Item 16 - Appendix - EIA 600 Allowances for enhanced working and public holidays
West Dunbartonshire Council · 21 December 2022
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AssessmentNo 600 Owner lgalasso Resource Transformation Service/Establishment People and Technology First Name Surname Job title Head Officer Leeanne Galasso People &Change Partner (include job titles/organisation) Members Leeanne Galasso, People &Change Partner Lisa MacGregor, People &Change Partner (Please note: the word 'policy' is used as shorthand for stategy policy function or financial decision) Policy Title Ethical Review of Terms and Conditions - Allowances for enhanced working and public holidays The aim, objective,purpose and intended out come of policy The primary aim is to further eradicate pay inequality. Higher rates for enhancements can widen the gender pay gap particularly where employee groups do not have the opportunity to access enhancements to pay. There were concerns that the proposal to apply higher rates, particularly those related to overtime payments and payment for working public holidays, favour traditional male occupations which are generally full time and are to the disadvantage of female employees, the majority of whom work part time hours. The current remuneration and overtime arrangements for different work groups, in common with the of gender segregation of workforces, lead a situation that favours males more than females. It is essential that the Council continues to act to future-proof its terms and conditions of employment, ensuring an employment package is gender pay neutral and which is otherwise considered fair in terms of consolidation of provisions across different categories of employees. Service/Partners/Stakeholders/service users involved in the development and/or implementation of policy. Chief Officers, Strategic HR 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) No Relevance to Health Impacts (H) No Relevance to Social Economic Impacts (SE) Yes Who will be affected by this policy? All employees who benefit from enhancements for overtime working Who will be/has been involved in the consultation process? Consultation will take place with recognised trade unions. 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.
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Needs Evidence Impact Age The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty The Council's age profile confirms that the highest percentage of employees remain clustered in the age groups 50-59. There is no specific impact identified in relation to age. Cross Cutting Disability The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty The Council's disability profile confirms 1.38% of employees have declared a disability. It is well documented and reported that people with a disability can be impacted by pay inequality. There is no specific impact in relation to disability. Social & Economic Impact Reduction in pay for some employees may result in disposable income being reduced and having a reduced amount to spend in the economy The proposal seeks reduce the enhanced rates to overtime working to address gender pay inequalities which has an associated consequential saving. Negative impact but this is justifiable as it addresses an inequality in pay. Sex The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty It is well documented and reported that males typically earn more than females with greater opportunity to access enhancements through overtime and allowances. Equal Pay Audit 2017. Workforce profile concludes 71% female and 29% male. The pay data for 21/22 used identifies that more males access overtime than females and that females typically work overtime attract the rate at plain time, which is Approval to reduce the enhanced rates from current to time and a quarter will have a financial impact on males and females, however, when taking account of all enhanced overtime payable in 2021/22, it will reduce the gender pay differential by an estimated 1.58% for this work group. The proposal to remove contractual overtime will have an impact on males as this enhancement is typically only available in male dominated roles, of those in receipt of
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due to the majority working in a part- time role. It is well understood that females are main caregivers and benefit from flexibility to support the balance of working and home life. contractual overtime, only 5% are female which represents 0.05% of the female workforce. However this is justifiable as removing will have an impact on the gender pay gap. In relation to public holidays, by aligning craft to local goverment workers, this will impact on males as they are typically male (90%), Quasi-Craft employees (those employed after 1st April 2015) are also predominately male (95%) and Local Government employees, who are predominately female (74%). However this is justifiable as it will have a positive impact on the gender pay differential by up to 31.53% . It will also further benefit females as they are typically the main care givers and will give flexibility in use of leave. Gender Reassign The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty The Council's transgender profile confirms that 0.15% have declared transgener and 19.01% not transgender and 80.71% unknown. There is no specific impact in relation to gender reassign Health N/A N/A N/A Human Rights N/A N/A N/A Marriage & Civil Partnership The council has duty of care toward all its workers, and in No information reported on marital status/civil There is no specific impact in relation to marriage &civil
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terms of the Public Sector Equality Duty partnership. It is well documented and reported that males typically earn more than females with greater opportunity to access enhancements through overtime and allowances. partnerships Pregnancy & Maternity Cross-Cutting with Sex Cross-Cutting with Sex It is well document and reported that pregnancy and maternity have contributed to the gender pay inequality agenda. Cross-Cutting with Sex Race The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty The Council's race profile confirms 0.58% of the workforce are BAME. There is no specific impact in relation to race Religion and Belief The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty The Council's religion and belief provide confirms that 1.45% are Christian, 0.89% other and 8.56% none. There is no specific impact in relation to religion and belief. Sexual Orientation The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty , this proposal does not impact on sexual orientation The Council's sexual orientation profile concludes that 0.81% of the workforce have declared LGB and 18.26% as heterosexual with 80.41 unknown There is no specific impact in relation to sexual orientation Actions Policy has a negative impact on an equality group,but is still to be implemented, please provide justification for this. Changing the overtime rates from time and half and double time will have an impact on males and females. The removal of contractual overtime will have a negative impact on males as they access these rates due to the nature of the roles but is justifiable as it addresses a pay inequality. The realignment of public holidays of craft workers will have a negative impact on males as craft workers are typically male, however it is justifiable as it addresses pay inequality. Will the impact of the policy be monitored and reported on an ongoing bases?
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Yes the impact will be monitored via the Equal Pay Audit which happens every 3 years and reported to the appropriate committees. Q7 What is you recommendation for this policy? Intoduce Please provide a meaningful summary of how you have reached the recommendation EIA 600 details the likely impacts of the proposals; this shows potential positive impacts for female employees and negative impacts for male employees in terms of earnings when taking overtime and realignment of public holidays into account. It also shows potential positive impacts for female employees and negative impacts for male employees in terms of public holiday working both in terms of earnings and improved flexibility.