'invisible' protected characteristics are reached and included.	-	X	-	-	X	-	-	X		-	H
Be aware that senior, cis-gendered/straight, able white male privilege is so embedded in NatureScot that we may appear patronising	X	X	X	X	X	-	-	X	X	0	M
Young people may be disillusioned at the promises put forward by the organisational goals	X	-	-	-	-	-	-	-	-	-	L
Take a stronger stance of inclusivity through zero tolerance to discrimination	X	X	X	X	X	X	X	X	X	0	H
Encouraging young people into the 'green sector' generally requires a degree, leading to disproportionally middle-class recruitment	X	-	-	X	-	-	-	X	X	-	M
Need to ensure NatureScot is embedded in local communities	-	-	-	X	-	-	-		X	0	H
Allow all staff to give their preference about working at home	X	X	X	X	X	X	X	X	X	0	L
Be aware that labelling ourselves as the 'first nation to be net zero' ignores communities who have minimal environmental impacts	-	-	-	X	-	-	-	X	X	-	L
We need more community led, cooperative, co-design methods for effective, successful, resilient long term goals	X	X	X	X	X	X	X	X	X	+	H
There are sometimes income reasons for not being interested in nature/being nature-averse	-	X	-	X	-	-	-	X	X	-	H
Ensure organisational campaigns work for all or are appropriately targeted	X	X	X	X	X	X	X	X	X	+	H
There are sometimes cultural reasons for not being interested in nature	X	-	-	X	X	-	-	X	X	-	H
The 2045 target is too late a response to the climate emergency	X	-	-	-	-	-	-	-	X	-	L
The approach we take to non-native species and the language we use to discuss the issue can be viewed negatively	-	-	-	X	-	-	-	X	-	-	L
Need to address the issues around funding the transport required to get to green spaces, reserves etc	X	X	-	X	-	-	-	-	X	-	H
Efforts need to be made to ensure those not represented within NatureScot or 'on our radar' are considered	X	X	X	X	X	X	X	X	X	+	H
Need to sufficiently resource the teams who will be delivering initiatives or funding. Teams are working at and above capacity in some cases and rolling out initiatives relies on their continuing capacity to deliver	X	X	X	X	-	-	-	X	X	0	M

Rebranding 2020

Equality Impact Assessment: initial screening

Please complete the form using the blank rows, as well as the greyed out boxes containing guidance that you should overwrite.

What is being assessed by whom?

Name of the policy: NatureScot Branding Guidelines
Name of person leading the assessment: Jason Ormiston & Shelley Rennie
Names of other team members: Alison McQuaker
Is this a new or existing policy? New

Initial screening

Does the policy impact on people? (e.g. on service users, businesses, employees, wider community): Yes
Will it have a significant effect on how other organisations operate? Yes
Does it relate to an area where NatureScot has set equality outcomes? Yes
Does it relate to an area where there are known inequalities? Yes

Equality Impact Assessment: assessing impact

Stage 1. The purpose of the policy, service, activity etc.

What is the purpose of the policy? The NatureScot brand guidelines are to be used by staff, contractors and stakeholders when incorporating the brand logo and other brand associated collateral into material for publication in print, online, signage and livery.
Who does the policy affect? (employees, customers, equality groups, stakeholders) Employees: all employees in NatureScot will be affected by the adoption of the branding guidelines. Customers: external customers will experience changes as we implement the NatureScot brand. Stakeholders: all stakeholders will be affected by the implementation of the NatureScot brand.
What results/outcomes are intended? The NatureScot branding guidelines aims to ensure that the brand logo and other brand associated collateral are used correctly to maximise impact, strengthen the impact of our identity and understanding of NatureScot and its purpose and goal.

Relevance to the needs of the general equality duty

Please consider which aspects of the policy are relevant to the three needs of the general equality duty.

