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.
Sexual Orientation
Data and evidence gathering, involvement and consultation
Data
Scottish Household Survey 2019, shows that 97% of adults surveyed declared their sexual orientation as Heterosexual.
| Sexual orientation | 2019 |
|---|---|
| Heterosexual/Straight | 97 |
| Gay/Lesbian | 2 |
| Bisexual | 0 |
| Other | 0 |
| Refused | 0 |
| All | 100 |
| Base | 9780 |
Data Source: SHS Data Explorer (shinyapps.io) Scottish Households Survey Data.
NHSScotland Workforce data shows that 0.3% of employees declared their sexual orientation as other, 1.5% declared gay / lesbian, 1.0% of staff declared bisexual, and 64.1% heterosexual. NHSScotland Workforce data pertaining to the protected characteristics is based on self-reporting by staff in NHSScotland. As such we are aware that there may be under reporting.
| 31-Mar-23 | 31-Mar-22 | 31-Mar-21 | |
|---|---|---|---|
| Not Known | 21.4 | 24.9 | 26.3 |
| Bisexual | 1.0 | 0.9 | 0.7 |
| Gay | 0.8 | ||
| Heterosexual | 64.1 | 60.8 | 58.7 |
| Lesbian | 0.4 | ||
| Gay / Lesbian 1 | 1.5 | 1.4 | |
| Other | 0.3 | 0.3 | 0.2 |
| Declined | 11.7 | 11.7 | 12.7 |
1 In July 2021, the Sexual Orientation categories were updated across systems for consistency. The "Gay" and "Lesbian" categories for Sexual Orientation were replaced with a single category, "Gay/Lesbian".
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, Protected Learning Time, Pay and Reward & Reduced Working Week Impacts
In assessing whether the policy impacts on people because of sexual orientation, 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.