Public sector workforce strategic position: equality and Fairer Scotland duty impact assessment

Recommendations and Conclusion

The Public Sector Workforce forms a large part of public sector expenditure in Scotland. Ministerial decisions are focused on delivering a strategic workforce position that balances the need for the public sector to change in size and shape, while allowing the flexibility for Public Bodies to determine the best way for it to be implemented.

It is important to recognise that this is a high-level strategic workforce position applying to the whole devolved public sector. Within this overarching trajectory, some workforces may shrink in size and others may grow. Front-line services will be protected.

Public bodies will be made aware of their statutory duties associated with workforce reductions they plan as a result of the Scottish Government’s Strategic Workforce position including full consideration for EQIA and FSD impacts.

The conclusion of this equality impact assessment is that there might be a proportionally larger impact on female staff across the public sector. Negative impacts might also occur for older workers who make up a proportionally high share in Local Government or staff from ethnic minority backgrounds who account for a proportionally high share of NHS Scotland staff, however, this depends on final delivery plans. The impact is less clear cut for some of the other characteristics where data availability is limited.

Should the policy have an impact on service delivery, it might also have a negative effect on disadvantaged groups and those with lower incomes since they rely on a broad range of public services to a greater extent that people with higher socio-economic backgrounds. This could potentially be mitigated through improved productivity in the delivery of public services, e.g. through making greater use of automation and AI.

To mitigate against some of the highlighted areas of impact outlined above for persons with “relevant protected characteristics”, it is important that the management policy creates a governance framework and appropriate official support, to ensure that public leaders carry out their own robust impact assessments to inform local decisions on implementation. We anticipate that any public sector workers whose employment is at risk will have access to redeployment opportunities and advice as well as access to voluntary severance schemes.