Equality, Good Relations and Human Rights Screening Template

Transcription

1 Equality, Good Relations and Human Rights Screening Template Title: The introduction of new shift patterns within BCH Security Department (18 week rotating pattern) ***Completed Screening Templates are public documents and will be posted on the Trust s website*** See Guidance Notes for further background information on the relevant legislation and for help in answering the questions on this template (follow the links).

2 (1) Information about the Policy/Proposal (1.1) Name of the policy/proposal The introduction of new shift patterns within BCH Security Department. (1.2) Is this a new, existing or revised policy/proposal? New (1.3) What is it trying to achieve (intended aims/outcomes)? The security service is currently under review Trust-wide to ensure efficiency and effectiveness to meet service needs. With the change in activity on the BCH site (temporary closure of the ED and closure of Windsor House) the staffing levels need to be reviewed to meet the current requirements of the service but also be flexible in terms of shift working to meet any future security requirements on the site. In addition, an investigation into allegations of racism and sectarianism within the BCH Security Department a recommended a review of the working patterns in BCH. The new working pattern will aim to achieve better integration of staff and promote good relations. (1.4) How will the proposal be implemented? Various options were considered and consulted upon. An equality appraisal was carried out on the 3 final options for consideration. The 18 week option was decided upon to offer maximum flexibility to meet future changes. It will also maximise integration of staff across the department and provide opportunity of access to patterns attracting enhanced rates of pay. The 18 week option will involve rotations of staff across early, late and night shifts as per the attached rota. The new pattern will be implemented following one to one meetings with all staff and opportunities for redeployment explored. 2

3 (1.5) Are there any Section 75 categories (see list in 2.1) which might be expected to benefit from the intended policy/proposal? The new pattern will aim to address issues identified following an investigation into allegations of racism and sectarianism within the department. (1.6) Who owns and who implements the policy/proposal? Belfast HSC Trust Security Department (1.7) Are there any factors that could contribute to/detract from the intended aim/outcome of the policy/proposal/decision? (Financial, legislative or other constraints?) No (1.8) Who are the internal and external stakeholders (actual or potential) that the policy/proposal/decision could impact upon? (staff, service users, other public sector organisations, trade unions, professional bodies, independent sector, voluntary and community groups etc). Belfast Trust security staff and trade unions (1.9) Other policies/strategies/information with a bearing on this policy/proposal (for example internal or regional policies) - what are they and who owns them? Belfast Trust Security Review 2013 Harmonious Working Environment Policy and Trust Good Relations Strategy 3

4 (2) Available Evidence / Needs, Experiences and Priorities (2.1) Taking into account the information above what are the different needs, experiences and priorities of each of the Section 75 categories for both service users and staff. Please note there are separate tables for Service Users and staff. Service Users This review as part of the wider Security Services review across the Trust aims to ensure an effective and efficient security service to all service users and staff through adherence to the following key principles: To Deter - Criminal activities where possible by putting in place essential security control systems and other counter measures. To Deny - The criminal opportunity, not only through physical barriers, but by putting in place effective systems of loss prevention and property control. To Detect - The criminal act. The earlier the criminal act is detected and reported the greater the chances of preventing the offenders getting away. Raised awareness of security at all levels will both detect and reduce the risk of crime. To Respond - Effectively to security issues and problems, with workable counter-measures. To Review - The strategy periodically, also after counter measures have been put in place, to evaluate their effectiveness. To Liaise - With the local police and the relevant agencies to achieve partnership working towards a safe and secure environment. There will be no impact on the service provided. 4

5 Staff The service is currently provided by 18 male staff, 7 of whom currently work nights only. The remaining 11 staff work on one of 2 day shifts. A quantitative breakdown is not provided due to the small number of staff. Category Staff Trust Affected staff Needs Experience, priorities Female 79% A significantly higher proportion of Gender men than in the Trust overall Male 21% workforce. <25 4% % Broadly reflective of Trust age profile. Age % % % Protestant 45% Religion Roman Catholic 50% Broadly reflective of Trust profile. Not known/other 5% Broadly Unionist 7% Broadly Political Nationalist 6% Limited data to compare. Opinion Other 7% No answer 25% Unknown 55% Single 38% Higher proportion of married status. Married 57% Marital Status Other 3% Not known 2% 5

6 Caring Responsibilities For an adult 2% Equality monitoring data in line with For a child 18% overall Trust profile however For a disabled consultations with staff identified 1% person higher levels of staff with caring responsibilities. None 19% Not known 60% Disability Yes 2% Equality monitoring data broadly No 66% reflective of Trust profile. The Trust is committed to ensuring that reasonable adjustments will be facilitated according to any individual needs Not known 32% identified in accordance with the Trust s Framework on the Employment of People with Disabilities. Ethnicity Sexual Orientation (towards people of the) White 78% Black/Minority 2% Ethnic 20% Not known Opposite sex 36% Same sex/same and Opposite 1% sex Do not wish to 63% answer/not known Higher proportion of Black/Minority ethnic staff than overall Trust profile. Limited data to compare however there is no indication of different needs in relation to sexual orientation 6

7 (2.2) Provide details of how you have involved stakeholders, views of colleagues, service users and staff etc when screening this policy/proposal. - Staff involvement in investigation and communication of the resulting recommendations - Details of consultations with TU s and staff on possible working patterns - Series of meetings held with staff to consider impact of new working arrangement - Development of a range of redeployment options available to staff unable to undertake new pattern 7

