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Search results shown below. Please cite CRER for any use of this publication. ©Coalition for Racial Equality and Rights, 2022.

Govanhill Community Development Trust

Govanhill Housing Association Ltd, Samaritan House, 79 Coplaw St, Glasgow, G42 7JG

Kenyan Women in Scotland Association (KWISA)

KWISA, 4th Floor Hayweight House, 23 Lauriston Street, Edinburgh, EH3 9DQ

Active Life Club

Active Life Club, Govanhill Workspace, 69 Dixon Road, Glasgow, G42 8AT ​​

Al Falaah Academy

Al Falaah Academy, 311 Calder Street, Glasgow, G42 7NQ

Al-Khair Foundation Glasgow

Al-Khair Foundation 441a Victoria Road Glasgow, G42 8RW ​


Al-Meezan House, 1 Rowan Rd, Glasgow, G41 5DL ​

AMIS - African Media in SCOTLAND


11 Keal Place, Glasgow, G15 6UZ

Boots and Beards

Boots & Beards, 70 Coplaw Street, Glasgow, G42 7JG

Child Poverty Action Group in Scotland - Advising BME Communities Project

CPAG in Scotland, Unit 9, Ladywell, 94 Duke Street, Glasgow G4 0UW

Community InfoSource

The Albany Centre, 44 Ashley Street, Glasgow, G3 6DS

Cranhill Development Trust

Cranhill Development Trust, 109 Bellrock Street, Glasgow, G33 3HE

Crookston Community Group

56 Beltrees Road, Glasgow, G53 5TF

Crossroads Youth and Community Association

The Barn Youth Centre, 37 Abbotsford Place, Gorbals, Glasgow, G5 9QS

Dar Al-Falaah Community Education Association

35 Avenuepark Street, G20 8TS, Glasgow

Dixon Community

656 Cathcart Road, Govanhill, Glasgow, G42 8AA

Ghanaian Methodist Fellowship Glasgow

Woodlands Methodist Church, 229 Woodlands Road, Glasgow, G3 6LW

Glasgow African Society

Glasgow City Council Local Ward Factsheets

Glasgow Women's Library

Glasgow Women’s Library, 23 Landressy Street, Glasgow, G40 1BP

Global Language Services Ltd.

Craig House, 60 – 64 Darnley Street, Glasgow, G41 2SE

Govanhill Housing Association

Govanhill Housing Association Ltd, Samaritan House, 79 Coplaw St, Glasgow, G42 7JG

Hidden Gardens

25a Albert Drive, Glasgow, G41 2PE

Japan Desk Scotland

Maryhill Integration Network

Maryhill Integration Network, 35 Avenuepark Street, Glasgow, G20 8TS


138-140 Butterbiggins Road, Glasgow, G42 7AF


Milk Café

452 Victoria Road, Glasgow, G42 8YU

Minority Communities Addiction Support Services

Radiant and Brighter

72 Charlotte Street, Glasgow, G1 5DW ​

The Public Sector Equality Duties place a responsibility on listed public bodies to consider how they can tackle systemic discrimination and disadvantage affecting people with particular protected characteristics. These Protected Characteristics refer to those set by the Equality Act 2010: age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, sexual orientation, and marriage and civil partnership.

In Scotland, listed public bodies are also subject to a set of Specific Duties intended to help authorities perform the General Equality Duty. Under these duties, public sector organisations and bodies with a public function must publish specific documents outlining their compliance with the General Duty, the composition of their workforces, and the steps taken to advance equality and tackle discrimination. These are:


Mainstreaming Report (MSR)

Every two years, listed bodies are required to publish a report outlining their approach to ensuring that equality, diversity and inclusion and their legal obligations under the General Duty are at the heart of their culture and day-to-day operations. 


Equality Outcomes Progress Report (EO)

Listed authorities are also required to publish a set of Equality Outcomes every four years; these serve as targets to achieve/further the needs mentioned in the General Equality Duty. Every two years, an authority must report its progress towards these outcomes for all relevant protected characteristics.


Employee Information (EI) 

Every year, listed public bodies must gather information on the protected characteristics of their employees and use it to better perform the General Equality Duty; this includes annual statistics on the recruitment, development and retention of employees and job applicants. While gathered annually, authorities need only publish this information once every two years. 

Since May 2016, some listed authorities must also publish the number of men and women who have been members of the authority (or board of management) and report on the steps they have taken and intend to take towards ensuring diversity in relation to the protected characteristics of those members. 


Pay Gap Information (PG)

Every two years, listed authorities with at least 20 employees are required to publish information on the percentage difference between male and female employees’ average hourly pay. While not a legal requirement, some organisations publish pay gap data regarding race and disability. 


Equal Pay Statement (EP)

Every four years, listed authorities with at least 20 employees are required to publish a statement on equal pay containing an organisation’s equal pay policies and information on occupation segregation by gender, race and disability. 

Please note: many organisations choose to combine their reporting under these duties into aggregated Mainstreaming Equality documents and may not report separately under each heading.