budget-eia-2017-18 - north ayrshire council · web viewsex (women and men) x this will involve...

North Ayrshire Council

budget-eia-2017-18

Andrew Hale, Equality and Health Officer3-1-2017

North Ayrshire CouncilEquality Impact Assessment Form

Equality Impact Assessment

This form will assist in carrying out an equality impact assessment of new, revised and existing policies and practices. Guidance on how to complete assessments is given in the Council’s Equality Impact Assessment Toolkit. The form is mandatory and must be published on the Council website once the policy or practice has been approved.

Section 1 - Details1.1. Service Democratic

ServicesSection Policy, Performance and

Community Planning1.2. Name of Policy or Practice being assessed:

Budget Saving CX-17-03- deletion of post of Health Improvement and Equalities OfficerIs it new x Existing

1.3. List of participants in Equality Impact Assessment Andrew Fraser

1.4. Manager responsible for impact assessmentName: Andrew Fraser

Designation: Head of Democratic Services

1.5. TimetableDate assessment started: 30-07-16 (dd/mm/yyyy)

Completion date: 07-10-16 (dd/mm/yyyy)

Section 2 – Aim and Relevance2.1. What is the purpose of the policy or practice?

Democratic Services required to make budget savings of 27% over financial years 17-20. As part of this it is proposed to delete the post of Health Improvement and Equalities Officer on 1 April 2018

2.2. What are the anticipated notable outcomes (positive and negative)? The positive outcome is that Democratic Services reaches its quota of required budget savings, helping the Council set a balanced budget.The negative outcomes are the cessation of the Livewell Healthy Working Lives scheme to improve the health of Council staff, (and retention of the Gold Healthy Working Lives Award) and the mainstreaming of equalities duties to Council services with a risk that longer term development of corporate equality policies may be under developed and the ability of the Council to react to changes in Equality legislation and practice is undermined.

1


2.3. Who is affected by the policy or practice as an internal or external service user?All Council services and Council staff are effected by the work of this post to improve the health of Council staff. All Council services are also effected by the work of this post in supporting the Council and its services to both comply with equalities duties and minimise inequality.

2.4. Please indicate the equality groups likely to be affected by the policy:Cessation of Livewell will impact on disability groups and other groups that fall within the protected characteristics. Cessation of the corporate policy role therefore may impact on any equality group.

2.5 Which aspects of the policy eliminate unlawful discrimination, harassment and victimisation?

Deletion of this post should not result in unlawful discrimination, harassment and victimisation but there is a risk that Council Services in their day to day functioning may leave themselves open to indirect discrimination with less expertise and promotion of equalities issues to help keep this agenda current and relevant

2.6 Which aspects of the policy advance equality of opportunity between people which share a relevant protected characteristic and those who do not?

Deletion of this post will not advance equality of opportunity between people which share a relevant protected characteristic and those who do not. At worst, the lack of a corporate resource to both develop equalities policy and share best practice equalities will lead to such pro-active work being under-developed. There is also a danger that the Council will reduce its ability to respond to the Scottish Government on its statutory duty to implement the Equality legislation and respond to outputs requested by organisations like the Equality and Human rights Commission.

2.7 Which aspects of the policy foster good relations between people who share a protected characteristic and those who do not?

Deletion of this post will not help to foster good relations between people who share a protected characteristic and those who do not. At worst, the lack of a corporate resource to both develop equalities policy and share best practice equalities will lead to such pro-active work being under-developed.

2.8 Have any cross cutting impacts been identified from other Council Services or Partner Agencies (multiple discrimination or accumulated effects of multiple proposals on a protected characteristic)?No

2


2.9 If Crosscutting issues identified with other Services, what discussion/interaction has taken place to mitigate any potential negative impacts of accumulated proposals?

n/aSection 3 – Collecting Information3.1. What evidence is available about the needs of relevant groups?

