Appendix 3
Equality Impact Assessment summary report
Each of the numbered sections below must be completed
1. Title of plan, policy or strategy being assessed.
NHS Lothian Disability Equality Scheme 2009-12
2. What will change as a result of this proposal?
The Disability Equality Scheme aims to address the barriers that disable people and
prevent them from accessing effective health care and information about their health,
and from gaining fulfilling employment with NHS Lothian. It includes a detailed action
plan that sets out the steps that NHS Lothian will take over the next 3 years to
eliminate discrimination, promote equal opportunities for disabled people, tackle
harassment related to disability, and meet the requirements of the Disability Equality
Duty.
The Disability Equality Scheme is built around the UK Equalities Measurement
Framework to make it easier to measure progress towards our commitments. It tries
to focus on end results rather than processes and policies.
This is a report of an assessment of the impact of the Scheme on staff. A separate
impact assessment is planned for impact on patients, carers and the wider
community.
3. Date of EQIA
08 October 2009.
4. Who was present at the EQIA?
Name
Job Title
Lesley Boyd
Health Inequalities
Manager
Carol
Crowther
Chief Nurse,
Quality &
Professional
Standards
Date of
RIA
training
Lesley.boyd@nhslothian.scot.nhs
.uk
Carol.crowther@luht.scot.nhs.uk
Lui Giacomello Partnership
representative
James Glover
Head of Equality &
Diversity
Email
Lui.giacomello@luht.scot.nhs.uk
Nov 08
James.glover@nhslothian.scot.nh
s.uk
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5. Population groups considered
minority ethnic people (incl.
gypsy/travellers, refugees & asylum
seekers)
women, men and transgender people
people in religious/faith groups
disabled people
older people, children and young people
lesbian, gay and bisexual people
people on low income
people with mental health problems
homeless people
people involved in criminal justice system
Potential differential impacts
Yes. Some disabled staff will be of Black or
Ethnic Minority origin. Impacts may be
different due to varying cultural attitudes to
disability and long term health conditions.
Yes. There are different prevalences of
some impairments depending on gender.
Transgender staff are at a higher risk of
mental health problems.
Yes. Some staff may have religious beliefs
(or the culture they feel a part of may have
those beliefs) about disability that are
different to others.
Yes. There are potential differential impacts
on disabled staff according to the category
of their impairment, e.g.
 Sensory impairments
 A physical disability
 A learning disability
 A mental health condition
 A chronic or long-term illness
 A cognitive impairment such as
Autistic Spectrum Disorder or that
acquired following a brain injury
 A facial disfigurement.
Yes. As the incidence of disability varies
with age, and the prevalence of some types
of impairment also sometimes depend on
age, there will be a differential impact.
Yes, for example in terms of mental health
conditions among staff who are gay,
lesbian or bisexual.
Yes. Some types of impairment are more
likely to occur in people living on low
incomes which may lead to some grades of
staff being at higher risk.
Yes. There are concerns that staff do not
feel confident about disclosing that they
have a mental health condition to NHS
Lothian.
Not significantly. It is not anticipated that
many NHS Lothian disabled staff will also
be homeless although some may be living
in insecure accommodation.
Not significantly. It is not anticipated that
NHS Lothian disabled staff are more likely
to be involved in the criminal justice system
than the wider population.
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staff
carers
Other groups (please specify)
Yes. This impact assessment looks
primarily on the impact of this Disability
Equality Scheme on NHS Lothian staff.
Yes. It is likely that a significant number of
NHS Lothian staff will be carers for a
disabled person. Some Staff who are
carers will also have a disability.
No other staff groups were identified.
6. What positive impacts were identified and which groups will they affect?
Impacts
Affected populations
It was felt that the Disability Equality Scheme will have a
largely positive impact on disabled staff, whether or not they
also have other equality characteristics e.g. they are from an
ethnic minority. However a number of issues were felt
important enough that the Scheme should be developed to
improve its emphasis on these.
