Equality and Human Rights Screening Template

Transcription

1 Equality and Human Rights Screening Template The BSO is required to address the 4 questions below in relation to all its policies. It should be noted that this screening has been conducted in collaboration with and on behalf of those Trusts which are preparing to move to Single Pay Frequency. 1

2 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. 2

3 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 Moving weekly/fortnightly paid staff to monthly paid. 1.2 Description of policy or decision what is it trying to achieve? (aims and objectives) Following the implementation of payroll shared services, there are a number of HSC staff on various pay frequencies i.e. weekly, fortnightly and monthly and this includes individuals who hold multiple contracts within the HSC Organisation. The aim of this decision is to have one pay frequency for all HSC staff which will endeavour to reduce the amount of payroll activity on a monthly basis and to get to the anticipated benefits of the HRPTS System as identified at the beginning of the BSTP programme. This will help deliver further savings which can be diverted back into front line care. how will this be achieved? (key elements) Those staff, who hold a permanent or temporary contract, on weekly/fortnightly pay cycle will be transferred to a monthly pay cycle. HSC Organisations who employ staff in this situation will be conducting further consultation with both staff and their trade union representatives in regard to the detail of implementation. Arrangements will be put in place with those affected to ensure no employee suffers any detriment or hardship and to enable a smooth transition to the new pay cycle. what are the key constraints? (for example financial, legislative or other) As mentioned above, there may be some financial constraints around moving to a single pay frequency, however, HSC will ensure that no detriment/hardship is experienced by any employee moving to a single pay frequency by providing advance payments on request which can be paid back over a period of time 4

4 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 The main stakeholders affected are those on weekly/fortnightly pay cycles. 1.4 Other policies or decisions with a bearing on this policy or decision what are they? who owns them? 5

5 (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. Following a period of regional engagement with the Trade Unions in relation to single pay frequency, the BSO received screening data from each of the HSC Trusts Equality Units who provided a breakdown of those affected by the implementation of single pay frequency by S75 categories. It should be noted that there has been no local stakeholder engagement in regard to this matter. Please also note that the Western HSC Trust is not included in this as they have moved all their weekly/fortnightly paid staff to a monthly payroll cycle prior to the implementation of HRPTS system. 6

6 2.2 Quantitative Data 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. 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? Please note that the % figures given below are a % of the employees affected and not a % of the overall workforce. SHSCT BHSCT NHSCT SEHSCT Total Male 19.2% 38.04% 18.1% 36.57% 27.5% Female 80.8% 61.96% 81.9% 63.43% 72.5% Age SHSCT BHSCT NHSCT SEHSCT Total % 4.63% 3.7% 2.68% 3.86% % 15.88% 16.0% 15.34% 15.73% % 18.42% 19.1% 16.64% 17.62% % 35.11% 30.3% 29.81% 32% % 21.93% 26.0% 27.47% 25.64% 65+ 8% 4.02% 4.9% 8.06% 5.15% Religion SHSCT BHSCT NHSCT SEHSCT Total NK/Other 5.9% 4.18% 8.3% 10.92% 6.8% Prot 36.3% 43.02% 57.1% 67.16% 50.2% Political Opinion Marital Status Dependent Status R Catholic 57.8% 52.80% 34.6% 21.92% 43% SHSCT BHSCT NHSCT SEHSCT Total Nationalist 6.1% 5.69% 4.1% 2.25% 4.74% Unionist 6.9% 7.72% 13.2% 15.34% 10.57% Do not wish to answer 16.1% 19.39% 21.7% 14.73% 19.10% t known 67.9% 63.41% 54.0% 63.86% 60.74% Other 2.9% 3.79% 7.0% 3.82% 4.85% SHSCT BHSCT NHSCT SEHSCT Total Married/CP 64.1% 47.11% 64.7% 59.19% 57.85% Single 25.8% 41.19% 26.7% 32.93% 32.33% NK 7% 6.95% 0.00% 3.21% 3.93% Other 3.1% 4.76% 8.6% 4.67% 5.89% SHSCT BHSCT NHSCT SEHSCT Total Yes 16.6% 13.63% 22.8% 19.40% 18.20% 12.9% 18.17% 23.7% 18.20% 19.35% t Known/ Other 70.5% 68.20% 53.5% 62.40% 62.45% Disability SHSCT BHSCT NHSCT SEHSCT Total Yes 1.6% 1.51% 22.8% 3.12% 9.52% 65.7% 52.89% 23.7% 34.48% 41.93% t Known 32.7% 45.59% 53.5% 62.40% 48.55% 7

7 Ethnicity SHSCT BHSCT NHSCT SEHSCT Total White 72.6% 71.70% 78.2% 43.59% 70.76% BME 0.7% 2.25% 2.1% 1.68% t Known 26.7% 26.05% 19.6% 55.11% 27.56% Sexual Orientation SHSCT BHSCT NHSCT SEHSCT Total Opposite Sex29.1% 29.81% 42.1% 33.54% 34.66% Both Sexes 0.00% 0.16% 0.3% 0.17% 0.19% Same Sex 0.1% 0.68% 0.6% 0.61% 0.55% Do not wish to answer 2.9% 6.14% 4.3% 2.34% 4.46% t known 67.9% 63.22% 52.7% 63.34% 60.14% 8

