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As part of a person-centred assessment, Mental Health professionals (e.g. mental health nurses, psychiatrists and psychologists) working in the NHS are skilled in discussing a wide range of factors that may impact a person’s mental health and wellbeing. This could include financial wellbeing where they will signpost to appropriate help or liaise with local services and/or local authority colleagues.

More specific training on financial wellbeing/inclusion takes place locally, as part of local initiatives and/or promoted through partnership approaches. This is a matter for local partnerships/health boards and as such this information is not held centrally.

We do not currently routinely require formal mental health and wellbeing impact assessments. However, we expect that careful consideration of any effects on mental health is a feature of the formulation of all new Government policy; and link across directorates to facilitate this.

The Mental Health Foundation has responded to the public consultation on the forthcoming Mental Health and Wellbeing Strategy with a recommendation that all Government departments should consider how their policies impact mental health. We are carefully considering all consultation responses as we develop the new Strategy, due to be published in Spring 2023. The Strategy will be evidence-based, informed by lived experience, and underpinned by equality and human rights.

We know that poverty is a key driver of poor mental health, and that those already struggling with poor mental health and money worries are likely to be amongst the hardest hit.

It is vital, therefore, that people can access the right practical advice and support to help them cope with the cost of living crisis and that this is accessible to everyone who needs it, in a range of formats.

Officials routinely engage with individual NHS Boards, providing a platform for Boards to openly discuss any particular pressures they are seeing with government. These meetings include discussion around the impact the cost of living is having on systems, referral rates and severity of presentations. This helps inform government policy around this issue, and is routinely escalated to Ministers. We also provide Boards with access to professional advice to manage any impacts the cost of living crisis has on services.

We have invested £36 million over 2021-22 and 2022-23 through our Communities Mental Health and Wellbeing Fund for adults which seeks to address the mental health inequalities made worse by the pandemic and the cost crisis. The Fund aims to build and develop capacity within community organisations and grass roots groups to support the mental health and wellbeing of individuals and has a particular focus on supporting at-risk groups including people facing socio-economic disadvantage. A range of community projects have been funded in 2021-22 which provide financial support and advice which can help provide a response to the cost crisis affecting communities across Scotland.

The Scottish Government has also launched a dedicated Cost of Living portal, signposting to helpful information across a range of subjects including energy and bills; debt and money; children and families; and health and wellbeing. .

We recognise the need for a whole-government approach if we are to drive forward progress in reducing health inequalities.

The government is already involved in proactive, cross-portfolio discussions on what a ‘whole of government’ preventative approach might look like. Our Care and Wellbeing Portfolio is the principle strategic reform vehicle in Health and Social Care, which is being designed to promote a ‘health in all policies’ approach. The portfolio will shape and strengthen cross-government collaboration on key and critical issues that contribute to the goal of reducing health inequalities. As part of this, we have begun working with other programmes across the government including those relating to Child Poverty, the Promise, Economic Transformation, Climate Change and Net Zero.

The Scottish Government commissioned independent research into the steel sector in Scotland: this included consideration of the scope for Electric Arc Furnaces in Scotland. This report is available to read online and can be found .

There will be opportunities through the ScotWind programme, which promises to be transformational in delivering wider economic supply chain benefits to help power Scotland’s green recovery in communities across Scotland.

The Scottish Government and Scottish Enterprise have also discussed the potential for an Electric Arc Furnace with Liberty Steel Dalzell. The Group continue to have Green Steel practices at the heart of their strategy to help ensure an economically and environmentally sustainable future for the business and industry.

Electric Arc Furnaces are large-scale ambitions that need large-scale solutions and will require significant private sector investment. We are encouraging any company interested in developing an Electric Arc Furnace to seek advice and support from their local Enterprise Agency.

The SPCB is pleased to be able to confirm that it is a member of Capital Credit Union. SPCB staff and staff employed by ³ÉÈË¿ìÊÖ are reminded that they can make regular monthly deposits into their savings account directly through payroll and a link to the Capital Credit Union website is provided to all staff on the SPCB’s payslips platform.

The SPCB is committed to supporting staff with the cost of living and as part of a range of measures to support staff it is actively working with Capital Credit Union and Work and Save Scotland to develop a range of resources designed to promote the benefits of credit union membership.  Further details will be shared with SPCB staff and MSP staff in due course.

We welcome this report which confirms that persistent inequalities can be attributed to the accumulation of disadvantage, a stagnation in wages and living standards, and the impact of austerity on public services.

