We were pleased to welcome the @EHRCScotland Committee to our offices today to share updates on areas of interest in our respective mandates.

Members of our Scotland Committee met with @ScotHumanRights Commissioners today to discuss shared priorities and future ways of working. See our Strategic Plan for more on our work for 2025-28: https://t.co/0FoBjRqybE More info on our Scotland Committee: https://t.co/8zFV9myZ7s

Imagine AI that cares about your health. WaterMinder’s AI Gulp Detection is like having a hydration coach in your pocket. Sip water → App detects it → Earn Rewards. Download now and see it work in real time.

We have concluded our legal agreement with IKEA UK, after the retailer improved its policies and practices on sexual harassment. Every employer has a duty to protect their staff and prevent workplace sexual harassment. Read: https://t.co/seZh2s03Ex

Ahead of the deadline for Stage 2 amendments, we have advised MSPs on the equality implications of the Assisted Dying for Terminally Ill Adults (Scotland) Bill - to help them ensure that the rights of protected characteristic groups are upheld. See: https://t.co/TbDGaxpInW

Many disabled and older people face significant barriers to accessing key public services, such as public transport. Our new strategic plan includes action to address these barriers, so everyone can participate in society. Read our strategic plan here: https://t.co/flqobcduDO

Census data provides robust evidence relating to the nine protected characteristics set out in the Equality Act. Read more about how we use census data, in our role as Britain's equality regulator, and our asks of the 2031 @Scotscensus⬇️ https://t.co/ZfYa5BvXBb

This October marks 15 years of the Equality Act 2010, a milestone in advancing equality and human rights across Britain. Our Chief Executive, John Kirkpatrick, reflects on 15 years of progress and protection in this blog: https://t.co/777lp2pmXG

‘Sex’ should be added to the Hate Crime and Public Order Act. But equality obligations should be considered when making changes to the law, to ensure that concerns about creating a hierarchy of sexual violence and domestic abuse offences are addressed. ➡️ https://t.co/J28j7O4q4w

Employers have a legal duty to prevent sexual harassment at work. Our 8-step guide for preventing sexual harassment at work explains the reasonable steps you must take to meet this duty, and create a safer workplace for everyone. Read it here: https://t.co/yykVpqHsMJ

Census data provides robust evidence relating to the nine protected characteristics set out in the Equality Act. As an evidence-led regulator, this data helps shape our policy, compliance and enforcement work. Read more about our views on @Scotscensus 2031 https://t.co/ZfYa5BvXBb

🚨 Following comprehensive consultation, we have submitted our updated code of practice for services, public functions and associations to the Minister for Women and Equalities @bphillipsonMP for approval. Read our full statement: https://t.co/5tQylP6zGQ

Our response to the @SP_ECYP call for views on the Restraint and Seclusion in Schools Bill highlights our engagement with @CYPCS and @scotgov, our human rights framework for restraint and inquiry into the use of restraint in schools in England and Wales: https://t.co/WPOKUyaYvc

We have directed NHS Fife to take action to ensure compliance with Regulation 5 of the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012. The health board has committed to progressing all compliance actions we directed. Read more: https://t.co/CeOk4NtiIh

We’ve published new research on how Scotland and Wales are putting the socio-economic duty into practice. In Scotland, the Fairer Scotland Duty asks public bodies to consider how decisions could reduce inequality. Progress is clear but challenges remain: https://t.co/Nkvn6Mi5Ly

'The work we do at the EHRC to shape a fairer Britain is more important than ever' - our Chairwoman reflects in our Annual Report 2024-25, published today https://t.co/Fx3KAt9B7Y

Everyone has a right to feel safe and supported at work. Employers must take reasonable steps to prevent sexual harassment of their workers. We have produced practical guidance on how employers can meet their obligations. Read our 8 step guide here: https://t.co/7jbHbxGfGC

Our response to the @SP_ECYP call for views on the Restraint and Seclusion in Schools Bill highlights our engagement with @CYPCS and @scotgov, our human rights framework for restraint and inquiry into the use of restraint in schools in England and Wales: https://t.co/I57HMLQNiP

We welcome @railandroad proposal for fairer redress in accessible rail travel. Operators must assess claims case by case to ensure older & disabled people receive appropriate redress when assistance fails. Read our full response to the consultation here: https://t.co/pvoREhJYIt

Many disabled and older people face significant barriers to accessing key public services, such as public transport. Our new strategic plan includes action to address these barriers, so everyone can participate in society. Read our strategic plan here: https://t.co/lXx5pOHPHd

Our code of practice consultation has closed. Next, we will: ✔️ analyse the responses ✔️ update the draft code ✔️ submit to government to lay in Parliament The draft code, all related updates, statements and guidance are on our website here: https://t.co/RZIdwM0zyN