SCOTTISH AMBULANCE SERVICE EQUALITY & DIVERSITY IMPACT ASSESSMENT REPORT

Transcription

1 SCOTTISH AMBULANCE SERVICE EQUALITY & DIVERSITY IMPACT ASSESSMENT REPORT Name of function, policy, operational practice / task SAS Attendance Management Policy (Reviewed) Name of Department SAS, Personnel Department Name of Sponsor Head of Personnel Review Team : Names Role of Assessment Team Dorothy McKinney, Head of Personnel Val Kane, Personnel Services Manager Coralie Colburn, Recruitment Manager Lewis Campbell, General Manager, EC Alan Jamieson, Convener UNISON Date(s) of assessment: 31 May

2 PART ONE: RAPID IMPACT ASSESSMENT (INIT IAL SCREENING PROCESS) SECTION ONE: AIMS OF THE POLICY 1. Is this a new or existing policy? Existing Absence Management Policy which is being reviewed 2. What is the aim or purpose of the policy? Absence / attendance management; to ensure consistency of application of absence management procedures to all staff 3. What outcomes are intended from this policy? Consistency of approach; reduction in absence levels SECT ION T WO: IMPACT ASSESSMENT 4. Complete the following table, giving reasons or comments where: a) The policy could have a positive impact by contributing to the general duty by Eliminating unlawful discrimination Promoting equal opportunities Promoting relations within the equality group Taking account of disabilities b) The policy could have an adverse impact by disadvantaging any of the equality groups. Particular attention should be given to unlawful direct and indirect discrimination. If any potential impact on any of these groups has been identified, please give details - including if impact is anticipated to be positive or negative. 2

3 Equality Target Groups Women and men Minority ethnic groups inc gypsy travellers, refugees & asylum seekers Religious or faith groups Children & young people Older people People with disabilities (physical or learning) Lesbians Gay men Bisexuals Transgender people Staff Individuals with Mental Health issues People in criminal justice system People in poverty Married and unmarried people compared to previous policy. Takes consideration of the Disability Discrimination Act, for example the use of appropriate and reasonable adaptations to the workplace to accommodate disabilities. Potential to have negative impact for disabled staff if absence relating to disability rather than ill health is not taken into account when individual cases are reviewed. In practice, these matters have been fully explored with individuals in the past and there is no evidence to suggest that this good practice will not continue through the application of the new policy in the future. Nor is there any evidence to suggest that any staff have suffered a detriment in this regard in the past. Positive impact through the promotion and use of a free and confidential counselling service available to all staff members 3

4 People with language or social origin issues SECTION THREE: CROSS CUTTING ISSUES 5. What impact will the proposal have on lifestyles? For example, will the changes affect: Diet and nutrition? Positive impact use and promotion of available resources, such as OHS, counselling service and fast track physio, may direct individuals to healthier lifestyle choices, improved and speedier treatment Exercise and Positive impact see point above physical activity? Substance use: Positive impact see point above tobacco, alcohol or drugs? Risk taking behaviour? Education and learning, or skills? Other N/A 6. Does your policy consider the impact on the social environment? Things that might be affected include: N/a Social status Employment (paid or N/a unpaid) Social/family support N/a Stress N/a Income N/a 4

5 7. Will the proposal have any impact on Discrimination? Equality of opportunity? Relations between groups? Other. Policy covers all staff members and promotes equality of application, but is however mindful of Disability Discrimination Act and the need to review each case individually to ensure staff are not subject to disadvantage if absence is a direct result of a disability. As above N/a 8. Will the proposal have an impact on the physical environment? For example, will there be impacts on: Living conditions? generally. However may allow for reasonable adaptations for individuals falling under the DDA Working conditions? Pollution or climate change? Accidental injuries or public safety? Transmission of infectious disease? Other N/a 9. Will the proposal affect access to and experience of services? For example: Health care Social Services Education Transport 5

6 Housing 6

7 PART TWO SECTION: ONE EXAMINATION OF AVAILABLE DATA AND CONSULTATION Data could include: consultations, surveys, databases, focus groups, in-depth interviews, pilot projects, reviews of complaints made, user feedback, academic or professional publications, reports etc 10 Name any experts or relevant groups / bodies you should approach (or have approached) to explore their views on the issues. OHS providers (away day), Policy Review Group, staff side consultation 11 What do we know from existing in-house quantitative and qualitative data, research, consultations, focus groups and analysis? Absence policy and procedure has been in place for many years within Service, quantitative data reported on weekly basis (absence levels), seconded post of Personnel expert focussing on Absence and Attendance for 2 years. There has been considerable consultation with line managers to identify challenges and revisions required. 12 W hat do we kno w fro m e xisting extern al quantitative and qualitative data, research, consultations, focus groups and analysis? NHSS quantitative statistics on absence levels reported for every board, comparisons with other NHS boards policies and procedures, PIN guidelines, NHSS staff survey results (2008) 13 What gaps in knowledge are there? None 14 In relation to the groups identified: 7

8 What are the potential impacts on health? N/a Will the policy impact on access to health care? Yes If yes - in what way? Decreased absence levels would arguably lead to better access to health care through the better coverage of shifts Will the policy impact on the experience of health care? Yes If yes - in what way? Increased staff motivation and morale and better access through OHS, Fast Track Physio etc. SECTION: TWO Have any potential negative impacts been identified? If so, what action been proposed to counteract these? Negative impacts (if yes, state how) e.g. Is there any unlawful discrimination? No Could any community get an adverse outcome? No Could any group be excluded from the benefits of the policy/function? No Does it reinforce negative stereotypes? No SECT ION: T HREE Monitoring How will the outcomes be monitored? Absence stats, employee counselling and fast track physio uptake stats, OHS referrals/reviews, individual basis information, formal absence monitoring levels What monitoring arrangements are in place? HR system for absence stats, anonymised uptake stats for employee counselling and fast track physio Who will monitor? Personnel and Health & Safety departments 8

9 What criteria will you use to measure progress towards the outcomes? Absence levels fluctuating SECT ION: FOUR NOT ES Issue Note actions which could: Minimise or remove any adverse impacts Improve the positive impacts 1. Who is this policy intended to benefit or affect? In what way? Who are the stakeholders? 2. How have these people been involved in the development of this policy? Recommendations (This should include any action required to address negative impacts identified N/A) Staff and management through the consistent approach to absence management. NHS Scotland and SAS through the reduction of absence levels and therefore sick pay and cost to cover shifts and workloads Staff side negotiation, operational management consultation SECTION: FIVE For New Policies only: N/A 1. What research or consultation has been done? 2. What stage is the policy at? 3. What is the target date for completion? 9

10 Is a more detailed assessment needed? (It is not necessary to subject all proposals to a detailed assessment.) NO If so, for what reason? Completed policy 1. Who will sign this off? Staff side and management at National Partnership level When? June 2010 Publication 1. How will this be published? Via internal publication intranet appropriate training 2. Copy given to the Equality & Diversity Lead? Yes 10