All disabled staff.
Impact on equality & discrimination
The Scheme will have a positive impact on the barriers faced
by disabled people to employment, training and promotion.
However this will only happen as long as line managers and
those recruiting disabled staff are made aware of the
provisions of the Scheme and broad disability equality issues.
The revision of the recruitment and selection strategy and
development of a training framework will have a positive
impact on disabled staff.
Impact on relations between racial groups
It was not felt that the Scheme would have a significant
positive or negative impact on relations between different
racial groups. However the Scheme should include actions to
promote awareness of variance in cultural attitudes to
disability so that disabled staff from some ethnic minorities or
with certain religious beliefs are given appropriate support in
the workplace.
All disabled staff.
Disabled people who
would like to be
employed by NHS
Lothian.
As above.
Disabled staff from
some minority ethnic
backgrounds; disabled
staff with some religious
beliefs.
Impact on Harassment
The Scheme was felt likely to have a very positive impact on
the potential for harassment of disabled staff, as well as other
forms of harassment and abuse. The action plan includes
actions to promote disability awareness and Dignity at Work.
The Scheme, if implemented properly, will also have a positive
impact on staff who acquire a disability as a result of genderbased violence such as domestic abuse.
All disabled staff, staff
who are perceived to be
disabled. Staff who
acquire a disability as a
result of gender based
violence.
Impact on promotion of positive attitudes to disabled people
The Scheme has a number of actions to promote positive
All disabled staff.
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Appendix 3
attitudes to disability. However it was felt that there should be
greater emphasis on this aspect to ensure that disabled staff
feel more confident about disability equality in the workplace.
Impact on participation of disabled people in public life
If implemented effectively, particularly in relation to promoting
positive attitudes to disability, the Scheme would have a
positive impact on the confidence felt by disabled staff in
disclosing their disability. This will improve the visibility of
disability in the workplace at all levels of the organisation.
Impact on taking disabled people’s disabilities into account,
even where that means treating them more positively than
others
It was felt that while the overall impact of the Scheme will be
positive, the action plan should include greater emphasis on
developing support for disabled employees and their line
managers (particularly in relation to avoiding inappropriate
capability proceedings or redeployment).
All disabled staff.
All disabled staff.
7. What negative impacts were identified and which groups will they affect?
Impacts
Affected populations
There were concerns that the Scheme might not be as
successful as hoped due to the potential for misunderstanding
and lack of awareness about disability among staff.
This may hinder
progress for disabled
staff, carers and
disabled patients.
The Scheme does not sufficiently address issues around
performance, capability and line management. Specifically
there needs to be a greater emphasis on developing guidance
and support for line managers so that they understand when
capability measures are appropriate for staff who are not
performing to perceived standards. An example given was
where a line manager might make changes to an employee’s
role without reference to the relevant trade union or Employee
Relations. There is significant potential for inappropriate job
requirements and performance measures to be applied to the
employee. For a disabled member of staff this might present
difficulties, and give rise to unnecessary workplace stress or
capability proceedings.
Disabled staff,
especially those in posts
where there have been
changes to role or
expected performance
levels.
The Scheme does not sufficiently address issues faced by
staff who become disabled during their employment with NHS
Lothian. The role of Occupational Health Services and
Employee Relations in helping to manage this should be
included in the scope of the Scheme.
Staff who become
disabled during their
employment with NHS
Lothian.
The Scheme would benefit from greater emphasis on
developing the effectiveness of staff support and advice
resources (e.g. Employee Relations) to support staff who
Disabled staff. Staff who
are perceived to be
disabled.
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Appendix 3
report harassment or bullying because of their disability.
The Scheme should include an action to develop training for
line managers so that they are better able to cope with
diversity in their teams.
All staff.
Disabled people did not feel that when accessing employment
in the NHS extensive experience as service users was not
seen as valid in terms of relevant experience for posts.
