Equality Impact Assessment: Flexible Working Policy

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Equality Impact Assessment: Flexible Working PolicyPublication date: 14 December 2015Publication code EQU-1215-003Page 1 of 7Equality Impact Assessment: Flexible Working Policy

Equality Impact Assessment: Flexible Working PolicyEQUALITY IMPACT ASSESSMENT TEMPLATESection 1: Details of the Policy/PracticeDepartment/Teamresponsible for the policy:Name of Policy or Practicebeing assessed:Purpose and anticipatedoutcomes of the policy:Organisational DevelopmentFlexible Working PolicyThe policy sets out the process for employees to requestflexible working by way of either a temporary orpermanent change to hours of work, place of work ortimes of work. This is in line with, and goes beyond, ourstatutory obligations in terms of flexible working.Anticipated outcomes of the policy include better work lifebalance for employees, improved health and wellbeing,reduced sickness absence, improved employeeengagement and employees feel supported and valuedby the organisation.We will comply with all relevant employment legislation(e.g. The Children and Families Act 2014 and TheEquality Act 2010).Is this a new or existingpolicy?NewX (revised)ExistingList of participants in EqualityImpact Assessment Process:Kirstine Rankin- Senior OD AdviserJacqui Duncan – OD AdviserHeather Moonlight- OD AssistantLinda McKenna – Equalities and Engagement AdviserDate assessment started:29/10/15Please indicate who is likely to beaffected by the policy:For example Care service providers/users,men, women, young people, people withdisabilitiesCompletion Date:13/11/15Care Inspectorate employees from andacross all the protected characteristics (age,disability, gender reassignment, marriageand civil partnership, pregnancy andmaternity, race, religion/belief, sex andsexual orientation).Section 2: Collecting InformationWhat evidence is available about the needs of relevant groups? Please considerDemographic date, including Census information, Research, Consultation and surveyreports, Service user feedback and complaints, Case law, Officer/adviser knowledge &experienceDetailsPage 2 of 7Source of EvidenceEquality Impact Assessment: Flexible Working Policy

Recent employee equality monitoring reports indicate thefollowing: 611 Employees 81% are female 76% are aged between 40-59 years 1.3% have a disability 34.9% are married or in a civil partnership 1% are of Black or Minority Ethnic (BME) Ethnicity 19.5% say they have no religion or belief 2.2% are Lesbian, Gay or BisexualEmployee Information Equality Outcomes andMonitoring Report, CareInspectorate, April 2015.The OD Annual Report2015.103 employees are in part time work. 95% of those working parttime are female and 57% are aged between 50 and 65. Thisshows part time working is popular amongst female employeesand employees over the age of 50.We have 107 employees who work part time. This equates to17.5% of our workforce.We offer a range of Flexible Working options including;annualised hours, additional unpaid annual leave, condensedhours, increased hours, reduced hours and term time working.We also offer some staff Homeworking contracts but this iscovered under our Homeworking Policy.A range of information was examined including theScottish Government Equality Evidence qualities/DataGridFrom your research above have you identified any gaps in evidence? If so what are thegaps?No.As appropriate please describe the consultation/engagement undertaken including details ofthe groups involved and the methods used.We have developed the draft Flexible Working Policy through a number of consultation andengagement exercises including: Discussion with Policy Review GroupInternal consultation with teams via Policy Review GroupDiscussion with ET and Partnership ForumDiscussion with Team Managers through Leadership ForumAre there any other groups to be consulted?Not at this time.Section 3: ImpactsHas the research and consultation identified any potential for impacts on the followinggroups:Protected CharacteristicPage 3 of 7Yes NoPlease explainEquality Impact Assessment: Flexible Working Policy

Age (Older people, children andyoung people)xDisabilityxGender Reassignment(Where a person is living as theopposite gender to their birth)xPregnancy and MaternityxRace, ethnicity, colour, nationalityor national origins (includingGypsy/Travellers, refugees, asylumseekers)This policy is intended to ensure fairtreatment for young or older people who mayexperience the need to apply for flexibleworking in order to manage caringresponsibilities and work life balance. Theimpacts are likely to be positive.Potential positive impact for employees withdisabilities where adjusting their work patternmight help them to continue to work.xReligion or belief(including non-belief)xSex/GenderxSexual OrientationxPotential positive impact for employeesundergoing gender reassignment processwhere adjusting their work pattern might helpthem have time to undergo treatment.Potential positive impact for womenreturning from maternity leave who mayexperience the need to apply for flexibleworking in order to manage caringresponsibilities and work life balance.It is not considered that the flexible workingpolicy would have any impact on people ofdifferent racial groups. However, wheredifferent racial groups face specific culturalnecessities which may require a differentworking pattern, the flexible working policywill provide a mechanism to considermeeting this need.Potential for positive impact on employeeswho may wish to work flexibly in order toobserve religious practices.Research shows that women are more likelyto request flexible working patterns.It is not considered that the flexible workingpolicy would have any impact on people dueto their sexual orientation.Is there any evidence that the policy may:YesResult in less favourabletreatment for particulargroups?Give rise to direct or indirectdiscrimination?Give rise to unlawfulharassment or victimisation?NoxNo EvidencexxIf yes to any of the above, please give details:N/AHow will the policy be modified to mitigate this?N/ASection 4: Meeting our General Equality DutyPage 4 of 7Equality Impact Assessment: Flexible Working Policy

