Item 13 - Appendix
West Dunbartonshire Council · 22 June 2022
Back to West Dunbartonshire Council — 22 June 2022 and its agenda
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AssessmentNo 499 Owner tspooner Resource Transformation Service/Establishment People and Technology First Name Surname Job title Head Officer Tara Spooner HR Adviser (include job titles/organisation) Members Louise Hastings PCP Cher Colquhoun - HR Adviser Geraldine Lyden - PCP (Please note: the word 'policy' is used as shorthand for stategy policy function or financial decision) Policy Title Violence and Harassment Convention The aim, objective,purpose and intended out come of policy The commitments of the Violence and Harassment Convention will be embedded into the Equality and Diversity in Employment Policy, the Respect at Work Policy (once it's agreed) and other established employment policy and practice. The convention relates to harassment and violence carried out by colleagues and service users Service/Partners/Stakeholders/service users involved in the development and/or implementation of policy. SHR, TUs, Management Representatives Does the proposals involve the procurement of any goods or services? No If yes please confirm that you have contacted our procurement services to discuss your requirements. No SCREENING You must indicate if there is any relevance to the four areas Duty to eliminate discrimination (E), advance equal opportunities (A) or foster good relations (F) Yes Relevance to Human Rights (HR) Yes Relevance to Health Impacts (H) Yes Relevance to Social Economic Impacts (SE) Yes Who will be affected by this policy? All employees, and anyone who carries out work for the council. Who will be/has been involved in the consultation process? TUs, Management representatives, Strategic HR Please outline any particular need/barriers which equality groups may have in relation to this policy list evidence you are using to support this and whether there is any negative impact on particular groups. Needs Evidence Impact Age The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty Employees of all ages can be subject to violence and harassment in the workplace Positive as committing to the convention ensures policies are in place to provide employees of any age with appropriate processes through
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which to address workplace violence and harassment. Cross Cutting The International Labour Organisation's Violence and Harassment Convention (ILO C190) 'recognises the right of everyone to a world free from violence and harassment, including gender based violence and harassment' Factors can and do combine, so a cross cutting approach is needed Positive Disability People with a disability are at an increased risk of violence and harassment in wider society Violent Crime Victim Support Research 2016 Positive as committing to the convention ensures policies are in place to provide employees with a disability with appropriate processes through which to address workplace violence and harassment. Social & Economic Impact A potential reduction in sick pay as fewer occurrences and with good support for survivors should result in less sickness absence related to violence and harassment at work The impacts of violence and harassment are well understood in this area, especially around domestic abuse and gender based violence Positive Sex The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty Women are more likely to be subject to violence and harassment in the workplace Women are more likely to experience domestic abuse abuse Positive as committing to the convention ensures policies are in place to provide women with appropriate processes through which to address workplace violence and harassment. Gender Reassign Trans people in the UK suffer higher levels of abuse. Some Stonewall.org.uk "The Truth About Trans" Positive as committing to the convention ensures
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research shows that 2/5 trans people have had a hate crime committed against them policies are in place to provide trans employees with appropriate processes through which to address workplace violence and harassment. Health Violence and harassment can result in physical injury and and the trauma can impact on mental/emotional wellbeing too Physical and mental health considerations overlap Positive as any measures adopted to reduce the risk of occurrence e.g. zero tolerance will reduce the risk to physical and mental wellbeing Human Rights Violence and harassment in or outside of work is an obvious abuse of human rights Some people are subject to harassment based on others reaction to their appearance Positive as committing to the convention ensures policies are in place to provide all employees with appropriate processes through which to address workplace violence and harassment. Marriage & Civil Partnership N/A Pregnancy & Maternity N/A Race The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty "Racism Ruins Lives" Study carried out by TUC (2019) Black, Asian and Minority Ethnic employees are at a higher risk of experiencing harassment due to their race in the workplace Positive as committing to the convention ensures policies are in place to allow the Council to address any incidences of violence and harassment due to race and therefore provide greater protection to BAME employees. Religion and Belief The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty Issues such as Islamophobia and Sectarianism may result in employees being subject to violence and harassment Positive as committing to the convention ensures policies are in place to provide employees of any religion/belief with appropriate processes through
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which to address workplace violence and harassment. Sexual Orientation The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty CIPD research, 2/5 lesbian, gay and bisexual workers experience direct discrimination at work and this could take the form of violence and harassment Positive as committing to the convention ensures policies are in place to provide LGBT+ employees with appropriate processes through which to address workplace violence and harassment. Actions Policy has a negative impact on an equality group,but is still to be implemented, please provide justification for this. N/A Will the impact of the policy be monitored and reported on an ongoing bases? Yes Q7 What is you recommendation for this policy? Intoduce Please provide a meaningful summary of how you have reached the recommendation The International Labour Organisation's Violence and Harassment Convention (ILO C190) 'recognises the right of everyone to a world free from violence and harassment, including gender based violence and harassment'. WDC has signed up to this convention. WDC committing to the convention ensures policies are in place to provides all employees with appropriate processes through which to address workplace violence and harassment. The impact of this has been assessed as having a positive impact for employees, in terms of protected characteristics