NHSScotland Work-related Violence and Aggression Workforce Policy: Equality Impact Assessment

Key Findings

The EQIA has highlighted areas with potential impacts on different groups and opportunities for promoting equality.

NHSScotland Work-related Violence and Aggression Policy has a positive impact in eliminating unlawful discrimination, harassment and victimisation across all protected characteristics. The Work-related Violence and Aggression Policy:

• Includes a standard sentence reinforcing compliance with the Equality Act and meeting the policy the aims of the Public Sector Equality Duty.
• Has been written to meet legislative requirements, meeting statutory responsibility.
• Aims to eliminate all forms of violence and aggression, regardless of the victim or perpetrator’s age or if they have any disabilities.
• Advocates that the employer must make sure there are procedures and safe systems of work to eliminate or reduce the likelihood of violence and aggression.
• Aims to eliminate all forms of violence and aggression, regardless of the victim’s or perpetrator’s protected characteristic.
• Includes an emphasis on reporting and support thus prevents biased assumptions.
• Includes a requirement to adopt safe systems of work and adjust responses to support inclusion.
• Is supplemented with a risk assessment and information on safe systems of work which can support pregnant employees who may face additional risks.
• Includes clear procedures for reporting threats or assault to protect characteristic specific targeting.

NHSScotland Work-related Violence and Aggression Policy has a positive impact in advancing equality of opportunity across all protected characteristics. The Work-related Violence and Aggression Policy:

• Aims to support the implementation of the Public Sector Equality Duty. It requires public bodies to have due regard to the elimination of unlawful discrimination.
• Advocates a person-centred approach and is supplemented with a risk assessment.
• Advocates that managers must make sure that staff groups and individuals identified as being at risk are given appropriate information, instruction and training.
• Emphasises a positive culture and discourages unacceptable behaviour which can help reduce protected characteristic-based hostility.
• Promotes Occupational Health services which can support employees to remain in work, reduce impact and recover after incidents.
• Advocates safe systems of work for individuals with particular protected characteristics and those who may be more at risk.
• Provides access to support to help employees to remain in work and recover after incidents.

The website scores high on the System Usability Scale (universal usability scoring system). This may particularly support older staff or staff with certain disabilities, advancing equality of opportunity through accessibility. Insights from user testing have been used to improve the experience for all staff. The following may particularly support older staff or staff with certain disabilities, advancing equality of opportunity through accessibility:

• screen can be zoomed beyond 300%
• used an 18px font size as standard, making the starting size for fonts more readable.
• alternative formats page where users can request content in a format that suits their needs.
• a site map, that can help some people find content more easily.
• supporting documents have an HTML version that makes the content more accessible than they would be in PDF or other file formats.
• links all use meaningful text which can be read and understood out of context by screen reader users.
• headings follow a sematic structure allowing screen reader users to easily scan and understand the content structure.
• colour contrast of all text is compliant to WCAG 2.1 Level AA standards.
• meaningful text alternative created for the visual flowcharts. This is linked to before the visual flowcharts to support screen reader users.
• development of a style guide for policy writing which focuses on improving readability for a range of users. For example, by reducing sentence length, best use of grammar and providing meaningful website links to advance equality of opportunity through accessibility.

The NHSScotland Work-related Violence and Aggression Policy has no negative impact in promoting good relations between people who share a protected characteristic and those who do not. The Work-related Violence and Aggression Policy:

• Aims to advance the equality of opportunity and foster good relations between different groups.
• Is open to all employees and managers are encouraged to take a person-centred approach.
• Reduces any protected characteristic-based hostility by promoting a positive culture and discouraging unacceptable behaviour.
• Encourages incident reporting which can reduce stigma for employees who may hesitate to report due to fear.
• Promotes understanding and supportive, inclusive working environments by recognising vulnerability without attributing blame.

The website was developed through extensive user testing and is compliant to Web Content Accessibility Guidelines (WCAG) 2.1 Level AA standard. However, in terms of access to the policy, it was identified that some staff may struggle with technology or do not have access or experience of using IT equipment and could be disadvantaged. This may be more likely in older age groups.

The following actions have been taken to minimise any negative impact:

• Policies and supporting documents have been created as downloadable documents which can be printed and shared in hard copy.
• Upon initiating a workforce policy, managers are required to formally write to the employee informing them of this. Within this they are asked to include a hard copy of the policy, flowchart and any other relevant supporting documents.
• Downloadable copies of the policy and supporting documents include a references section. This details in full any hyperlinks contained within the document to support those accessing hard copies and provide signposting.
• Review of the Standard Sections to consider how we can support staff with additional needs to access policy.
• Inclusion of national level expectation to apply a person-centred and flexible approach to support staff.

Scottish Government will continue to monitor and review this EQIA to ensure ongoing assessment of potential impacts on people with protected characteristics.