We use cookies to collect anonymous data to help us improve your site browsing experience.

Click 'Accept all cookies' to agree to all cookies that collect anonymous data. To only allow the cookies that make the site work, click 'Use essential cookies only.' Visit 'Set cookie preferences' to control specific cookies.

Set cookie preferences

Your cookie preferences have been saved. You can change your cookie settings at any time.

Publication - Impact assessment

NHS Scotland Agenda for Change (AFC) Pay Deal for 2018-21: EQIA

Published
31 January 2020
Directorate
Health Workforce Directorate
Topic
Health and social care
ISBN
9781839605260

Equality impact assessment (EQIA) for the NHS Scotland Agenda for Change (AFC) Pay Deal for 2018-21.

View supporting documents Supporting documents

Stage 3: Assessing the impacts and identifying opportunities to promote equality

Having considered the data and evidence you have gathered, this section requires you to consider the potential impacts – negative and positive – that your policy might have on each of the protected characteristics. It is important to remember the duty is also a positive one – that we must explore whether the policy offers the opportunity to promote equality and/or foster good relations.

Do you think that the policy impacts on people because of their age?

Age Positive Negative None Reasons for your decision
Eliminating unlawful discrimination, harassment and victimisation X Figure 1 shows that there is some variance in the age structure of the pay bands. With older staff relatively more likely to be at the top of their band, it follows that the shortening of pay bands is also more beneficial in the long-term to younger staff, as well as those who are newer in post. Moreover, it should be recognised that progressing through incremental steps within a pay band is not simply about time served, but knowledge, skills and experience. This is not age dependent.
Advancing equality of opportunity X
Promoting good relations among and between different age groups X

Do you think that the policy impacts disabled people?

Disability Positive Negative None Reasons for your decision
Eliminating unlawful discrimination, harassment and victimisation X The available data, as described above, shows that 1.6% of AfC staff declared a disability. It is not clear whether this is a true reflection of the workforce, or whether staff are reluctant to disclose a disability. It is not possible to draw absolute conclusions based on this limited data, but it should be noted that the Pay Deal does not alter existing staff rights, local policies or legislation relating to workplace equality – such as the Equalities Act 2010 (for which the UK Government is responsible).
Advancing equality of opportunity X
Promoting good relations among and between disabled and non-disabled people X

Do you think that the policy impacts on men and women in different ways?

Sex Positive Negative None Reasons for your decision
Eliminating unlawful discrimination X The pay deal offers the same opportunities for progression to both men and women. However, the new pay structure enables staff in Bands 2-7 to access the top of their pay band more quickly than under the previous system. The great majority of staff in these pay bands are female. It could therefore be argued that this indirectly advances equality of opportunity for women in the longer term. Shorter pay bands also benefit staff who are more likely to take time away from work, who are often female (as discussed below regarding pregnancy and maternity, but also due to wider caring responsibilities). However, the changes are applied systematically and fairly across both men and women, regardless of the gender demographics within the AfC workforce.
Advancing equality of opportunity X
Promoting good relations between men and women X

Do you think that the policy impacts on women because of pregnancy and maternity?

Pregnancy andMaternity Positive Negative None Reasons for your decision
Eliminating unlawful discrimination X The discussion of sex above is also relevant in this case, as the majority of staff across AfC bands are women, who are more likely to take time out of employment for parental responsibilities. The new pay deal does not make changes that would be detrimental to part-time workers, and it should be noted that the opportunity to reach the top of a pay band more quickly may be of benefit to staff who have taken, or will take, time away from work.
Advancing equality of opportunity X
Promoting good relations X

Do you think your policy impacts on transsexual people?

Gender reassignment Positive Negative None Reasons for your decision
Eliminating unlawful discrimination X As discussed above, it is unclear from the data whether staff under-report on gender reassignment, or whether staff who have undergone gender reassignment are under-represented in the workforce. However, the pay deal does not make any changes that would be detrimental or likely to have an equality impact in this regard.
Advancing equality of opportunity X
Promoting good relations X

Do you think that the policy impacts on people because of their sexual orientation?

Sexual orientation Positive Negative None Reasons for your decision
Eliminating unlawful discrimination X As discussed above, the majority of staff described their sexual orientation as heterosexual. The data does not allow for assumptions to be made regarding the impact upon staff who are not heterosexual, but the pay deal does not make any changes that would be detrimental or likely to have an equality impact in this regard.
Advancing equality of opportunity X
Promoting good relations X

Do you think the policy impacts on people on the grounds of their race?

Race Positive Negative None Reasons for your decision
Eliminating unlawful discrimination X The pay deal does not make any changes that would be detrimental or likely to have an equality impact on people on the grounds of their race.
Advancing equality of opportunity X
Promoting good race relations X

Do you think the policy impacts on people because of their religion or belief?

Religion or belief Positive Negative None Reasons for your decision
Eliminating unlawful discrimination X The pay deal does not make any changes that would be detrimental or likely to have an equality impact on people on the grounds of their religion or belief.
Advancing equality of opportunity X
Promoting good relations X

Do you think the policy impacts on people because of their marriage or civil partnership?

Marriage and Civil Partnership[21] Positive Negative None Reasons for your decision
Eliminating unlawful discrimination X The pay deal does not make any changes that would be detrimental or likely to have an equality impact on people on the grounds of their marriage or civil partnership status.

Contact

Email: colin.cowie@gov.scot

Back to top