Members of the NHSD&G Diversity Working Group

Transcription

1 EQUALITY & DIVERSITY IMPACT ASSESSMENT When completed, a copy of this EQIA form should be ed to liesje@nhs.net Name of Policy/Strategy Gifts and Hospitality Policy Name of Division Chief Executive s Office Names and role of Review Team: Margot Martin, HR Officer Jennifer Wilson, Board Administrator Date(s) assessment: of 12 May 2010 Members of the NHSD&G Diversity Working Group PART ONE: RAPID IMPACT ASSESSMENT (INITIAL SCREENING PROCESS) SECTION ONE AIMS OF THE PROGRAMME 1.1. Is this a new or existing Policy/Strategy Existing Policy 1.2. What is the aim or purpose of the Policy/Strategy To protect both individuals and the organisation from any allegation of improper conduct Who is this policy/strategy intended to benefit or affect? In what way? Who are the stakeholders? All staff are stakeholders and benefit from good governance What outcomes are intended from this Policy/Strategy Good governance How have these people been involved in the development of this policy/strategy? Policy reviewed in line with good governance and audit requirements and to ensure compliance with MEL (1994)48 and HDL (2003)62

2 1.6. What resource implications are linked to this policy/strategy? None SECTION TWO IMPACT ASSESSMENT Complete the following table, giving reasons or comments where: The Programme 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 The Programme 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. Equality Target Groups Positive impact Adverse impact Reason or comment for impact rating 2.1. a Women 2.1. b Men Yes Yes None None To ensure equal rights or equality and policy are applied 2

3 2.2. Minority ethnic groups inc gypsy travellers, refugees & asylum seekers 2.3. Children & Young people Yes None As above Yes None As above 2.4 People with disabilities (physical or learning) 2.5 Religious or faith groups Yes None Ensure equality and diversity and not discriminate against people with physical or learning disabilities Yes None To ensure equal rights of equality and diversity are applied 2.6 Older people Yes None All staff treated equally with no difference made to age. 2.7 Homeless Yes None If no known address, Line Manager would need to address issue immediately. Contact details are a duty of all staff to note to line manager. Information essential for payroll, HR.NET records. All staff have a responsibility to advise management of their change of details. 3

4 2.8 Looked after and Accommodated: Children Adults Yes None Gifts and Hospitality Policy is applicable to all three areas within organisation. Older People 2.9 Lesbians Yes None Ensure equality and diversity and not discriminating against lesbians Gay men Yes None As above gay men 2.11 Bisexuals Yes None As above bisexuals 2.12 Transgender people 2.13 People with language or social origin issues 2.14 Individuals with Mental Health issues 2.15 People in criminal justice system Yes None As above transgender people Yes None Interpreters available. New system of phone calls has been implemented by organisation Yes None No discrimination against people with mental health issues Yes None If individual on probation, would not be treated differently. 4

5 2.16 People in poverty Yes None As above 2.17 Married and unmarried people/civil partnerships Yes None As above 2.18 Staff Yes None Positive action taken as per the policy to protect both individuals and the organisation from any allegation of improper conduct. As an employer also have a duty of care to protect our staff and the reputation of the organisation. SECTION THREE CROSSCUTTING ISSUES What impact will the proposal have on lifestyles? For example, will the changes affect: Positive impact Adverse impact Reason or comment for impact rating 3.1 Diet and nutrition? Yes None The organisation promotes the Gifts and Hospitality Policy. However, must adhere to the guidelines contained within it. 3.2 Exercise and physical activity? Yes None The organisation promotes a healthy work life balance. 5

6 3.3 Substance use: tobacco, alcohol or drugs? Yes None The organisation promotes a healthy work life balance. 3.4 Risk taking behaviour? Yes None The organisation promotes a healthy work life balance. 3.5 Education and learning, or skills? Yes None The purpose of the policy is intended to provide guidance to protect staff and the organisation whilst supporting education and training from external providers. 3.6 Other Yes None The purpose of the policy is intended to provide guidance to protect staff and the organisation whilst supporting education and training from external providers. SECTION FOUR CROSSCUTTING ISSUES: Does your Programme consider the impact on the social environment? Things that might be affected include: Positive impact Adverse impact Reason or comment for impact rating 4.1 Social status Yes None Policy applies equally to all staff, eg senior management, ancillary, nursing medical and admin and clerical. 4.2 Employment (paid or unpaid) Yes None Not applicable 6

