Healthcare Science in Scotland: Defining Our Strategic Approach: Equality Impact Assessment Record

Screening

Policy Aim

The Scottish Government recognises the need for a robust strategic direction for healthcare science (HCS), to support national priorities and ensure outcomes for patients are improved. This is in the context of the changing needs of the population and the increased demand for services.

The Healthcare Science workforce make up the fourth largest clinical group in NHS Scotland and collectively perform 80% of all diagnoses and are involved in the entire patient pathways from diagnosis, to treatment and rehabilitation.

Feedback gathered over time suggests that many Healthcare Scientists feel that their profession does not enjoy the same visibility and recognition as other professional groups despite their impact on patient outcomes.

There is a lack of visibility around the healthcare science profession and concerns about the workforce being under-utilised in the planning and delivery of services. As such there is a risk services are not fully prepared to meet the changing and future demand for healthcare in Scotland.

The aim of the paper to which this EQIA relates, is to set a strategic direction for healthcare science in Scotland – beginning to address issues of visibility and inclusion within service planning and delivery, to ensure healthcare science is fully embedded and therefore patient outcomes are improved.

Who will it affect?

The strategic approach will impact the wider health system, including the workforce, and will impact the health outcomes of patients across Scotland.

For the purpose of this EQIA, each protected characteristic is presented separately and it is acknowledged that people may face multiple and/or interdependent inequalities.

What might prevent the desired outcomes being achieved?

General

• The visibility, recognition and limited awareness of the healthcare science profession and its contribution to patient care means progress to make the changes required is slow and beyond the timeframe which has been identified.
• Lack of data and knowledge regarding the composition and diversity of the Healthcare Science workforce in Scotland, making it difficult to make the necessary changes in an evidence based way.
• Recruitment and retention issues meaning the required staff are not available to undertake the work required to make the necessary changes.
• Lack of education and training pathways to support the pipeline of a skilled workforce.
• Public perception and the desire to see investment in ‘traditional’ models of care (medicine and nursing) resulting in lack of trust or willingness to engage with scientific workforce.

Financial constraints

• There is an extremely challenging financial position for the delivery of public services across Scotland – as such it is difficult to invest new money and there needs to be a focus on service reform and redesign within the existing financial envelope.

COVID-19 and system pressures

• Recovery from COVID-19 continues and there is a need to tackle challenges in re-mobilisation of health services which could limit ability to undertake new work.