The BSO is required to address the 4 questions below in relation to all its policies.

Transcription

1 Equality and Human Rights Screening Template The BSO is required to address the 4 questions below in relation to all its policies. What is the likely impact on equality of opportunity for those affected by this policy, for each of the Section 75 equality categories? (minor/major/none) Are there opportunities to better promote equality of opportunity for people within the Section 75 equality categories? To what extent is the policy likely to impact on good relations between people of a different religious belief, political opinion or racial group? (minor/major/none) Are there opportunities to better promote good relations between people of a different religious belief, political opinion or racial group? As part of the audit trail documentation needs to be made available for all policies and decisions examined for equality and human rights implications. The screening template is a pro forma to document consideration of each screening question. For information (evidence, data, research etc.) on the Section 75 equality groups see the Equality and Human Rights Information Bank on the BSO website: 4

2 SCREENING TEMPLATE See Guidance tes for further information on the why what when, and who in relation to screening, for background information on the relevant legislation and for help in answering the questions on this template. (1) INFORMATION ABOUT THE POLICY OR DECISION 1.1 Title of policy or decision Business Services Organisation (BSO) Service Offering 2015/16 te: this decision has been screened only at a corporate level and each service area has not completed their own screening as advised by the Equality Unit (BSO). Following advice from the Equality Unit, it is recommended that any future similar corporate documents are screened by each service area and a cumulative effect determined by a nominated corporate representative. 1.2 Description of policy or decision what is it trying to achieve? (aims and objectives) The aim of this document is to articulate the BSO s service offering for 2015/16. This is underpinned by the DHSSPSNI s determination that the BSO has to make cash savings for the 2015/16 financial year. This document therefore indicates how each service area will provide these savings e.g. on goods and services and/or pay, income generation or increases in productivity. how will this be achieved? (key elements) As mentioned above, each service area in the BSO has proposed how much cash savings, income generation and/or increases in productivity will be achieved during the forthcoming 2015/16 financial year. This will be achieved through the introduction of new IT systems, business process reorganisation, reduction in staffing via natural wastage and continuation of the scrutiny of requests for new/replacement positions, extension of contracts and requests for recruitment agency staff by SMT, review of SLA s etc.. The above will require the commitment and innovation from all staff in BSO. what are the key constraints? (for example financial, legislative or other) Some of the key constraints in helping the BSO meet its service offerings are as follows : Legislation: - Introduction of Public Contract Regulations 2015 (PaLs) - Introduction of new reforms (Pensions) Financial: - Funding from HSCB and DHSSPSNI for certain projects (FPS) 5

3 - Upgrade of new software (Pensions) - Review of HSC investment in L&D activities (LC and CEC) - Impact of service offerings from BSO clients that will impact on service currently provided i.e. reduction on SLA costs, reduction on services etc. Others: - Review of SLA obligations e.g. increases in productivity and additional services with the same number of staff (all service areas) - Increase in staff turnover (all areas) - Increase in and retention of skills, knowledge and experience effective workforce planning (all areas) - Increase in productivity (all areas) - New software/it systems (specific areas) - Sickness absence - New business NIFRS (IA and ITS) - Bedding down of new systems in HSC organisations e.g. erec 1.3 Main stakeholders affected (internal and external) For example staff, actual or potential service users, other public sector organisations, voluntary and community groups, trade unions or professional organisations or private sector organisations or others Internally: Service areas - The BSO receives a lot of its income from Service Level Agreements (SLA s) with other HSC organisations. Each of the service areas highlighted in this document have indicated where there may be impacts on staff or impacts on service either via reduction of staffing numbers or increases in productivity resulting in increases in overtime etc., however, service areas have provided assurances that there will be no impact on service users/clients. PaLs: Reduction of 2 x Band 4 s via natural wastage. We are unable to determine any equality impact as we are unaware of who these staff are, however, due to removal of default retirement age, these 2 staff will have a choice as to whether to work on or not. Cost pressures increase in non-stock receipting, new legislation will require greater level of support, reduction in EU threshold will place strain on sourcing resources, new e-tendering tool may result in a drop in productivity in the first instance. FPS: Implementation of new system will result in a workforce structure review to identify where efficiencies can be achieved. We are unable to comment on any impact on equality categories at this stage due to the early stages of this new system. Suppression of a Band 3 post replacing it with agency staff. 6