8 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). 9

9 Category Gender Age Needs and Experiences Moving to a single pay frequency may have an impact more on females as males. There may be further transitionery impact for females as they may have more issues regarding regular payment for general utilities, childcare etc. There may be a need to help staff avoid late payment charges and hardship i.e. if they have Direct Debits/Standing Orders in place and no funds to cover these payments. This proposal may impact on lower paid workers initially but not exclusively - (especially women with dependants single parents more so) some of whom may be dependent on other funding streams/benefits to manage their finances. There are a higher proportion of older people (aged 45 and over) in the affected group than in each of the Trusts individual workforces. There are a higher proportion of people in age group in the affected group in two of the Trusts individual workforce; however, this is only by a very small %. There is potential for an adverse impact on both of these groups as it may be considered that older and younger people may have more difficultly adapting to monthly salary payments. Religion Political Opinion Marital Status There is no evidence that staff moving to a single pay frequency would have a particular needs based on this category. There is no evidence that staff moving to a single pay frequency would have particular needs based on this category. There is a lower proportion of married people in this category than in each of the Trusts overall workforce. However, there are three (BHSCT, SEHSCT & NHSCT) of the four Trusts where those in the single category of marital status are higher than their respective overall Trust workforce. The proposal may have a higher impact on individuals in single households. Some individuals may find it difficult to adjust to, plan and manage major household finances on a monthly basis. The transition may potentially be more difficult for weekly paid staff than for those staff who are paid on a fortnightly basis. 10

10 Dependent Status There does not seem to be any area within caring responsibility that is higher than their respective overall Trust workforce, However, there is a potential for a negative impact on those who pay for caring provisions on a weekly basis. Disability There is a higher proportion of staff with a disability in the NHSCT and the SEHSCT than their respective overall disabled workforce. There is a potential adverse impact where payment for caring provision, support mechanisms, utilities etc. is required on a weekly basis. Depending on the nature of the disabilities of those affected, there may be a need for advocacy services in negotiating changes to payment arrangements for caring provisions, linking in with financial institutions to manage direct debits, standing orders etc.. Likewise, staff that have a learning disability may need additional support in managing their budget differently. Ethnicity Sexual Orientation There is no evidence that staff moving to a single pay frequency would have particular needs based on this category. There is no evidence that staff moving to a single pay frequency would have particular needs based on this category. 11

11 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? thing planned as yet. What do you intend to do in future to address the equality issues you identified? In preparation of the implementation of single pay frequency, the Regional Terms & Conditions Assistant Director Network had ensured that any lessons learnt from the implementation of single pay frequency in the Western Health & Social Care Trust would be incorporated into locally developed communication/implementation plans. Each Trust s HR Directorate, in conjunction with Payroll Shared Services, will continue to offer advice and guidance to those affected by this proposal in order to reduce or negate any negative impact this may have. To mitigate against staff potentially suffering any financial difficulties, Trusts will consult locally. Information sessions will be arranged for those affected and will include collating concerns and development of localised action plans for addressing. The offer of clinics with providers such as Citizens Advice Bureau on how to manage personal finances and budgets. Collaboration via the Human Resources Assistant Director Network will also aim to ensure consistency/consensus on actions to 12

12 be taken are reached. It is suggested that those affected staff could request a bridging arrangement prior to their penultimate current pay frequency. Any advance would be paid back through deduction over a repayment period no longer than 12 months. Consideration of a reasonable period of notice before implementation will be agreed, hopefully similar to the notice period provided by the Western Health & Social Care Trust. 2.4 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 13

13 (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 Yes further impact Please give reasons for your decisions. The quantitative and qualitative data shows that there are no issues of major concerns raised. It is envisaged that those categories affected will be offered the appropriate support by each individual Trust along with payroll shared services. All staff will be treated equally in terms of their pay date, frequency and method of payment. It is anticipated that those affected by moving to single pay frequency will be provided with the appropriate support to assist them in a smooth transition to single pay frequency along with appropriate contact information relating to payroll shared services and HR Departments. 14

14 (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? What else could you do to encourage disabled people to participate in public life? 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? 15

15 (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 & 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 Yes/ 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 16

16 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. 17

17 (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 S75 data for all staff HSC Trusts will continue to collect data via HRPTS Disability Duties S75 data for all staff HSC Trusts will continue to collect data via HRPTS Human Rights S75 data for all staff HSC Trusts will continue to collect data via HRPTS Approved Lead Officer: Position: Hugh McPoland Director of HRCS Date: 24/02/2016 Policy/Decision Screened by: Paddy Hanna Any request for the document in another format or language will be considered. Please contact the Equality Unit: 2 Franklin Street; Belfast; BT2 8DQ; Anne.Basten@hscni.net or Matthew.McDermott@hscni.net; Phone: /