Barrier to employment
8. Evidence available at the time of the RIA
Evidence
Data on populations in need
Available ?
Yes
Data on service
uptake/access
Data on quality/outcomes
Research/literature evidence
Patient experience
information
Consultation findings
Good practice guidelines
Other (please specify)
Evidence from staff survey
about bullying & harassment
experienced by disabled
staff.
No
Comments
Overall incidence of disability in the
population. Incidence of disability in people
of working age.
Prevalence of impairments among people
of different ages, genders and ethnic
origins.
Not relevant
No
No
No
None available for disabled staff
None used
Not relevant
No
No
Yes
Not relevant
None used
Relevant to Dignity at Work and
harassment elements of Scheme.
9. Additional Information and Evidence Required
Data on redeployment and capability proceedings involving disabled members of staff.
10. What communications needs were identified? How will they be addressed?
Effective promotion of the Disability Equality Scheme was felt to be essential. All existing
internal methods should be used (Team Brief, Connections, intranet). There will need to
be clear links to the document in e-learning modules and the Knowledge & Skills
Framework. Use of different formats should be used as many staff will not read the full
document.
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Appendix 3
11. Recommendations









The Scheme should include actions to address inappropriate redeployment and
capability proceedings against disabled staff.
The Scheme should put more emphasis on developing the capacity of
Occupational Health Services, Health & Safety and Employee Relations to
understand disability issues and/or support disabled staff in the workplace.
Recruitment and selection procedures should be revised to consider including
personal experience of receiving health services as relevant experience for certain
NHS Lothian jobs.
There should be more emphasis on promoting positive attitudes to disability in the
workforce.
Training for line managers should include more emphasis on positive management
of diversity in teams.
There should be more effective support and advice for line managers who wish to
amend the roles or responsibilities of staff, particularly disabled staff. This should
ensure that expected levels of performance are more appropriate and that there is
less potential for inappropriate capability proceedings against disabled staff.
The existence of the Scheme should be promoted in e-learning and other training
for staff, as well as in the Knowledge & Skills Framework.
The Scheme should be promoted using Connections, Team Brief and internal
email.
Implications of the Offences (Aggravation by Prejudice) (Scotland) Act 2009 be
considered in terms of its application to disabled people in the development of the
NHS Lothian Single Equality Scheme being developed for 2010.
12. As a result of the RIA what actions have been, or will be, undertaken and by
when? Please complete:
Specific actions (as a result of
the RIA)
1. Obtain figures for the
number of disabled staff
redeployed within NHS
Lothian.
2. Amend the Scheme to
include actions relating to
capability proceedings
and redeployment.
3. Amend the Scheme to
include actions to develop
awareness of disability
issues in Health & Safety,
Occupational Health
Services and Employee
Relations.
4. Develop a more
Who will take them
forward (name and
contact details)
JG
Deadline for
progressing
Review date
December
2009
June 2010
JG
November
2009
June 2010
JG
November
2009
June 2010
Equality Leads
November
June 2010
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Appendix 3
comprehensive
promotional plan for the
Scheme, with particular
emphasis on internal
communications.
5. Include revision of training
for line managers in
managing diversity in the
Training Framework
developed as part of the
Scheme.
2009
JG
December
2010
June 2010
13. Who will be consulted about the findings of this impact assessment?
The Report from this EQIA will be published very widely for consultation alongside the
Scheme itself. It will also be considered by the Disability Equality Steering Group at their
meeting on 6 November 2009. The report will also be sent to all participants in the major
involvement event held on 5 August 2009.
Manager’s Name: James Glover
Date: 10 October 2009
Please send a completed copy of the summary report to:
James Glover, Head of Equality and Diversity
James.Glover@nhslothian.scot.nhs.uk
Note that you may be contacted by a member of NHS Lothian’s impact assessment
group for quality control and/or monitoring purposes.
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