Source of Evidence

Demographic data, including Census

Research

Consultation & survey reports

Equality Monitoring Data

Inspection & audit reports

Service user feedback & complaints

Ombudsman reports & case law

Legislation and guidance on equalities

Officer knowledge & experience

Knowledge of the duties of this post and the work it undertakes, of the Livewell submissions and awards, of the Livewell Healthy Working Lives Gold Strategy and of equalities duties.

3


3.2. Are there any gaps in evidence?

No

Section 4 – Impacts4.1. Could the proposed policy or practice have an impact on any of the

following protected characteristics? (Positive or negative)Protected Characteristic Yes No Please explainAge (Older people, children and young people)

x This will involve the cessation of the Livewell Healthy Working Lives scheme to improve the health of Council staff (reducing the chance of the Council retaining the Gold HWL award), and the mainstreaming of equalities duties to Council services with a risk that longer term development of corporate equality policies may be under developed. The deletion of this post will require equality duties to be thoroughly mainstreamed within services. Looking ahead, the ability of the Council to respond to statutory requirements through changes in Equality legislation and reporting to the EHRC will also be seriously undermined.

Disability (Physical and Learning)

x This will involve the cessation of the Livewell Healthy Working Lives scheme to improve the health of Council staff (reducing the chance of the Council retaining the Gold HWL award), and the mainstreaming of equalities duties to Council services with a risk that longer term development of corporate equality policies may be under developed. The deletion of this post will require equality duties to be thoroughly mainstreamed within services. Looking ahead, the ability of the Council to respond to

4


statutory requirements through changes in Equality legislation and reporting to the EHRC will also be seriously undermined.

Gender reassignment(Where a person is living as the opposite gender to their birth)

x This will involve the cessation of the Livewell Healthy Working Lives scheme to improve the health of Council staff (reducing the chance of the Council retaining the Gold HWL award), and the mainstreaming of equalities duties to Council services with a risk that longer term development of corporate equality policies may be under developed. The deletion of this post will require equality duties to be thoroughly mainstreamed within services. Looking ahead, the ability of the Council to respond to statutory requirements through changes in Equality legislation and reporting to the EHRC will also be seriously undermined.

Pregnancy and Maternity x This will involve the cessation of the Livewell Healthy Working Lives scheme to improve the health of Council staff (reducing the chance of the Council retaining the Gold HWL award), and the mainstreaming of equalities duties to Council services with a risk that longer term development of corporate equality policies may be under developed. The deletion of this post will require equality duties to be thoroughly mainstreamed within services. Looking ahead, the ability of the Council to respond to statutory requirements through changes in Equality legislation and reporting to the EHRC will also be seriously undermined.

Race, ethnicity, colour, nationality or national origins (including gypsy/travellers, refugees and asylum seekers)

x This will involve the cessation of the Livewell Healthy Working Lives scheme to improve the health of Council staff (reducing the chance of the Council retaining the Gold HWL award), and the mainstreaming of equalities duties

5


to Council services with a risk that longer term development of corporate equality policies may be under developed. The deletion of this post will require equality duties to be thoroughly mainstreamed within services. Looking ahead, the ability of the Council to respond to statutory requirements through changes in Equality legislation and reporting to the EHRC will also be seriously undermined.

Religion or belief x This will involve the cessation of the Livewell Healthy Working Lives scheme to improve the health of Council staff (reducing the chance of the Council retaining the Gold HWL award), and the mainstreaming of equalities duties to Council services with a risk that longer term development of corporate equality policies may be under developed. The deletion of this post will require equality duties to be thoroughly mainstreamed within services. Looking ahead, the ability of the Council to respond to statutory requirements through changes in Equality legislation and reporting to the EHRC will also be seriously undermined.

