Beyond the 10-point charter, this page provides more detail on what practical support could look like over the coming parliamentary term.
This is intended to prompt further thinking and serve as supplemental guidance rather than a direct commitment.
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1. Access, Networks & Pathways
Access to networks, mentorship and informal support plays a crucial role in shaping who can enter and progress in politics. These opportunities are often unevenly distributed. In this context, the importance of internal group networks, coaching and mentorship opportunities should be prioritised. These groups should exist within parties and for parliamentary staff.
This commitment focuses on building and resourcing structured pathways to ensure underrepresented groups have equal access to support, knowledge and opportunities in the Scottish Parliament.
Additionally, efforts to recruit more diverse staff in the parliamentary environment and candidates within political parties should guide the commitments laid out in this section.
By signing up to the Equal Representation Charter we commit to the 10 asks as outlined at the start of this document. More specific, comprehensive and complementary actions could include:
Provide adequate funding to networks that support underrepresented groups, including for women, Black and minority ethnic members, disabled members and LGBTI members within parties and within Holyrood.
(Political parties; Scottish Government; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Recognise the invaluable role of existing informal mentoring and peer-support for women. Explore how parties and Holyrood can replicate this for all marginalised groups through formal channels.
(Political parties; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Create intersectional policies to recruit and retain a more diverse pool of staff and optimise the workplace environment.
(Political parties; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)
2. Building Safe Political Environments
Abuse, bullying and harassment remain significant barriers to participation in political life, particularly for women and marginalised groups. These behaviours are often normalised or inadequately addressed, creating environments where individuals feel unsafe, unsupported, and unable to fully participate in political processes.
This commitment focuses on creating a safe political environment through clear standards, robust reporting and support systems, and a consistently enforced zero-tolerance approach. It aims to ensure that harmful behaviour is actively prevented and addressed, and that all those participating in political life are protected and supported.
By signing up to the Equal Representation Charter we commit to the 10 asks as outlined at the start of this document. More specific, comprehensive and complementary actions could include:
Establish and clearly communicating robust internal policies to prevent and address bullying, harassment, and abuse, ensuring all members, staff, and candidates understand how to report concerns and access support.
(Political parties; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Introduce a zero-tolerance approach on discriminatory language and behaviour, including sexism, racism, homophobia, ableism, transphobia and other forms of discrimination, with clear disciplinary consequences to support enforcement.
(Political parties; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Introduce active bystander training which focuses on how to best intervene and support when witnessing abuse and discrimination while focusing on the affected person or people.
(Political parties; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Provide clear safety guidance for anyone participating in campaigning and public engagement activities, hustings and other in-person events. This should discourage lone canvassing and include details of who to call for support.
(Political parties; Scottish Government; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)
3. Training
Creating inclusive political environments requires more than one-off interventions; it demands continuous learning, reflection and accountability across all levels. Too often, equality and inclusion training is inconsistent, treated as optional, or disconnected from day-to-day practice. This limits its impact and fails to drive meaningful cultural change within political institutions.
This commitment focuses on embedding high-quality equality and inclusion training into ongoing systems of working. By making training continuous, practical and integral to professional development, it aims to ensure that inclusive behaviours and understanding are sustained and consistently applied across political life.
By signing up to the Equal Representation Charter we commit to the 10 asks as outlined at the start of this document. More specific, comprehensive and complementary actions could include:
Ensure training content reflects both legal obligations and best practice.
(Political parties; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Commission and deliver training in partnership with experts, prioritising training by those with lived experience where possible, and drawing on established systems within third sector organisations for such training.
(Political parties; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Embed training as part of continuous professional development, with regular refresh cycles and updates to reflect evolving best practice and emerging issues.
(Political parties; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Provide guidance and training on inclusive communication and language, including strengthening racial literacy.
(Political parties; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)
4. Positive Action Measures (PAMs) to Increase Representation
Women’s representation in the Scottish Parliament reached an all-time high in May 2021, when 45% of MSPs returned, were women. These record results were not achieved by chance, but in part due to the widespread adoption of different gender quota systems during candidate selection by most major parties (i.e. quotas, all-women shortlists, twinning or zipping).
Achieving equal representation requires sustained and deliberate action. Without consistent use of positive action measures, progress remains uneven and at risk of reversal. This commitment focuses on embedding long-term, intersectional approaches to positive action measures to ensure progress is maintained across election cycles.
By signing up to the Equal Representation Charter we commit to the 10 asks as outlined at the start of this document. More specific, comprehensive and complementary actions could include:
- There are no specific recommendations for this selected group. Please select a different group to view recommendations here.
5. Fair Selection Processes
Selection processes often don’t work for women and other underrepresented groups. Our research has shown that many feel that decision-making around candidate approval and selection lacks transparency. Women can face gendered scrutiny based on stereotypes, sexist norms and double standards. Candidate selection processes play a critical role in shaping who enters politics, yet they often lack transparency and consistency.
This commitment focuses on ensuring that selection processes are fair, transparent, standardised and accessible to all.
By signing up to the Equal Representation Charter we commit to the 10 asks as outlined at the start of this document. More specific, comprehensive and complementary actions could include:
Advertise opportunities and roles targeted at attracting a more diverse range of communities, especially those from underrepresented groups.
(Political parties; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)
6. Data & Transparency
Efforts to improve women’s representation in politics can only be sustainable and worthwhile if we have data to support our commitments. Enacting Section 106 of the Equality Act (2010) would require political parties to publish candidate diversity data to increase transparency and accountability by law. Currently this section of the Act is not in force and can only be enacted by the UK Government. Political parties, however, could also choose to do this voluntarily as best practice before the legal obligation is introduced.
