Scottish Government core – position on hybrid working Equality Impact Assessment – Results

Stage 1: Framing

Results of framing exercise

The key questions considered during the framing exercise were:

• Will this policy advance equality, eliminate discrimination, or foster good relations in relation to people with protected characteristics?
• Might it inadvertently disadvantage some people?
• Will your policy affect people, or will your policy impact on another policy that affects people?
• Will your policy affect other policies, organisations or work which could affect equality?
• Will individuals have access to, or be denied access to a service or function as a result of your policy or the changes you propose to make?
• Will the implementation of your policy directly or indirectly result in individuals being employed, a change in staffing levels, terms and conditions, employer or location?
• Is there a change in the size of the budget, or an impact on resources, and will this change (potentially) impact on individuals? (For example, will a service be withdrawn, changed or expanded?)

From the outset of policy development, the trade unions and the Disabled Staff network were involved in discussions through the Senior Advisory Group on Hybrid working. It was clear at all times that there was significant potential for the hybrid policy to inadvertently or indirectly discriminate against certain groups of colleagues (for example those with caring responsibilities, or reasonable adjustments) ; and that it could equally be designed in such a way as to foster good relations in relation to people with protected characteristics.

The answer to all the above questions, save the last two, was “yes” and it was therefore clear that an EQIA would be needed.

Extent/Level of EQIA required

As this is an internal policy, and one which is capable of ongoing adjustment to meet emerging circumstances, a reasonably “light touch” assessment was required, drawing on key sources:

1. Data collected through staff surveys (the annual People Survey and two staff surveys on hybrid working carried out in 2021 and 2022);

2. Desk top research (but recognising the limitations of this, given that any post Covid hybrid policy has not been evaluated over the longer term);

3. Engagement with Senior Civil Service leaders, Trade Union representatives and senior representatives of our Disabled Staff Network, sharing successive drafts of advice and guidance;

4. Discussions with individuals with protected characteristics, recognising their lived experience of hybrid to date, and their views on the challenges and potential opportunities of future policy positions.