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

Sex

Data and evidence gathering, involvement and consultation

Data

NHSScotland Workforce data shows a predominantly female workforce, with 22.9% of the workforce male and 77.1% female (31 March 2023).

Based on data from the Labour Force Survey in December - February 2022 10.7% of all female employees in Scotland are employed in NHSScotland. By contrast, 2.9% of all male employees are employed in NHSScotland.

Females account for 78.8% of people employed in NHSScotland, although this varies between job families: 48.9% of staff in ambulance support services are female compared with 90.0% of staff in nursing and midwifery.

The Labour Force Survey in Dec - Feb 2022 reported that 38.1% of females and 13.7% of males worked part-time. The percentage of staff in the NHSScotland workforce working part-time is slightly higher. Part-time working in NHSScotland varies with age and sex (Figure 4). In general, the percentage of people working part-time in NHSScotland is greater for females than males and increases with age.

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 sex, 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 largest cohort of Nursing staff are within Band 5 which is the lowest banding of the professional groups within the Agenda for Change contract.
• This is likely to have a positive impact given the message from Staff Side members that there are cohorts of Band 5 staff working above their grade.

The process has a neutral impact in promoting good relations among and between men and women.

Reasons for this decision include:

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

Protected Learning Time Impacts

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

• By providing protected learning time women will be more able to access educational opportunities which can improve their working standard.
• The above point helps to narrow the gender pay gap, and advance equality to different groups of women.
• 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 among and between men and women.

Reasons for this decision include:

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

Pay and Reward & Reduced Working Week Impacts

In assessing whether the policy for the working groups impacts on people because of sex, 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 among and between men and women.

Reasons for this decision include:

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