To ask the Scottish Government how its recently published public sector pay policy will support public sector workers to cope with the cost of living. (S6O-03559)

The Scottish Government’s public sector pay policy for 2024-25 sets out a multiyear framework that offers pay metrics that are above the current forecast levels of inflation. We are continuing our commitment to pay at least the real living wage and are maintaining our progressive approach to pay awards.

As a result of those policies, public sector staff in Scotland are paid 6 per cent more on average than those in the rest of the United Kingdom, which demonstrates our support for workers through the cost of living crisis, despite the tight fiscal position that we face.

The results from the equality impact assessment of last year’s public sector pay policy are clear. The assessment states that

“pay proposals”

should

“be progressive and protect lower paid staff.”

There is higher representation of women, disabled people, those from a minority ethnic group and those from the younger age group among lower earners. Will the cabinet secretary consider recommending in future pay policies specific measures such as set pay ratios and targeted benefits to support on-going work to reduce the gender pay gap and overall income inequality and therefore better support people to cope with current and future economic crises?

Public bodies have the flexibility to draw up their own pay proposals within the policy, but they are encouraged to consider a progressive pay approach, which might include setting a cash underpin, a higher percentage uplift or a non-consolidated cash payment. The matters that Maggie Chapman raises are important, and we encourage support for the lower paid within the public sector pay policy.