Building A Culture Of Inclusion And Accountability: Women In Politics In Scotland
By Talat Yaqoob, commissioned by Elect Her and funded by the Scottish Government’s Equalities & Human Rights Fund.
Building Inclusive and Accountable Politics in Scotland: Beyond the Numbers
This blog delves into the core themes of this new comprehensive study and outlines why Scotland must go beyond the numbers to foster genuinely inclusive, safe, and accountable political environments.
Beyond the Numbers
Over two decades since the first Scottish Parliament election, gender representation in Scottish politics has improved significantly. Yet, as this report highlights, a troubling disconnect remains between progress in numerical representation and the lived experience of women in political spaces. Particularly for women facing intersecting inequalities—such as race, disability, class, religion, and sexual orientation—the journey into and within politics remains fraught with barriers, both seen and unseen.
From Representation to Inclusion
Scotland has seen measurable improvements in gender representation: 46% of Members of the Scottish Parliament (MSPs) and 36% of local councillors are now women. Initiatives like Women 50:50 and the work of Elect Her have helped normalise the conversation about parity in politics.
However, as the report emphasises, inclusion is not merely about how many women are elected—it’s about the cultures they enter, the barriers they face, and the systemic change required to ensure they can thrive, not just survive, in politics.
Unwelcoming Cultures and Unseen Labour
A striking revelation from the interviews conducted is the persistence of toxic cultures in political institutions. Women reported experiences ranging from overt sexism and racism to subtler microaggressions that collectively create a hostile environment. Importantly, women who raised concerns about these behaviours were often labeled "the problem"—a dynamic that not only silences dissent but also deters others from stepping forward.
Women councillors and MSPs also described taking on unpaid and unrecognised labour to improve inclusivity—from mentoring newcomers to leading policy changes. Yet, these contributions rarely translated into political capital or career advancement.
This burden disproportionately falls on women and even more so on Women of Colour, LGBT women, and Disabled women.
As one interviewee poignantly asked,
“Should you have to be that robust and that strong in order to do an effective job?”
The Role of Inductions, Infrastructure, and Accountability
One of the key insights from the report is the role of poorly designed inductions and lack of supportive infrastructure in perpetuating exclusion. Inductions tend to focus heavily on operational logistics rather than on creating a welcoming and safe space, building relationships, or preparing elected officials to handle inequality in their roles.
This becomes particularly critical in the context of rising online and offline abuse towards women politicians, with marginalised women facing disproportionately more targeted attacks. While sessions on personal safety have recently been added, they often take a one-size-fits-all approach, failing to address the unique risks faced by Women of Colour, Muslim women, and others.
Moreover, the lack of employment rights for elected members—who are not employees—means they often navigate toxic environments without the protections that workers in other fields might expect.
Several participants pointed to the absence of HR-like systems, appraisals, and formal mechanisms for recourse as key contributors to burnout and attrition.
Codes of Conduct: Powerless Paperwork?
Though codes of conduct exist at both the parliamentary and council levels, their implementation and enforcement remain weak. Many women said the documents were presented to them during the chaos of election night—barely read, let alone understood. These codes, whilst well-intentioned, often fail to capture the nuance of systemic inequality or to lay out concrete steps for addressing it.
Worryingly, there is little evidence that political parties take breaches seriously unless compelled by public scandal. One interviewee described internal complaint processes as “an exercise to cover our backs,” highlighting a culture where reputation management takes precedence over justice.
Intersectionality: Still Missing from the Mainstream
The report is especially strong in its intersectional lens, repeatedly emphasizing how single-axis frameworks (e.g., focusing only on sexism or racism independently) fail to capture the complexity of women's experiences. For example, Women of Colour described being mistaken for one another or overlooked entirely. Disabled women reported inaccessible buildings and unfulfilled promises of accommodations.
This failure to acknowledge and act upon intersecting inequalities makes diversity efforts feel superficial—more about optics than substance.
As one MSP shared,
“I don’t want to be a tickbox, I am here on my merit.”
Flexible Working and Remuneration: A Structural Reset
Another major theme is the structural incompatibility between modern life and the way politics is practiced. Councillors are officially part-time but routinely work full-time hours—or more—without fair compensation. MSPs face similar demands, often with little flexibility or support for caregiving responsibilities.
Post-pandemic, hybrid working had briefly made politics more accessible. But instead of embedding these gains, institutions have largely reverted to outdated norms, with online participation sometimes seen as a sign of disengagement or weakness.
Fair remuneration and family-friendly scheduling are not perks—they are essential enablers of democratic participation.
Responsibility Must Be Shared
The report issues a clear call: the burden of change cannot lie solely with the under-represented. Political leaders—particularly men in positions of power—must actively engage in creating inclusive cultures, call out discriminatory behaviour, and uphold the principles of equity and fairness.
Currently, this is not happening at scale. As one participant put it, “We are meant to lead by example, but we are the worst.”
Creating accountability requires that political parties move beyond voluntary measures and adopt mandatory frameworks, such as public diversity strategies, transparent reporting on complaints, and regular equity audits.
Key Recommendations for Building a Better Future
Drawing on a robust evidence base, the report makes several urgent recommendations:
Improve Inductions: Include content on equality, abuse, intersectionality, and the role of elected officials in creating safe environments.
Mandatory Equalities Training: Especially for committee chairs and leaders who set the tone for political spaces.
Culture Change from the Top: Political party and parliamentary leaders must lead by example and be held accountable for cultivating inclusive environments.
Reform Pay and Work Structures: Councillor remuneration must reflect the actual demands of the role, and hybrid working must be normalized.
Independent Complaints Mechanisms: Reporting processes must be transparent, accessible, and free from political interference.
Track and Publish Progress: Audits, exit interviews, and public-facing reports can help monitor change and keep institutions accountable.
Conclusion: From Performative to Transformative
Scotland has made significant strides toward equal representation—but representation without inclusion is a hollow victory. If politics is to truly reflect the people it serves, then political institutions must transform—not just in who they allow to enter, but in how they treat those who do.
Talat Yaqoob’s report serves as both a mirror and a roadmap. It reflects the troubling realities women face in Scottish politics today and offers a clear, actionable path toward a more just, representative, and accountable political culture.
The question is no longer what needs to change — it is who will take responsibility to ensure that change happens.
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