Sex (Women and Men)

x This will involve the cessation of the Livewell Healthy Working Lives scheme to improve the health of Council staff (reducing the chance of the Council retaining the Gold HWL award), and the mainstreaming of equalities duties to Council services with a risk that longer term development of corporate equality policies may be under developed. The deletion of this post will require equality duties to be thoroughly mainstreamed within services. Looking ahead, the ability of the Council to respond to statutory requirements through changes in Equality legislation and reporting to the EHRC will also be

6


seriously undermined.Sexual Orientation (Lesbian, gay and bisexual people)

x This will involve the cessation of the Livewell Healthy Working Lives scheme to improve the health of Council staff (reducing the chance of the Council retaining the Gold HWL award), and the mainstreaming of equalities duties to Council services with a risk that longer term development of corporate equality policies may be under developed. The deletion of this post will require equality duties to be thoroughly mainstreamed within services. Looking ahead, the ability of the Council to respond to statutory requirements through changes in Equality legislation and reporting to the EHRC will also be seriously undermined..

Other (Poverty, homelessness, ex offenders, isolated rural communities, carers, part-time workers, or people in a marriage/civil partnership)

x This will involve the cessation of the Livewell Healthy Working Lives scheme to improve the health of Council staff (reducing the chance of the Council retaining the Gold HWL award), and the mainstreaming of equalities duties to Council services with a risk that longer term development of corporate equality policies may be under developed. The deletion of this post will require equality duties to be thoroughly mainstreamed within services. Looking ahead, the ability of the Council to respond to statutory requirements through changes in Equality legislation and reporting to the EHRC will also be seriously undermined

Section 5 – Assessment5.1. Is there any evidence that the policy:

may result in less favourable treatment for particular groups? may give rise to direct or indirect discrimination? may give rise to unlawful harassment or victimisation?

7


Yes No No evidenceIf yes, give detailsThe impact of cessation of the Livewell scheme could be that in future there are less preventative health related opportunities for Council staff with disabilities and other staff at a time when the LiveWell programme is starting to gain momentum and recognition across Services. There has been an increase in the number of Services accessing the Equality and Health Officer, through the LiveWell programme, asking for support to promote health and wellbeing issues for their staff and this is a trend that is likely to continue. Annual re-accreditation of the Healthy Working Lives Gold award would also be at risk. The deletion of this post will require equality duties to be thoroughly mainstreamed within services. Looking ahead the change will mean that there is less corporate resource to develop equalities policy and share best practice. The ability of the Council to respond to statutory requirements through changes in Equality legislation and reporting to the EHRC will also be seriously undermined. However the specific impact on individual equalities groups or individuals is hard to quantify..

5.2. If you have identified a negative impact, how will you modify this?In relation to cessation of Livewell, Health and absence of staff continues to be the subject of regular reports to the Executive Leadership Team. These reports contain analysis of the causes of absence, allowing individual services to focus on specific issues, this has seen an increase in the number of Services approaching the Equality and Health officer for further guidance on engaging with staff around wellbeing issues The new LiveWell group is gaining momentum and input from Services across the Council, facilitated by the Equality and Health officer, is developing and implementing a new range of wellbeing activities for staff, utilising funding provided by the ELT. This re-invigorated approach is in the early stages of its development and through time with continued support from Services will become more embedded across the Council; however maintaining this approach over time without the ‘anchor’ (skills, knowledge and experience) of the Equality and Health Officer post will be extremely challenging. Group members are taking on the additional work of the LiveWell group over and above their normal job roles.

As regards corporate equalities duties, guidance has already been given to services to allow them to mainstream equalities duties and although this has improved, the quality of input and output continues to vary across Services, especially in relation to the Equality Impact Assessment process where much work is still required to improve this. While NHS will stop funding for 25% of the post from 1 April 2017, it is proposed to retain the post until 31 March 2018 to ensure that equalities are more fully embedded into services before this service stops. Accordingly a growth item to cover the shortfall in NHS funding has been included in the current budget papers.

5.3.Is the policy or practice intended to promote equality by permitting positive action or action to remove or minimise disadvantage?

