Review of Agenda for Change in NHS Scotland – Equality Impact Assessment
This EQIA has been prepared for the Review of Agenda for Change (AfC). As part of the 2023/24 pay deal, Scottish Government committed to a review of AfC. The review was conducted in collaboration with Scottish Government, Health Trade Unions (Staff Side) and NHSScotland Employers.
Religion or belief
Data and evidence gathering, involvement and consultation
Data
Scottish Household survey 2019 shows that 56% of participants of all household did not identify with a religious or ethnic belonging, 20% identified as Church of Scotland, 13% as Roman Catholic, 8% and other Christian, 3% as another religion.
| 2019 | |
|---|---|
| None | 56 |
| Church of Scotland | 20 |
| Roman Catholic | 13 |
| Other Christian | 8 |
| Another religion | 3 |
| All | 100 |
| Base | 9780 |
Data Source: SHS Data Explorer (shinyapps.io) Scottish Households Survey Data
NHSScotland Workforce data shows that as of 31 March 2023 0.1% of staff declared their religion or belief as Jewish, 0.1% as Sikh, 0.3% as Buddhist, 0.6% as Hindu, 1.1% as Muslim, 2.0% as Other, 6.9% as Christian – Other, 10.9% as Christian – Roman Catholic, 15.2% as Christian – Church of Scotland, 32.1% as No Religion, 20.7% as Not Known and 10.1% declined to declare a religion or belief.
| 2023 | 2022 | 2021 | |
|---|---|---|---|
| Not Known | 20.7 | 24.3 | 25.5 |
| Buddhist | 0.3 | 0.3 | 0.2 |
| Christian - Church Of Scotland | 15.2 | 14.9 | 15.5 |
| Hindu | 0.6 | 0.6 | 0.5 |
| Jewish | 0.1 | 0.1 | 0.1 |
| Muslim | 1.1 | 1.0 | 0.9 |
| Christian - Roman Catholic | 10.9 | 10.5 | 10.3 |
| Sikh | 0.1 | 0.1 | 0.1 |
| Christian - Other | 6.9 | 6.5 | 6.2 |
| Other | 2.0 | 1.9 | 2.1 |
| No Religion | 32.1 | 30.0 | 28.2 |
| Declined | 10.1 | 9.8 | 10.4 |
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 or Process Development Considerations
The Working Groups considered the data and reflected that the 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 religion or belief, 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.
Data and evidence gathering, involvement and consultation
Data
The Scottish Household Survey shows that 36% of participants of adults were single, never been married/in civil partnership, 48% were married / civil partnership, 9% divorced / separated, 7% Widowed / bereaved civil partner in 2019.
NHSScotland workforce data pertaining to Marriage and Civil Partnership status was not available for this EQIA.
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 or Process Development Considerations
The Working Groups considered the data and recognise that evidence indicates a link between marital status 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 marriage or civil partnership status, 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.