That is why we are using all the powers and resources available to us to create a fairer Scotland. We are doing that by ensuring health services are accessible to all, committing £19bn to public services over the next year; committing £4 billion in social security and welfare payments over the next financial year; and extending the Scottish Child Payment to families with eligible under 16s – increasing it to £25 per week per child.

The actions we are taking include the delivery of our new Getting it Right Together approach across health and social care, improving access to mental health services, strengthening the Universal Health Visiting Pathway and expanding our Welfare Advice and Health Partnerships – placing money advisors in 180 GP practices in some of Scotland’s most deprived areas.

We agree with the Health Foundation that a collaborative approach is needed and we will continue to work closely with key stakeholders to drive forward progress in reducing health inequalities.

This Government firmly believes that every child growing up in Scotland, regardless of their background or gender, should have an equal chance of attending university and participating in higher education.

To date we have made progress on work to support fair access to higher education. The number of students attending university from the most deprived areas in Scotland is at a record high and we have exceeded the Commission on Widening Access target to have 16% of students from the most deprived areas at university by 2021. We recently appointed a new Commissioner for Fair Access, Professor John McKendrick, to continue to progress this important agenda.

Scottish universities are covered by the Public Sector Equality Duty (PSED), which requires them to, amongst other things, report on mainstreaming the equality duty; publish equality outcomes and report progress; and assess and review policies and practices.

As part of its March 2020 Memorandum of Understanding with the EHRC, the Scottish Funding Council developed a National Equality Outcomes framework to address the most persistent inequalities in further and higher education (HE) that institutions are asked to consider and report on as part of the 2021-25 PSED reporting cycle.

Sex, as one of the nine protected characteristics under The Equality Act (2010), is considered as part of the National Equality Outcomes, with outcomes including sex imbalance on courses and mental health support for male students.

The Scottish Government is committed to the production of a Student Mental Health Plan to support all students in further and higher education throughout their learner journey.

The Student Mental Health Plan will sit within and link to the wider actions across Scottish Government, including our Suicide Prevention Strategy, ‘ ’ which was developed and published in collaboration with COSLA in September 2022, and our forthcoming Mental Health and Wellbeing Strategy.

The Scottish Government is committed to continuing to work with partners across Tayside to support sustainable change, which ensures the safe and effective delivery of mental health services.

It is crucial that, as the workforce responds to additional pressures and challenges, leaders model and promote compassion. People working in health, social care and social work are the most significant asset for creating positive culture change.

Leaders must examine the needs of staff, ensuring their wellbeing is a priority to help them deal with the rapidly changing situation. This is why the Scottish Government has created Leading to Change, a national leadership development programme, which will be focused on growing compassionate and inclusive leaders who role model these values and create an open and welcoming culture that will help to improve recruitment and retention, and supports staff wellbeing.

To complement the wellbeing support available at a local level, we are continuing to provide a range of resources including the National Wellbeing Hub, a 24/7 National Wellbeing Helpline, confidential mental health treatment through the Workforce Specialist Service, Coaching for Wellbeing and funding for additional local psychological support.

We also continue to work with leaders across health, social care and social work, as well as hearing directly from staff, to understand where the current pressures are, and what further actions can be taken to mitigate their impact on staff wellbeing. Our ongoing response will be informed by a new Improving Wellbeing and Workforce Cultures strategy that will be launched in 2023. The Scottish Government is committed to improving the mental health and wellbeing of Scotland’s population and to ensuring everyone receives the best possible care and support from our health and care services. Delivering this can only be achieved with the right workforce capacity and capability. With substantial investment, we have record numbers of staff providing more varied support and services to a larger number of people than ever before.

Individual NHS Boards are responsible for undertaking the local workforce planning required to deliver safe and high quality services with a sustainable workforce. The Scottish Government works continuously with NHS Boards and Health and Social Care Partnerships to improve workforce planning. The report concurs with Scottish Government feedback to NHS Tayside on the content of its 3 year workforce plan, and draws attention to the need for the Board to ensure this links appropriately to the workforce required for mental and learning disability services in Tayside.

We are currently consulting on our strategic approach to workforce planning for mental health and wellbeing, this will contribute to the forthcoming Mental Health and Wellbeing Strategy, which is due to be published in spring 2023.

We will also be working closely with partners to identify short, medium and long term actions for a Mental Health and Wellbeing Workforce Plan, to be published in 2023. The Plan will build on the National Health and Social Care Workforce Strategy, published in March 2022, which sets out a new framework to shape Scotland’s health and social care workforce over the next decade, placing training, wellbeing, job satisfaction, retention and the principles of Fair Work at its heart. It will look at the whole workforce journey and how we can plan for, attract, train, employ and nurture our mental health workforce.