Indicator 3B.2. Protection against gender-based discrimination, harassment and violence in the workplace
Summary
Care work is a predominantly female occupation, which means gender-based discrimination, harassment and violence in the workplace can have significant implications for workers’ safety, wellbeing and equality. While legislation exists to prevent discrimination and harassment, and Scotland has strengthened its approach through its national strategy to prevent violence against women and girls, gaps in data, enforcement and policy design reduce effectiveness for care workers.
Section Scores
What this indicator measures
This indicator assesses how effectively workplace policies and systems protect care workers from gender-based discrimination, harassment and violence. It considers legislation, national strategies, employer duties, oversight mechanisms and the degree to which protections are implemented in practice.
Key findings
- Legislative protections exist through equality law and Scotland’s national strategy to prevent violence against women and girls
- The strategy recognises workplace settings as an important location for prevention and support
- Women’s organisations have been involved in shaping Scotland’s approach, strengthening its focus on prevention
- Data on workplace gender based harassment and violence is limited, making it difficult to monitor outcomes
- Enforcement and oversight are weak due to limited resources and capacity
- There is limited evidence that the policy framework has transformed workplace culture or reduced incidents
Impact on workers
Scotland has taken positive steps, particularly with the introduction of the Equally Safe strategy. However, weaknesses remain. Organisations delivering the strategy are overstretched despite budget increases, and limitations in regulation and monitoring (particularly the lack of intersectional, gender-disaggregated data) impede the ability to assess progress, including in relation to paid care workers
Accessibility considerations
Workers in insecure employment may feel less able to report harassment or discrimination. Lack of intersectional data limits understanding of these experiences.
Budget context
Efforts to prevent and address gender-based harassment and violence require sustained investment. Budget reductions affecting regulatory bodies, equality organisations and inspection systems reduce capacity to carry out preventative work, monitor progress or enforce standards. Limited resources weaken the possible impact of Scotland’s policy commitments.
Overall interpretation
Scotland has taken important steps to address gender-based discrimination, harassment and violence in the workplace. However, implementation gaps and limited oversight reduce understanding of effectiveness for care workers. Improved data, stronger monitoring and targeted support for the care workforce are needed to deliver meaningful change.