No xIf yes, please give details

8


Section 6 – Consultation & Recommendations6.1. Describe the consultation undertaken with equality groups, including

details of the groups involved and the methods used.As the specific impact on individual equalities groups or individuals is hard to quantify there has been no specific consultation with equalities groups

Section 7 – Outcome of Assessment

7.1. Please detail the outcome of the assessment:No major alterations to policy assessed, EIA shows policy is robustAdjust the policy to remove barriers or better promote equalityContinue the policy – there are justifications to continue the policy despite potential for adverse impact

x

Stop and remove the policy as there is actual or potential; unlawful discrimination

7.2. Please detail recommendations, including any action required to address negative impacts identifiedIn relation to staff health, continue regular reports to the Executive Leadership Team. These reports contain analysis of the causes of absence, allowing individual services to focus on specific issues.As regards corporate equalities duties, retain the post until 31 March 2018 to ensure that equalities are more fully embedded into services before this service stops. Accordingly a growth item to cover the shortfall in NHS funding has been included in the current budget papers.

7.3. Is a more detailed impact assessment needed?No

Section 8 – Monitoring8.1. Describe how you will monitor the impact of this policy e.g. performance

indicators used, other monitoring arrangements, who will monitor progress, criteria used to measure if outcomes are achieved.

9


The equalities impacts of this proposal will be monitored during its implementation and annually as part of the budget setting process. Staff absence figures and causes will continue to be monitored

8.2. Describe how you will publish the results of monitoring arrangements?Staff absence figures and causes go to the ELT and, subject to removal of any personal information could be available under a Freedom of Information enquiry.

8.3. When is the policy or practice due to be reviewed?There will be consultation with the Council Administration, thereafter all Councillors, following which there will be engagement with communities through the Locality Partnerships. After that the proposals will be scrutinised by Council though the budget process.

8.4. Head of Service who has approved impact assessmentPlease insert name and title of the Head of Service who has approved this assessmentName: Andrew Fraser

Title Head of Democratic Services

Date: 7-10-16

Section 9 – Publication9.1 All Equality Impact Assessments must be published on the Council

website. Please forward to Andrew Hale ([email protected])

Useful Guidance

Equality and Human Rights Commission: Assessing impact and the public sector duty: A guide for public authorities (Scotland) (2012)http://www.equalityhumanrights.com

10

http://www.equalityhumanrights.com/about-us/devolved-authorities/commission-scotland/scotland-guidance




Section 1 - Details1.1. Service Economy and

CommunitiesSection Connected Communities

1.2. Name of Policy or Practice being assessed: Community Developments – redesign staff and budgets

Is it new Existing1.3. List of participants in Equality Impact Assessment

Audrey SuttonJohn McKnightJim McHarg

1.4. Manager responsible for impact assessmentName: Rhona Arthur

Designation: Senior manager, Info and Culture

1.5. TimetableDate assessment started: 15-12-16 (dd/mm/yyyy)

Completion date: 15-2-17 (dd/mm/yyyy)


Restructure supervisory posts within Community Facilities to achieve savings.

2.2. What are the anticipated notable outcomes (positive and negative)?The supervisory workload will be redistributed among other team members as required.

11


2.3. Who is affected by the policy or practice as an internal or external service user?The individual postholderVenue assistantsService managerCommunity Facilities admin support staffCommunity Associations – volunteers who run community facilities

2.4. Please indicate the equality groups likely to be affected by the policy:No equality groups directly affected


n/a


n/a2.7 Which aspects of the policy foster good relations between people who

share a protected characteristic and those who do not?

The post supports community cohesion is working with community associations to enhance good community relations

2.8 Have any cross cutting impacts been identified from other Council Services or Partner Agencies (multiple discrimination or accumulated effects of multiple proposals on a protected characteristic)?

n/a2.9 If Crosscutting issues identified with other Services, what

discussion/interaction has taken place to mitigate any potential negative impacts of accumulated proposals?

n/a3.1. What evidence is available about the needs of relevant groups?

Source of Evidence

12



Research








no

13




x


x


x

xPregnancy and Maternity


x

Religion or belief x

Sex (Women and Men)

x

Sexual Orientation (Lesbian, gay and bisexual people)

x

Other (Poverty, homelessness, ex offenders, isolated rural communities, carers, part-time workers, or people in a

x There will be a reduction in support for community organisations and associations who are operating community facilities on a voluntary basis.

