The reason for this is quite simply that there are only a few people who know about the system and even fewer who consider actively participating in it. Despite recent promotional activities by the Commissioner for Public Appointments and the wider debate on specific appointments, public perceptions are that the system for making public appointments is complex and elitist. There are simply not enough people from throughout society applying for appointments. This is not, of course, an exclusively Scottish problem. Equal opportunities procedures are scrupulously observed, but they do not guarantee that candidates from under-represented groups will be chosen.
Appointments depend on the range and calibre of people who respond to advertisements.
In the past it was possible to take a conscious step to adjust the gender balance of a body, by for example, inviting suitable women to agree to their names being put forward. The Nolan procedures, with their presumption in favour of openness, do not easily lend themselves to this type of approach. It is clear that a range of proactive measures is required to reach out to those who might otherwise not consider putting themselves forward. The Executive is anxious to encourage more potential candidates from a wider cross-section of society to respond to advertisements. The Executive is also prepared to consider adopting a consistent Executive-wide policy and practice on the advertising of posts.