7 4.3 Social/family support Yes None Not applicable. 4.4 Stress Yes None Reduction in stress levels as policy supports sponsorship from external organisations in respect of training and development. 4.4 Income Yes None All staff treated equally and may not accept monetary gifts. SECTION FIVE CROSSCUTTING ISSUES Will the proposal have an impact on the physical environment? For example, will there be impacts on: Positive impact Adverse impact Reason or comment for impact rating 5.1 Living conditions? Yes None Not applicable. 5.2 Working conditions? Yes None Sponsorship to attend training or events may raise staff self esteem or confidence. Also helps to develop and maintain staff skills. 5.3 Pollution or climate change? 5.4 Accidental injuries or public safety? Yes None Not applicable. Yes None Reduce stress level by supporting staff in attending training and development events by external providers. 7

8 5.5 Transmission of infectious disease? Yes None Not applicable. 5.6 Other Yes None Not applicable. Will the Programme have any impact on Discrimination? Yes None The policy treats all staff equally. Equality of opportunity? Yes None As above. Relations between groups? Yes None As above. Other Yes None As above. Will the proposal affect access to and experience of services? For example: Positive impact Adverse impact Reason or comment for impact rating Health care Yes None Improves service Social Services Yes None Not applicable. Education Yes None Provides opportunity for staff to participate in education or training events provided by external organisations. 8

9 Transport Yes None Staff would work within the confines of the policy, including when any training or development events are outwith the area. Housing Yes None Not applicable. 9

10 PART TWO SECTION SIX 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) Name any experts or relevant groups / bodies you should approach (or have approached) to explore their views on the issues. Cross referenced national policy issued by Scottish Government to ensure compliance with MEL (1994)48 and HDL (2003)62. Worked in partnership with an HR Officer. What do we know from existing in-house quantitative and qualitative data, research, consultations, focus groups and analysis? Staff Survey and individual feedback. What do we know from existing external quantitative and qualitative data, research, consultations, focus groups and analysis? Information received from Scottish Government MEL (1994)48 and HDL (2003)62 What gaps in knowledge are there? Comprehensive guidance contained within the policy and therefore no gaps. In relation to the groups identified: Not applicable. What are the potential impacts on health? Positive impact as it gives staff the opportunity to participate in training and development events provided by an external organisation, 10

11 therefore reducing potential stress and sickness absence. Will the Programme impact on access to health care? If yes - in what way? Yes. It would reduce potential stress and sickness absence. Will the Programme impact on the experience of health care? If yes - in what way? It is expected that this policy will create a framework by which the issues are addressed in a fair and consistent manner across the organisation and will therefore have an overall impact on all staff groups. SECTION SEVEN 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? Could any community get an adverse outcome? Could any group be excluded from the benefits of the Programme/function? Does it reinforce negative stereotypes? SECTION EIGHT MONITORING How will the outcomes be monitored? By inspection of Register What monitoring arrangements are in place? Annual review of Register Who will monitor? Director of Finance, Internal Auditors and External Auditors 11

12 What criteria will you use to measure progress towards the outcomes? Staff are protecting themselves and the organisation from any allegation of improper behaviour or conduct. Recommendations (This should include any action required to address negative impacts identified SECTION NINE FOR NEW POLICIES ONLY What research or consultation has been done? What stage is the Programme at? What is the target date for completion? Is a more detailed assessment needed? (It is not necessary to subject all proposals to a detailed assessment.) If so, for what reason? COMPLETED PROGRAMME Who will sign this off? Chief Executive When? Following APF 27 April 2010 and subject to completion of this assessment. PUBLICATION May 2010 How will this be published? Copy given to Lead Director for Diversity, or Equality & Diversity Co-ordinator On intranet and in latest news. Issued to Directors and General Managers. Carried Out by Margott Martin Title HR Officer 12

13 Jennifer Wilson Board Administrator Signature Date Authorised by Title Signature Date 13