14


marriage/civil partnership)



Yes No x No evidenceIf yes, give details

.5.2. If you have identified a negative impact, how will you modify this?

Redistribution of workload among remaining staff and volunteers

5.3. Is the policy or practice intended to promote equality by permitting positive action or action to remove or minimise disadvantage?

Yes No xIf yes, please give details


details of the groups involved and the methods used. n/a


7.1. Please detail the outcome of the assessment:No major alterations to policy assessed, EIA shows policy is robust xAdjust the policy to remove barriers or better promote equalityContinue the policy – there are justifications to continue the policy despite potential for adverse impactStop and remove the policy as there is actual or potential; unlawful discrimination

15


7.2. Please detail recommendations, including any action required to address negative impacts identified

7.3. Is a more detailed impact assessment needed? no


indicators used, other monitoring arrangements, who will monitor progress, criteria used to measure if outcomes are achieved.Supervisory staff and venue assistance CPDsNumber of lets in community centresNumber of complaints from users/volunteers

8.2. Describe how you will publish the results of monitoring arrangements?The above data will be available on request

8.3. When is the policy or practice due to be reviewed?n/a

8.4. Head of Service who has approved impact assessmentPlease insert name and title of the Head of Service who has approved this assessmentName: Audrey Sutton

Title Head of Service

Date: 23-2-17

16




Useful Guidance


17

http://www.equalityhumanrights.com/about-us/devolved-authorities/commission-scotland/scotland-guidance




Section 1 – DetailsSP-EC-17-03, Information and Cultural Services – redesign to reflect new facilities.

Information and Culture Services, including management structures, continue to be realigned to reflect new facilities, including the Townhouse and Portal.

1.1. Service Economy and Communities

Section Connected Communities

1.2. Name of Policy or Practice being assessed:Information and Culture Services

Is it new Existing1.3. List of participants in Equality Impact Assessment

Culture and Heritage StaffCountryside Ranger Service (Eglinton Country Park)

1.4. Manager responsible for impact assessmentName: Rhona Arthur

Designation: Senior Manager, Information and Culture

1.5. TimetableDate assessment started: 31/1/16 (dd/mm/yyyy)

Completion date: 23/3/17 (dd/mm/yyyy)


To provide access to the arts, culture and heritage for people who live, work and visit in North Ayrshire;To provide opportunities to participate in and benefit from the arts, culture and heritage experiences;To provide volunteering opportunities.

To provide access to the outdoor environment for people who live, work and visit in North Ayrshire;To provide opportunities to participate in and benefit from the outdoor learning experiences;To provide advice on local biodiversityTo provide conservation and interpretative services;To provide volunteering opportunities.

18


2.2. What are the anticipated notable outcomes (positive and negative)?A restructure of the arts and heritage team to meet the new demands of the Townhouse and Portal will result in a combined cultural team to operate across the Townhouse, Harbour Arts Centre and the Heritage Centre. A reduction in staffing in the HAC and in public opening hours at the Heritage Centre will be required.

We will work with partners to ensure that activity is maintained in the HAC. The reduced public opening hours at the Heritage Centre will concentrate existing footfall, which is very low, into the revised opening hours, enabling the use of the centre at other times for school visits and activities with partners.

Staff changes will enable a restructure at Eglinton Country Park.

A new facility, The Townhouse will be opened in Irvine town centre with more modern equipment and facilities for genealogical research. Co-location with archive and registrar support will facilitate improved services in relations to the genealogical database Scotlandspeople. The Townhouse also has space for exhibition and digital equipment to display and provide interpretation for the arts, culture and heritage, as well as events space.

There have been a number of staff changes at Eglinton Country Park with vacancies across the grades. This has led to challenge about the need for an on-site countryside ranger team 7 days a week around the year. The review of skills and experience prior to filling posts allows senior officers to assess whether the current focus can support the delivery of the Eglinton Country Park masterplan agreed with elected members.

