Scottish Government core – position on hybrid working Equality Impact Assessment – Results

Screening

Policy Aim

The aim of the policy is to provide clarity on organisational expectations of hybrid working. Prior to the COVID-19 pandemic, Scottish Government civil servants generally worked in Government workspaces with many having the opportunity to do occasional home working. During the pandemic, civil servants who were able to do so worked from home. When Scottish Government buildings re-opened in 2021, hybrid working was introduced on a trial basis to embrace the benefits which people have experienced working from home while retaining benefits gained from being together in a workspace. The policy is intended to provide a model for Scottish Government Directorates, Divisions and teams to continue to operate hybrid working on a long-term basis to meet both personal preference and business need. This will then allow further work on digital, estates and HR policies to be developed to support our future ways of working. It is intended to ensure that all SG staff are as happy and productive in their work environment as possible, and that business need is met.

This in turn should support the delivery of all National Outcomes.

The broad policy direction that has been developed and considered against the EQIA criteria is:

Hybrid working involves Scottish Government civil servants working partly in the workplace, partly from home, and – for some roles – working in communities and with stakeholders. The majority but not all roles are suited to hybrid working. At the same time, the policy will recognise that working from home is not the best option for everyone and, where this is the case, the policy will provide for this. The policy does not cover arrangements where the civil servant's role requires them to work from home and this is their contractual place of work, or arrangements where it may be appropriate for formal homeworking agreements to be in place as part of an adjustment under equality legislation.

The Executive Team’s expectation is that for roles suited to hybrid working, colleagues will combine working from home with presence in a workplace (and for some roles, with stakeholders and in communities) each week. This may vary from week to week depending on business need, recognising that some roles will be more location-specific than others, and that we must adapt expectations to meet the needs of colleagues who should have adjustments in place under equality legislation, or where adaptations are agreed via the Employee Passport process.

Recognising that this will look different for different Directorates, there is no centrally fixed amount of time to be spent in the workplace each week. Directors are expected to agree this locally and while outcomes may be different, we expect a consistent approach to considering the principles together.

Who will it affect?

The policy will affect all staff working for the Scottish Government. It will also indirectly impact on those they live with, in particular their children and others for whom they have caring responsibilities.

What might prevent the desired outcomes being achieved?

The outcomes may not be achieved if the published policy lacks clarity; if it is not consistently applied or if required enforced, or if there is too great or long a gap between our stated hybrid policy and the HR, estates and IT requirements to support it in the longer term. It will also not achieve the required outcomes if staff cannot see the benefits of the policy; or if it has a negative impact on equality and diversity.