Eliminate unlawful discrimination: This EqIA assessment has not identified anything relevant to elimination of unlawful discrimination. As work progresses to achieve the aims of our brand, any new policies, procedures or systems developed will be subject to their own Equality Impact Assessment as appropriate.
Advance equality of opportunity: Aspects of our new brand will provide people with more choice about how they access NatureScot services and information. This includes the provision of greater opportunities for employees to engage with stakeholders and build on collaborative efforts and working in partnership.
Foster good relations between groups of people: N/A
To which of the equality groups is this policy relevant? Sex and Disability

Stage 2. Evidence

Protected Characteristic: Age

Evidence: From the ONS study on internet use and access showed that in 2018, 8.4% of adults had never used the internet. Of these, nearly half were aged 75 and over. Also, 99% of adults aged 16 to 34 years were recent internet users in 2018, compared with 44% of adults aged 75 years and over (Office for National Statistics (ONS) Digital Divide UK 2019 report).

NatureScot’s workforce is representative of the ageing population of Scotland, 63% of our workforce is over 45. There has been a continuous increasing trend of employees aged between 55-64 years old. Evidence from NatureScot’s People Survey demonstrates that longer serving employees struggle more with change management and processes and tools. We will need to consider how we can support older people. This links into our refreshed equality outcome ‘We have an age inclusive culture that supports and values everyone’ (Equality Report 2019).

Gaps & Action taken: This evidence will be considered when implementing the NatureScot brand and explored with the Change Partner Network. Which will focus on how older people can be supported to manage change and make more effective use of digital technology in accessing the services NatureScot provides. The NatureScot brand and our new logo will be recognisable to all. Information and services will be made accessible to all audiences whether that be through technology or by other means such as signage at NNR sites, NatureScot offices or future publications.

The policy will better enable use of different platforms to include different demographics.

Protected Characteristic: Disability

Evidence: Evidence from the ONS study on internet use and access showed that 20% of disabled adults had never used the internet in 2018 (Office for National Statistics (ONS) Digital Divide UK 2019 report). NatureScot is committed to increasing access to our services for people with disabilities and will ensure that the solutions implemented as part of the NatureScot Brand and its policies are accessible for everyone.

Almost 1 in 29 people in Scotland have a visual impairment (ENEI).

Gaps & Action taken: Consideration of improvements to be made for inclusive communications and accessibility to be considered separately and explored with NatureScots Disability network.

Brand colours used should be accessible for people with visual impairments. When using brand colours together avoid colours with low contrast. When using images and infographics ensure that alt text is used.

This evidence will be considered when implementing the policy to focus on how people with disabilities can be supported to make use of digital technology or other means. For example subtitles or BSL translation on film clips and scope for audio descriptions of film clips, or scope for documents to be read out verbally, or be translated easily into braille etc.

Stage 3. The significance of the potential impacts

Protected characteristic: Age

Impacts: Positive & negative/Low impact. Some older people may require more support in to access our services digitally and adapt to changes in branding. The policy will better enable use of different platforms to include different demographics

Protected characteristic: Disability

Impacts: Positive & negative/Low impact. Some visual impairments find certain colours inaccessible. We will follow best practice in terms of colour contrast and when using images and infographics ensure that alt text is used.

Stage 4. Action needed to fulfil the needs of the general equality duty

The Brand guidelines have been designed and written in a way that are fully inclusive. Since the NatureScot branding guidelines have been introduced, the relevant action has been taken to make the guidelines fully accessible, thus extending our reach both internally and externally, and further ensuring that all groups under the Equality Duty have been considered. Through the use of the NatureScot brand in delivering our services and through the provision of information, there is significant potential to promote equality and inclusion.

There is no evidence to suggest that the branding guidelines will have an adverse impact on particular equality groups; however, in order to maintain this position, it is recommended that the brand guidelines are kept under review and amendments are made as and when required. In addition, and considered by the branding Programme Board, the recommended for any refresh of the NatureScot brand or future branding exercises should consider at the earliest opportunity consultation with minority groups, the public or key stakeholders to further ensure that we are fully inclusive as a public sector organisation.

