Review of Agenda for Change in NHS Scotland – Equality Impact Assessment

Race

Data and evidence gathering, involvement and consultation

Data

Data regarding the protected characteristic of Race was not available for this EQIA, data regarding ethnicity has been used where this was available.

The Scottish Household Survey 2019 shows that 89% of households who declared their ethnicity were White Scottish / British.

Data Source: SHS Data Explorer (shinyapps.io) Scottish Households Survey Data

Scotland's Labour Market - Monthly Briefing – August 2022 indicates a 12% pt gap in employment between white and minority ethnic groups. Data indicates that the ethnicity employment rate gap is higher in females (22% pt) from a minority ethnic group compared to males (0.5% pt).

The purpose of the Review of Agenda for Change is to ensure all staff will benefit equally with the Reduction in the Working Week being the only area with policy reform. The Reduction in the Working Week provides a proportionate percentage uplift for all staff equally and an opportunity for NHS Boards to modernise how staff are rostered and work, ensuring that NHSScotland is a leader in flexible and family friendly working practices, and that it remains an employer of choice for health care staff.

Table 7: Employment rates and level of the population aged 16-64 by ethnicity and sex, Scotland, Apr 2011-Mar 2012 to Apr 2021-Mar 2022

Source: Annual Population Survey, ONS (Apr-Mar datasets)

Data Source: Labour market statistics - gov.scot (www.gov.scot)

Data on Race of the NHSScotland Workforce is not available, data on ethnicity is collected where this is declared by the employee.

As of 31 March 2023, NHSScotland Workforce data shows that 0.1% declared their ethnicity as Caribbean or Black – other, 0.1% as Caribbean or Black – Black, 0.2% as African – other, 0.3% as White – Polish, 0.4% as Asian – Chinese, 0.3% as Other ethnic group – Other, 0.6% as Asian – Pakistani, 0.6% as African – African, 0.7% as Asian – other, 1.2% as Asian – Indian, 1.3% as White – Irish, 3.5% as White – other, 9.2% as White - other British, 57.0% as White – Scottish and 8.5% declined to declare an ethnicity.

Data Source: Publications | Turas Data Intelligence (nhs.scot) We have used workforce data collected from the Scottish Workforce Information Standard System (SWISS) for information on the numbers and breakdown of the workforce by protected characteristic.

Assessing the impacts and identifying opportunities to promote equality

Policy Officials have assessed the data and as per the Heads of Agreement, have ensured that any policy or process changes would not incur any financial detriment to staff. If any proposed changes were to impact an individual, they would remain protected through the Equal Pay Act 1970 (legislation.gov.uk).

Policy and Process Development Considerations

Evidence indicates a link between ethnicity, religion and belief and socio-economic status. This is considered under the Fairer Duty Scotland Assessment.

Review of Band 5 Job Profiles, Protected Learning Time, Pay and Reward & Reduced Working Week Impacts

In assessing whether the policy impacts on people because of race, it was determined that:

The process has a positive impact in eliminating unlawful discrimination, harassment and victimisation.

Reasons for this decision include:

• The policy has been written to meet legislative requirements, meeting statutory responsibility.

The process has a positive impact in advancing equality of opportunity.

Reasons for this decision include:

• A person-centred approach is promoted in the application of all NHSScotland Workforce policies, this is demonstrated across the policy and supporting documents.

The process has a neutral impact in promoting good relations.

Reasons for this decision include:

• The policy is open to all employees and Employers are encouraged to take a person-centred approach.