The following sections must be completed:Which aspects of the policy seek to eliminate unlawful discrimination, harassmentand victimisation?The policy covers all employees across the organisation and aims to treat everyone fairlyregardless of protected characteristic. It seeks to ensure that there are no barriers to anyoneaccessing and making use of the policy and related procedures. Support measures havebeen put in place throughout the policy to ensure that no one receives unfair treatment dueto their protected characteristic – this includes support from the OD Team, EmployeeAssistance Programme, measures to take account of sick leave/maternity leave.Which aspects of the policy seek to advance equality of opportunity between peoplewhich share a relevant protected characteristic and those who do not?The policy as a whole seeks to advance equality of opportunity for and between differentprotected groups. Actions have been included to advance equality of opportunity includingequality monitoring of who requests flexible working.Which aspects of the policy seek to foster good relations between people who share aprotected characteristic and those who do not?The purpose and intended outcomes of the policy do not seek to foster good relationsbetween and across protected groups. However, the organisation has a range of otherpolicies, projects and actions to help bring people together – e.g. Equality Training,Involvement Strategy, Equality Outcomes and Mainstreaming Report.Section 5: Outcome of AssessmentPlease detail the outcome of the assessment:No major changeXAdjust the policyContinue the policyStop and remove the policyPlease detail recommendations, including any action required to address anynegative impacts identified:N/ASection 6: MonitoringDescribe how you will monitor the impact of this policy e.g. performance indicatorsused, other monitoring arrangements, who will monitor progress, criteria used tomeasure achievement of outcomes: The ODwill team will monitor queries coming into the OD Enquiries mailbox around flexibleworking and will flag up any potential equalities issues to the Head of OD. An agreedcourse of action will follow. For flexibleworking requests that have been refused (and/or appealed by the employee) the ODteam will produce an ‘equalities profile’ for each case. This will help us to identify anytrends coming through, and whether we need to review the policy or put additionalsupports in place to reduce or remove any potential negative impact(s).Page 5 of 7Equality Impact Assessment: Flexible Working Policy

We alsoprovide an equalities breakdown for Flexible Working for The Equality Outcomes andMonitoring Report.When and how is the policy or practice due to be reviewed? The Flexible Working Policy will be formally reviewed every 3 years- we will consultwith the Policy Review Group (the group consists of colleagues from across the CareInspectorate including employees, our equalities and engagement adviser, managersand trade union representatives) and consult with our Executive Team, ResourcesCommittee (which includes members of our Board) and Partnership Forum.We have a policy monitoring programme that means we review all our policies on anannual basis.The OD function produces and publishes the OD Annual Workforce Report. Thereport contains a section on employee relations which covers flexible workingarrangements within the Care Inspectorate.The policy will be reviewed on an on-going basis e.g. if we receive intelligence fromOD Enquiries/feedback from colleagues/particular case/ legislation/case law thatwould call for an earlier review of the policy.Section 7: Sign OffDate sent to Involvement and EqualitiesTeam:Comments from Involvement andEqualities Team12/11/15Date signed off by Involvement andEqualities Team12/11/15None required as Involvement and EqualitiesTeam have been involved in the EIA processand comments have been included in thepolicy where appropriate.Please insert name and title of the Senior Manager who has signed off this Equality ImpactAssessment:NameJanice GibsonTitleDate approvedHead of Organisational Development9 December 2015Page 6 of 7Equality Impact Assessment: Flexible Working Policy

HeadquartersCare InspectorateCompass House11 Riverside DriveDundeeDD1 4NYweb: www.careinspectorate.comemail: enquiries@careinspectorate.comtelephone: 0345 600 9527@careinspectOther languages and formatsCopyright of Care Inspectorate 20XXPage 7 of 7Equality Impact Assessment: Flexible Working Policy

Flexible Working Policy Purpose and anticipated outcomes of the policy: The policy sets out the process for employees to request flexible working by way of either a temporary or permanent change to hours of work, place of work or times of work. This is in line with, and goes beyond, our statutory o

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