4 Legal: Increase in demand for services of 2% by increasing productivity levels across its workforce. All staff in the BSO will be affected in some way with some having to learn new software systems, new processes of working, new skills and knowledge in order to meet the current demand and potential future demand from the BSO s current customer base and any additional customers. The BSO will have in place appropriate policies to deal with any impact on staff due to the implementation of this document. Managers of all levels within the BSO will need to ensure staff have the appropriate skills, knowledge, learning and development to help them work new systems and processes, manage current and increasing customer demand whilst maintaining and improving upon customer satisfaction levels. There will be an onus on managers to manage absence, manage their employees time to ensure that there is no impact on employees mental or physical health. Whilst this document provides assurances that there will be no loss in productivity etc., the BSO will need to ensure that customer satisfaction levels are maintained and exceeded where possible. Where business areas have potentially identified an impact on productivity and customers due to legislation etc., decisions have been made to carefully consider if any service offerings can be made within that service area. These have been highlighted in the document. Trade Unions whilst trade unions won t be impacted upon themselves, the BSO will ensure that communications are maintained and the trade unions are involved where appropriate. The BSO HR department will be impacted upon to assist those service areas in BSO with the implementation of their service offerings and any potential impact, particularly where it affects staff e.g. staff reductions, health and well-being, workforce planning and learning and development. Externally: PaLs Logistics have indicated that in order to drive through some of their efficiency improvements, there will be associated impacts as follows: A cap on activity to be introduced which will result in the introduction of hard charging for emergency and out of hours requests. It is anticipated that the introduction of this charge will encourage customers to order on time. automatic liability would be accepted for minor discrepancies. It is anticipated that the introduction of these steps will have a general negative impact on customer relationships and perceptions, however, none of the equality areas should be impacted upon. PaLs Procurement: Capping of tender activity at a monthly level. FPS Reduction in off-site storage costs with supplier. ORECNI Reduction in rent to supplier for office and franking machine. Internal Audit - Providing cash savings from its operating budget will impact on its ability to buy-in specialist IT audit skills and deliver technical IT audits and it s ability to buy-in audit days to substitute for any staff shortages that may occur. This could affect IA s ability to fully deliver SLA days to clients. 7

5 1.4 Other policies or decisions with a bearing on this policy or decision what are they? - Attendance management policy who owns them? - BSO 8

6 (2) CONSIDERATION OF EQUALITY AND GOOD RELATIONS ISSUES AND EVIDENCE USED 2.1 Data gathering What information did you use to inform this equality screening? For example previous consultations, statistics, research, Equality Impact Assessments (EQIAs), complaints. Provide details of how you involved stakeholders, views of colleagues, service users, staff side or other stakeholders. 2.2 Quantitative Data Statistics: Organisational wide equality data Equality data for Shared Services temporary staff Who is affected by the policy or decision? Please provide a statistical profile. te if policy affects both staff and service users, please provide profile for both. Also give consideration to multiple identities. In the table below, we have included the overall workforce statistics for each equality category, however, we have implemented in each equality category a table which refers to shared services temporary staff Category Gender What is the makeup of the affected group? ( %) Are there any issues or problems? For example, a lower uptake that needs to be addressed or greater involvement of a particular group? Female 57.73% Male 42.27% Female 64.62% Male 35.38% 9

