Stage 4: Decision making and monitoring
Identifying and establishing any required mitigating action
|Have positive or negative impacts been identified for any of the equality groups?||No|
|Is the policy directly or indirectly discriminatory under the Equality Act 2010?||No|
|If the policy is indirectly discriminatory, how is it justified under the relevant legislation?||Not applicable|
|If not justified, what mitigating action will be undertaken?||Not applicable|
Describing how the Equality Impact Analysis (EQIA) has shaped the policy making process
No changes were made to the development and implementation of the AfC Pay Deal for 2018-21 and pay uplifts were applied to all staff depending on their pay points and pay bands backdated to 1 April 2018 as the EQIA demonstrated there was limited impact on AfC staff in NHS Scotland analysed by protected characteristics.
The EQIA did identify that there is minimal data available on the protected characteristics of all NHS Scotland staff (including AfC staff) and this is a data collection issue across all Boards and that securing any meaningful data continues to be an issue because of self-reporting and should be treated with caution.
Monitoring and Review
There is no requirement to monitor and evaluate this 3 year AfC Pay Deal to measure progress on equality issues as none were identified. A broader benefits realisation paper is being developed to monitor what improvements in recruitment and retention and improvement to productivity and efficiency for our health service have been secured following the implementation of the AfC Pay Deal from 1 April 2018.