Needs of general equality Duty and Mitigating or positive actions needed, recommended or planned

Eliminate unlawful discrimination, victimisation or harassment: There is no evidence to indicate that the NatureScot brand guidelines will:

result in less favourable treatment for particular groups;
give rise to indirect discrimination;
give rise to unlawful harassment or victimisation;
lead to discrimination arising from disability.

Advancing equality of opportunity: The NatureScot brand guidelines will provide clarity of our brand, consistency in the use of our NatureScot logo, and will become a strong identity, which will be easily recognisable by everyone. The NatureScot branding guidelines have been assessed against the accessibility regulations and concluded that our logo and new font Calibri 12pt. meet the compliance standards as set out in the regulations.

As part of the accessibility checks, adjustments have been made to the colour contrast ratio to improve the overall accessibility of the guidelines and our NatureScot logo. In addition, NatureScot have included guidance on accessibility in the NatureScot brand guidelines.
Fostering good relations: Accessibility will be considered in all aspects of the NatureScot brand going forward, this will support our workforce, the public and our key stakeholders.

Stage 5. Taking account of the results of the assessment

Option selected: Adjust the policy.

Justification: The NatureScot brand guidelines defines the principles for using the NatureScot brand covering the key aspects of the business needs both internal and external. Since the inception of the accessibility regulations 2018, the brand guidelines have been brought in line with the accessibility needs of our workforce, public and key stakeholders and the relevant adjustments have been made in order to make the brand guidelines fully accessible. In addition, the NatureScot brand guidelines are a standalone document; however, as the project progresses, any new policies, procedures or systems should be subject to their own Equality Impact Assessment.

Stage 6. Summary of agreed actions resulting from your assessment

What action, by whom, will be undertaken as a result of the impact assessment.

Action: Ensure EQIA undertaken for individual NatureScot branding projects (e.g.NNRs)
Person responsible: All staff
Timescale: As necessary
Action: Narrative can be easily translated into another language to ensure accessibility for people whose first language is not English
Person responsible: Project Manager
Timescale: As necessary
Colour contrast amendment to the NatureScot brand guidelines in accordance with the accessibility regulations 2018 Person responsible: Alison McQuaker
Timescale: Complete
Assess the NatureScot logo in accordance with the accessibility regulations
Person responsible: Shelley Rennie/ Alison McQuaker
Timescale: Complete
New font introduced as a result of the new brand guidelines Calibri 12pt. Assessment undertaken to ensure that this is accessible to everyone
Person responsible: Shelley Rennie/ Alison McQuaker
Timescale: Complete
Continue to engage effectively with all communities, particular those suffering from a permanent, temporary or situational disability
Person responsible: Jason Ormiston
Timescale: As necessary
Consultation with minority groups to be undertaken in any future rebrand or refresh of the current organisational brand. This will be considered as part of the evaluation of the impact of the NatureScot brand
Person responsible: Jason Ormiston
Timescale: As necessary
Public research to be conducted in relation to any future rebrand or brand refresh activities. This will be considered as part of the evaluation of the impact of the NatureScot brand
Person responsible: Jason Ormiston
Timescale: As necessary

Stage 7. Monitoring implementation and review

Review Date: 1 April 2021
Person Responsible: Shelley Rennie

Stage 8. Procurement

Award criteria at tender stage: N/A
How will you evaluate award criteria: N/A
Contract performance criteria: N/A

Stage 9. Authorisation

Please confirm that this Equality Impact Assessment has informed the development of this policy and opportunities to promote equality in respect of age, disability, sex, pregnancy and maternity, gender reassignment, sexual orientation, race and religion or belief have been considered: Yes

I am satisfied with the equality impact assessment that has been undertaken for NatureScot Brand Guidelines and give my authorisation for the results of this assessment to be published on the NatureScot website.

Name: Jason Ormiston
Position: Head of External Affairs
Authorisation: Date 4 March 2021

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