There will be an overall reduction in staff time and the focus will be on supporting a seasonal, absorbing more administrative functions in the central I&C team and developing income generating strands.

The Cultural Development Manager has established closer links across her remit, which now includes Eglinton Country Park, and is developing innovative cultural and heritage aspects within the service.

19


2.3. Who is affected by the policy or practice as an internal or external service user?Public and partners

2.4. Please indicate the equality groups likely to be affected by the policy:All groups affected equally.


Not applicable


Not applicable2.7 Which aspects of the policy foster good relations between people who

share a protected characteristic and those who do not?

Not applicable

Section 3 – Collecting Information3.1. What evidence is available about the needs of relevant groups?

Source of Evidence


Service records

Research Benchmarking with other authorities and trusts, site visits to Manchester, Glasgow and Scottish Borders

20



Consultation with staff, elected members and Cabinet approval for proposals 8/11/16




No negative feedback and praise for new centre



Staff and trades unions were involved in developing the proposals


Not that we’re aware of



X

21



X


X

Pregnancy and Maternity X


X

Religion or belief X

Sex (Women and Men)

X

Sexual Orientation (Lesbian, gay and bisexual people)

X

Other (Poverty, homelessness, ex offenders, isolated rural communities, carers, part-time workers, or people in a marriage/civil partnership)

X



Yes No X No evidenceIf yes, give details

22


.5.2. If you have identified a negative impact, how will you modify this?

We have rescheduled staff time so that access to services across the heritage and cultural remit is prioritised, but not always in the same location. The current closure of The Heritage Centre, Saltcoats, which commenced in September 2016, is not connected with the restructure as it is essential roof repairs to the building, which will help protect the collection. Unfortunately this has taken longer than planned because of the external contract and extent of the work required. It will reopen as soon as it is safe to do so.Working with local groups and providers access to the arts at the HAC is being maintained and staff are scheduled to be in attendance when they are required.Staff support at Eglinton will similarly mirror that of the HAC, with partnership working with the Community Facilities team to provide access to the Racquet Hall for events and the Facilities Management team regarding the café/shop. The rangers/admin will be in attendance at the visitor centre during the peak season.

5.3. Is the policy or practice intended to promote equality by permitting positive action or action to remove or minimise disadvantage?

Yes No XIf yes, please give detailsDiscussions have taken place with Eglinton Countryside Park rangers and the Access Group to improve access to disabled toilet facilities.


details of the groups involved and the methods used.The Cultural Development Manager has extensive discussion with the North Ayrshire Access Group during the planning of the Townhouse to ensure that their requirements were embedded in decision-making.Discussions have taken place with Eglinton Countryside Park Rangers and the North Ayrshire Access Group to improve access to disabled toilet facilities.


7.1. Please detail the outcome of the assessment:No major alterations to policy assessed, EIA shows policy is robust XAdjust the policy to remove barriers or better promote equalityContinue the policy – there are justifications to continue the policy despite potential for adverse impactStop and remove the policy as there is actual or potential; unlawful discrimination

23


7.2. Please detail recommendations, including any action required to address negative impacts identifiedNone

7.3. Is a more detailed impact assessment needed?No


indicators used, other monitoring arrangements, who will monitor progress, criteria used to measure if outcomes are achieved.Visitor counters and customer feedback

8.2. Describe how you will publish the results of monitoring arrangements?Statistics are published by CIPFA and the Local Government Benchmarking Framework annually or available on request

8.3. When is the policy or practice due to be reviewed?Monthly

8.4. Head of Service who has approved impact assessmentPlease insert name and title of the Head of Service who has approved this assessmentName: Audrey Sutton

Title Head of Service Connected Communities

Date: 23/3/17

24




Useful Guidance


25

http://www.equalityhumanrights.com/uploaded_files/Scotland/PSED_in_Scotland/

budget-eia-2017-18 - north ayrshire council · web viewsex (women and men) x this will involve...

Documents