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

Age

Data and evidence gathering, involvement and consultation

Data

NHSScotland Workforce data shows that the median age of the workforce is 44 years of age (31 March 2023). The age distribution varies across Job Families. For example, on 31 March 2023 11.5% of medical and dental staff were aged 55 and over compared with 20.7% of nursing and midwifery staff and 44.3% of staff working in support services. Evidence indicates a link between age and socio-economic status.

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 or Process Development Considerations

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).

Review of Band 5 Job Profiles Impacts

In assessing whether the policy impacts on people because of their age, 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:

• The Review of Band 5 Job Profiles will include all eligible Band 5 Agenda for Change employees.
• 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 positive impact in promoting good relations among and between different age groups.

Reasons for this decision include:

• This policy focuses on individual experience and is qualifications based rather than time served.

Protected Learning Time Impacts

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

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

Reasons for this decision include:

• By highlighting that Protected Learning Time may be requested at any age during someone’s career.
• The inclusion of a standard sentence in scope section of policy reinforcing compliance with equality act and linked to appropriate standard section.
• Additionally, 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:

• The Protected Learning Time policy is open to all Agenda for Change employees. It enables them to have dedicated learning time, that will support them in their current roles while providing opportunities for advancement.
• 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 positive impact in promoting good relations among and between different age groups.

Reasons for this decision include:

• The policy is open to all employees and Employers are encouraged to take a person-centred approach.
• By highlighting that Protected Learning Time may be requested at any age during someone’s career.

Pay and Reward Impacts

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

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

Reasons for this decision include:

• The current AfC pay spine was established in accordance with the Equality Act 2010 that legally protects people from discrimination in the workplace and in wider society and the Equality and Human Rights Commission (EHRC) statutory code of practice on equal pay.

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.
• Clear progression structures are outlined Agenda for Change Terms and Conditions Handbook where all staff are treated the same regardless of age.

The process has a positive impact in promoting good relations among and between different age groups.

Reasons for this decision include:

• There is evidence that similar changes in other public sector organisations had positive impacts for eliminating discrimination and advancing equality and there will be evidence of this on the Equality Evidence finder. Scottish Government recently made similar changes and there was little evidence of resentment amongst older/mover experienced staff members.
• Messaging will be important to demonstrate how these changes will have a positive impact in relation to equality. It will also hopefully have a positive impact for staff recruitment and retention as people are more likely to be attracted to the sector and stay in the sector if the Pay & Reward is attractive. The opportunity to progress to maximum salary quickly/shorter period is an attractive consideration for people/staff.

Reduced Working Week Impacts

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

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

Reasons for this decision include:

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

The policy 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 policy has a positive impact in promoting good relations among and between different age groups.

Reasons for this decision include:

• The policy applies to all Agenda for Change staff and Employers are encouraged to take a person-centred approach.