7 Age >= % % % % % % % % % % % % % % % % % % % 10

8 Religion Row Labels Employee Neither 1.88% t assigned 15.77% Perceived Neither 0.15% Perceived 2.70% Protestant Perceived Roman 1.95% Cath Protestant 33.18% Roman Catholic 44.37% Neither 3.08% t assigned 83.08% Protestant 4.62% Roman Catholic 9.23% Political Opinion Broadly Nationalist 1.50% Broadly Unionist 1.28% I do not wish to ans 2.03% t assigned 93.17% Other 2.03% Broadly Nationalist 3.08% t assigned 96.92% 11

9 Marital Status Divorced 1.80% Married/CP 50.08% Other 0.83% Separated 1.13% Single 29.13% Unknown 16.14% Widow/R 0.90% Mar/CP 24.62% Other 1.54% Single 29.23% Unknwn 44.62% Dependent Status 3.53% t Assigned 90.99% Yes 5.48% t Assigned 96.92% Yes 3.08% 12

10 Disability 68.39% t assigned 31.01% Yes 0.60% 10.77% t assigned 89.23% Ethnicity Indian 0.08% t assigned 76.58% White 23.35% t assigned 95.38% White 4.62% Sexual Orientation I do not wish to ans 0.53% t assigned 92.72% Opposite sex 6.23% Same sex 0.53% t assigned 96.92% Opposite sex 3.08% 13

11 2.3 Qualitative Data What are the different needs, experiences and priorities of each of the categories in relation to this policy or decision and what equality issues emerge from this? te if policy affects both staff and service users, please discuss issues for both. Also give consideration to multiple identities (such as single parents for example). As mentioned previously, whilst service areas have indicated that there will be some impact on staffing levels, which may be reduced via natural wastage, reduction in recruitment agency staff and ending of fixed term/temporary contracts, it is envisaged that the following equality categories will/will not be impacted upon. 14

12 Category Gender Needs and Experiences The impact on the reduction of staff in this service area for those staff on temporary/fixed term contracts will result in more females exiting the BSO than males. The Service Offering could potentially have negative implications on female employees. However, female employees have not expressed concern that they have felt disadvantaged. A requested increase in productivity may negatively impact on female employees who more frequently request flexible working or require special leave. Requests for flexible working may be increasingly turned down as the organisation seeks to meet its increasing obligations with the same level of resources. We have no evidence that this is the case, however, this will be kept under review. Age Over 78% of those temporary staff in shared services are under the age of 44. The Service Offering could potentially have negative implications on staff under the age of 44. However, these employees have not expressed concern that they have felt disadvantaged. Religion Political Opinion Marital Status Dependent Status Disability There is no major impact on community background. There is no major impact on political opinion There is no major impact on marital status. There is no major impact on dependent status. A requested increase in productivity may negatively impact on employees who have caring responsibilities. Requests for flexible working may be increasingly turned down as the organisation seeks to meet its increasing obligations with the same level of resources. We have no evidence that this is the case, however, this will be kept under review. There is no major impact on disability. A requested increase in productivity may negatively impact on employee who have a disability. The organisation will continue to meet its obligations under the DDA legislation and line managers will be encouraged to be mindful of staff with disabilities when increasing productivity. Employees with a disability have a responsibility to notify their line manager if any reasonable adjustments are required. Ethnicity Sexual Orientation There is no major impact on ethnicity. There is no major impact on sexual orientation. 15

13 2.4 Making Changes Based on the equality issues you identified in 2.2 and 2.3, what changes did you make or do you intend to make in relation to the policy or decision in order to promote equality of opportunity? In developing the policy or decision what did you do or change to address the equality issues you identified? What do you intend to do in future to address the equality issues you identified? HR will continue to provide advice to managers and employees on equality issues (having sought advice from Equality Unit where applicable) 2.5 Good Relations What changes to the policy or decision if any or what additional measures would you suggest to ensure that it promotes good relations? (refer to guidance notes for guidance on impact) Group Impact Suggestions Religion Political Opinion Ethnicity ne ne ne 16

