At Revenue Scotland, we consider equalities as part of everything we do and everyone in the organisation has a part to play. Our 2024 Report takes the view that mainstreaming the equality duty will deliver further benefits to the people we serve, such that:
- equality becomes part of everyday work, such as how we design services, train staff,
and make decisions - we know and can demonstrate how we are considering equality issues
- mainstreaming equality contributes to continuous improvement and better performance
The graphic below shows the structures that we have in place to support delivery of our outcomes with all areas interacting directly and indirectly with one another:
Graphic showing five layers in a hierarchy, representing the levels of the organisation. On the top level is the Board. The second layer contains the Chief Executive Officer and Staffing and Equalities Committee. The remaining three levels are the Steering group, Working group, and EDI champions. Each level is connected to the level preceding it.
As of 31 March 2026, the Staffing and Equalities Committee (SEC) comprises four members of the Revenue Scotland Board and one co-opted Committee member. Whilst individual members may change from time to time, this number is expected to remain constant.
Service users
Our Enhanced Support Policy has been in operation since April 2023 and is a significant component of our work on equality, diversity and inclusion (EDI). It reflects our people focused approach to our services. It is available where there is need for enhanced support - including a temporary need, perhaps from illness or distress - as well as giving due consideration to protected characteristics.
To date we have received over 30 requests for enhanced support for reasons including translation services and bereavement.
People strategy
Revenue Scotland’s Charter of Standards and Behaviours aims to ensure that we are a great place to work, where everyone feels supported and included.