8 (3) Screening Questions You now have to assess whether the impact of the policy/proposal is major, minor or none. You will need to make an informed judgement based on the information you have gathered. Staff (3.1)What is the likely impact of equality of opportunity for those affected by this policy/proposal, for each of the Section 75 equality categories? Section 75 Category Details of policy/proposal impact Level of impact? Minor/major /none (3.2) Are there opportunities to better promote equality of opportunity for people within Section 75 equality categories? If yes, provide details. If no, provide reasons. No Gender A higher proportion of staff are male. None Age Broadly reflective of the Trust None No. There is no indication that staff have as a whole. different needs because of their age. Religion The religious balance reflects None The proposal has been developed to the Trust as a whole. maximise opportunities for integration and enhance working relationships across all staff. Political Opinion Limited data available. None No Marital Status A higher proportion of staff are None No married. Dependent Status For some staff the fact that they have to rotate on 3 shifts may make it more difficult to Minor Some staff indicated that their caring responsibilities may make it difficult to undertake some shifts. Redeployment 8

9 carry out their caring responsibilities. opportunities for staff to retain current working arrangements will be provided. Disability None of the staff have indicated that they are None Appropriate reasonable adjustments will be put in place for individuals as required. disabled Ethnicity There is a higher proportion of Black/Ethnic Minority staff than in the Trust as a whole. The proposal will maximise opportunities for integration and enhance working relationships across all staff. Sexual Orientation Limited data available. None No (3.3) To what extent is the policy/proposal likely to impact on good relations between people of different religious belief, political opinion or racial group? Minor/major/none Good relations Details of policy/proposal impact Level of impact category Religious belief Political opinion Racial group A review of the working patterns was recommended following an investigation into allegations of racism and sectarianism within the department. Minor/major/none The new working pattern will achieve better integration of staff and promote good relations. (3.4) Are there opportunities to better promote good relations between people of different religious belief, political opinion or racial group? Good relations category Religious belief Political opinion Racial group Please provide details A number of options were considered and consulted upon with the selected option providing the maximum opportunity for integration and promotion of good relations. 9

10 (4) Is there an opportunity to better address the health and social inequalities of groups/areas in greatest social, economic or educational need by altering the policy/decision? Suggestions No (5) Consideration of Disability Duties How does the policy/proposal or decision currently encourage disabled people to participate in public life and promote positive attitudes towards disabled people? Consider what other measures you could take. The Trust is committed to ensuring that reasonable adjustments will be facilitated according to any individual needs identified in accordance with the Trust s Framework on the Employment of People with Disabilities. All staff are required to attend mandatory equality and diversity training. 10

11 (6) Consideration of Human Rights (6.1) Does the policy/proposal affect anyone s human rights in a positive, negative or neutral way? 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 Positive impact Negative impact = human right interfered with or restricted Neutral impact 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 11

12 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 Please note: If you have identified potential negative impact in relation to any of the Articles in the table above, speak to your line manager and/or a representative from the Equality Team. It may also be necessary to seek legal advice. (6.2) Please outline any actions you will take to promote awareness of human rights and evidence that human rights have been taken into consideration in decision making processes. All staff are required to attend mandatory equality and diversity training. 12

13 (7) Screening Decision (7.1) Given the answers in Section 4, how would you categorise the impacts of this policy/proposal? Major impact Minor impact No impact (7.2) Do you consider the policy/proposal needs to be subjected to ongoing screening? Yes No A full Equality Impact Assessment (EQIA) is usually confined to those policies or decisions considered to have major implications for equality of opportunity. (7.3) Do you think the policy/proposal should be subject to an Equality Impact Assessment (EQIA)? Yes No 13

14 (7.4) Please give reasons for your decision. An investigation into allegations of racism and sectarianism within the Security department recommended a review of the working patterns. The new working pattern aims to achieve better integration of staff and promote good relations. (7.5) If you have identified any impact, what mitigation have you considered to address this? The Trust is committed to the promotion of equality of opportunity and the provision of a good and harmonious working environment for all staff however recognises that the change in working patterns may impact upon some staff and require redeployment to a different position and/ or location. The Trust is committed to supporting staff within this process and will take into account staff preferences for potential redeployment. Actions include; - A scoping exercise or redeployment opportunities is currently underway. - Redeployment of staff will take place on a phased process in conjunction with Human Resources. - Individual meetings with all staff affected - Meetings with staff and the Trade Unions - Adherence to the Framework on the Management of staff affected by Organisational change and staff redeployment Protocol. - With reference to the staffing profile, minimise disruption to staff taking into account work life balance issues and reasonable adjustments - Protection arrangements - pay protection and/ or excess travel 14

15 (8) Monitoring. In line with the guidance, you will be obliged to monitor this policy every 2 years. Please detail how you will monitor the effect of the policy/proposal for equality of opportunity and good relations, disability duties and human rights? Implementation of new working arrangements will be regularly monitored and reviewed. Approved Lead Officer: Position: Mandy Magee Senior Manager Logistics Service Date: 14/4/2014 Policy/proposal screened by Equality Manager: Employment Equality Manager: Michelle Morris Please forward completed schedule to lesley.jamieson@belfasttrust.hscni.net 15