By signing up to the Equal Representation Charter we commit to the 10 asks as outlined at the start of this document. More specific, comprehensive and complementary actions could include:
- There are no specific recommendations for this selected group. Please select a different group to view recommendations here.
7. Accountability & Standards
Commitments alone are not enough to deliver lasting change; progress depends on action, clear accountability, strong leadership, and enforceable standards. Too often, expectations are unclear, inconsistently applied, or lack meaningful consequences, weakening trust in political institutions and limiting the impact of equality efforts.
This theme focuses on embedding accountability by strengthening standards, clarifying responsibilities, and ensuring that commitments are backed by meaningful consequences. It aims to create a culture in which responsibility is shared across all levels and where values are consistently upheld in practice.
By signing up to the Equal Representation Charter we commit to the 10 asks as outlined at the start of this document. More specific, comprehensive and complementary actions could include:
At all levels, foster institutional cultures that takes proactive steps against sexism, racism, classism, ableism, transphobia and other intersecting discrimination.
(MSPs; Scottish Government; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Introduce a Parliament wide Zero-Tolerance Pledge around all forms of discrimination, signed by all members and staff with clear disciplinary consequences to support enforcement.
(Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Agree long-term goals for diverse representation across Holyrood elections. Create accompanying strategies to achieve including delivery plans, milestones, and mechanisms for progress over time.
(Political parties; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Regularly review Codes of Conduct to ensure they are gender sensitive and comprehensive.
(Political parties; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Explore introducing legislative measures, for example in form of a Bill, that enable the recall or removal of members due to (sexual) misconduct, or other serious factors.
(Scottish Government; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)
8. Trust, Inclusion & System Change
Public trust in political institutions is shaped by how inclusive, transparent and accessible they are in practice. Systemic barriers to participation, unequal experiences within political spaces, and challenges in retaining diverse representatives continue to undermine confidence and limit who can engage in political life.
This commitment focuses on addressing these structural barriers and creating the conditions for more inclusive and transparent political systems. By improving participation, strengthening retention, and enabling more meaningful engagement with the public, it aims to build a more representative and trusted political environment over the long term.
By signing up to the Equal Representation Charter we commit to the 10 asks as outlined at the start of this document. More specific, comprehensive and complementary actions could include:
Implement the Gender Sensitive Audit’s recommendations.
(Scottish Government; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Establish an independent, cross-party commission to enable dialogue, address systemic biases, safety issues, and enhance support for underrepresented groups in politics.
(Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Explore ways to strengthen civic participation among the general public, and specifically marginalised groups who might face additional barriers to engaging with Parliament. These efforts should aim to increase trust and build relationships.
(Scottish Government; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Strengthen political engagement by improving the environment for invited guests, witnesses for committees, and visiting organisations. Explore ways to implement tighter guidelines in the members’ Code of Conduct in relation to the treatment of visitors and the public.
(Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)
9. Monitoring & Delivery
Lasting impact will only be achieved if the Charter’s commitments are effectively and consistently implemented beyond the point of sign-up. Without a clear approach to monitoring delivery over the course of the parliamentary term, there is a risk that actions agreed at the outset will not be followed through in practice.
This theme focuses on ensuring that the full range of commitments set out across the Charter are actively tracked, reviewed and implemented. It is important to maintain the momentum created by signing it and embed the Charter into day-to-day practices as a live framework that continues to shape behaviour and decision-making, and ensure accountability.
Regular monitoring of the Charter’s commitments will support transparency, highlight areas where further action is necessary, and ensure that progress is sustained across the full parliamentary period.
By signing up to the Equal Representation Charter we commit to the 10 asks as outlined at the start of this document. More specific, comprehensive and complementary actions could include:
Establish internal processes to track the delivery of the Charter’s commitments to ensure they remain an active priority across the Parliamentary term.
(Scottish Government; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Regularly review progress against the Charter’s commitments, identifying and addressing any areas where progress has stalled or is not being met.
(Scottish Government; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Take action in response to these findings and treat the Charter as an ongoing commitment, not a one-off pledge, with continuous attention given to its implementation.
(MSPs; Scottish Government; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)
10. Disability Inclusion
Equal representation cannot be achieved without recognising that disabled people face distinct and systemic barriers to participating in political and public life. While this Charter sets out broad commitments to improving representation for all marginalised populations, there is a need for a more specific framework that addresses the specific change required to make politics genuinely accessible for disabled people.
This commitment focuses on recognising the importance of Inclusion Scotland’s ‘Access to Politics Charter’ as a complementary framework that sets out practical and technical actions for involving disabled people more meaningfully in political spaces.
The principles of the ‘Access to Politics Charter’ provide a practical framework for shifting disability inclusion from aspirational to possible, ensuring barriers to participation for disabled people are addressed in a structured and sustained way throughout the parliamentary term.
By signing up to the Equal Representation Charter we commit to the 10 asks as outlined at the start of this document. More specific, comprehensive and complementary actions could include:
Recognise the importance of Inclusion Scotland’s Access to Politics Charter as a framework for strengthening disabled people’s participation in political life.
(Political parties; MSPs; Scottish Government; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Sign up to the asks of the Access to Politics Charter and supporting the commitments within my own remit.
(Political parties; MSPs; Scottish Government; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)Meaningfully engage with the aims of the Access to Politics Charter, including involving Disabled People’s Organisations in decision-making, committing to the principles of the social model of disability, and encouraging mechanisms to support disability equality.
(Political parties; MSPs; Scottish Government; Scottish Parliament Corporate Body, Presiding Officers, Civil Servants)
