5. Recommendations and conclusion
NHSScotland’s commitment to eliminating unlawful discrimination, harassment, victimisation and less favourable treatment is central to the principles and values that underpin these policies.
NHSScotland workforce policies should be applied fairly and consistently to any employee or worker regardless of:
- protected characteristics (age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership or pregnancy and maternity)
- personal characteristics such as trans identities including non-binary, weight, social status
- offender status
- membership or non-membership of a trade union
- contractual status - part-time or fixed-term
The EQIA process did not identify indirect or direct discrimination through the policy intentions of the NHSScotland Maternity Policy.
It is anticipated that the policy will positively impact on eliminating unlawful discrimination, harassment and victimisation and advance equality of opportunity across all protected characteristics. The policy has no negative impact in promoting good relations between people who share a protected characteristic and those who do not. There is no evidence of negative impacts on people with protected characteristics.
NHSScotland workforce data relating to Pregnancy and Maternity status was not available at the time of this EQIA. Data can be extracted at an NHS Board level on pregnancy and maternity.
The EQIA will be kept under review and updated based on new data, evidence or policy revision. Monitoring and review of this policy is an on-going process, involving iterative discussions with NHSScotland partnership groups. It will form part of the monitoring and review of Board’s achievement of the Staff Governance Standard (2012) carried out through the Staff Governance Monitoring Framework. Further engagement with protected characteristic groups through staff networks and forums will form part of the ongoing review to ensure that the conclusions reached in the EQIA meet the needs of these groups.
Analytics from the website will allow collation of data related to use and accessibility of the policy, in addition to workforce data gathered through national datasets.
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