Scope of the EQIA
The conclusion drawn from the scoping exercise, which was carried out as step one of the EQIA process, was that a full EQIA was required.
This EQIA assessed the affected population: the social work workforce and social work students. Our approach was to assess all protected characteristics. The data available extended to age, gender, race, disability and, to a partial extent, religion or belief, and sexual orientation. There is limited evidence available pertaining to gender reassignment, pregnancy and maternity, and marriage or civil partnership.
Throughout our analysis, we have given due regard to the need to:
- remove or minimise disadvantages suffered by people who share a protected characteristic
- take steps to meet the needs of people who share a protected characteristic that are different to those who do not
- encourage people who share a protected characteristic to participate in public life or in any other activity in which participation by such persons is disproportionately low
In 2021, the Scottish Government publicly consulted on the NSWA proposals. Analysis showed high levels of agreement with the suggested benefits of establishing the NSWA. The following percentages of respondents supported the NSWA leading on:
- 81% – social work improvement
- 82% – social work education
- 82% – national framework for learning and development
- 77% – supporting workforce planning
- 77% – raising the status of social work
Additional benefits that were identified include:
- greater consistency in social work standards across Scotland
- empowerment of the profession
- clear leadership
- consistency in pay grading and improving social work’s profile
A few respondents answered that they did not foresee any direct risks linked to the establishment of the NSWA, provided steps were taken to avoid duplication of activity. Respondents also noted that steps would have to be taken to mitigate the loss of local knowledge because of centralisation, especially during the transition phase when people are accessing care and support.
The avoidance of duplication and added bureaucracy has been given careful consideration throughout all stages of the design and implementation process. The co-design approach aims to ensure there will be no duplication. Local government will continue to run services without interruption, as service delivery will not be a function of the NSWA. Therefore, there are no identified risks that people, especially people with protected characteristics, will experience difficulties accessing services.
Many partners submitted their views, including the Scottish Association of Social Workers, Social Work Scotland, COSLA, SOLACE, and the Scottish Social Services Council. Several views demonstrated support for the establishment of the NSWA in general, including the Scottish Association of Social Work and Social Work Scotland. COSLA specifically welcomed national support for recruitment, learning, training and development, and reported a level of agreement across local government for the NSWA.
The social work workforce faces acute shortages and increasing demand. This is documented in a number of research reports. The SSSC publish a vacancy report5 in relation to the social work workforce twice a year. The latest report documents:
- vacancy rate of 8.9%, down slightly from the previous year
- vacancy rate was found to be highest in child and adult fieldwork teams
- 19 out of the 26 local authorities that responded, reported difficulties with filling vacancies.
- there was a 1.2% decrease in the whole time equivalent (WTE) of practising social workers between December 2024 and June 2025
- WTE of senior social workers decreased by 6.6%
- WTE of main grade social workers increased by 0.3%
Mental Health Officers (MHOs) are social workers who have completed specialist training to undertake statutory duties relating to mental health orders, guardianship and adults with incapacity. Although MHO posts increased slightly in 2024 to 764 active posts, Scotland still faces a significant shortfall in MHOs, estimated at 2,417 hours per week. Additionally, turnover in MHO posts is high, with 76 staff leaving 78 MHO posts in a year.6
A NSWA policy objectives is to improve recognition of the role and raise the profile of all social workers. The NSWA will collaborate and engage with frontline social workers, Chief Social Work Officers and their employers to take forward policy objectives.