14 (3) SHOULD THE POLICY OR DECISION BE SUBJECT TO A FULL EQUALITY IMPACT ASSESSMENT? A full equality impact assessment (EQIA) is usually confined to those policies or decisions considered to have major implications for equality of opportunity How would you categorise the impacts of this decision or policy? (refer to guidance notes for guidance on impact) Please tick: Major impact Do you consider that this policy or decision needs to be subjected to a full equality impact assessment? Please tick: Minor impact X Yes further impact Please give reasons for your decisions. The quantitative and qualitative data shows that there are no issues of major concerns raised in this BSO Service Offering 17

15 (4) CONSIDERATION OF DISABILITY DUTIES 4.1 In what ways does the policy or decision encourage disabled people to participate in public life and what else could you do to do so? How does the policy or decision currently encourage disabled people to participate in public life? All leave types and flexible working arrangements are available to those with disabilities. Staff with disabilities are encouraged to apply for special leave and flexible working arrangements and this encourages participation in public life whilst promoting positive attitudes towards disabled people. What else could you do to encourage disabled people to participate in public life? Continue to promote the benefits of flexible working for all staff including those with disabilities. Place policies on the internet so that prospective employees can see the entitlements. 4.2 In what ways does the policy or decision promote positive attitudes towards disabled people and what else could you do to do so? How does the policy or decision currently promote positive attitudes towards disabled people? What else could you do to promote positive attitudes towards disabled people? The options available help to enable some disabled staff to remain in work and this helps to encourage positive attitudes towards this group. (5) CONSIDERATION OF HUMAN RIGHTS 5.1 Does the policy or decision affect anyone s Human Rights? Complete for each of the articles ARTICLE Article 2 Right to life Article 3 Right to freedom from torture, inhuman or degrading treatment or punishment Article 4 Right to freedom from slavery, servitude & forced or compulsory labour Article 5 Right to liberty & security of person Article 6 Right to a fair & public trial within a reasonable time Article 7 Right to freedom from retrospective criminal law & Yes/ 18

16 no punishment without law Article 8 Right to respect for private & family life, home and correspondence. Article 9 Right to freedom of thought, conscience & religion Article 10 Right to freedom of expression Article 11 Right to freedom of assembly & association Article 12 Right to marry & found a family Article 14 Prohibition of discrimination in the enjoyment of the convention rights 1 st protocol Article 1 Right to a peaceful enjoyment of possessions & protection of property 1 st protocol Article 2 Right of access to education If you have answered no to all of the above please move on to Question 6 on monitoring 5.2 If you have answered yes to any of the Articles in 5.1, does the policy or decision interfere with any of these rights? If so, what is the interference and who does it impact upon? List the Article Number Interfered with? Yes/ What is the interference and who does it impact upon? Does this raise legal issues?* Yes/ * It is important to speak to your line manager on this and if necessary seek legal opinion to clarify this 5.3 Outline any actions which could be taken to promote or raise awareness of human rights or to ensure compliance with the legislation in relation to the policy or decision. (6) MONITORING 6.1 What data will you collect in the future in order to monitor the effect of the policy or decision on any of the categories (for equality of opportunity and good relations, disability duties and human rights)? Equality & Good Relations Disability Duties Human Rights S75 data for all staff S75 data for all staff S75 data for all staff We will continue to collect data via HRPTS We will continue to collect data via HRPTS We will continue to collect data via HRPTS 19

17 Approved Lead Officer: Position: Hugh McPoland Director of HRCS Date: Policy/Decision Screened by: Patrick Hanna & Tracey Adams If you require this document in an alternative format (such as large print, Braille, disk, audio file, audio cassette, Easy Read or in minority languages to meet the needs of those not fluent in English) please contact the Equality Unit: 2 Franklin Street; Belfast; BT2 8DQ; Equality.Unit@hscni.net; phone: (for Text Relay prefix with 18001); 20