Item 16 - Appendix - EIA 602 Removal of incremental progression at 6 months
West Dunbartonshire Council · 21 December 2022
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AssessmentNo 602 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 - Removal of Incremental Progression at 6 months The aim, objective,purpose and intended out come of policy The primary aim of this proposal is to ensure equality in pay progression. New appointments, promotions or re-gradings between 1st October and 31st March, receive their first increment on the new salary scale six months from their effective date of appointment. This proposal seeks to align annual incremental progression. 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 are promoted, re-graded or take on a new appointment mid year. 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. 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
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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 N/A N/A N/A Sex The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty Workforce profile concludes 71% female and 29% male Potential positive impact for females with equity of pay progression and that the predominance of the workforce is female. 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 terms of the Public Sector Equality Duty No information reported on marital status/civil partnership. There is no specific impact in relation to marriage &civil partnerships Pregnancy & Maternity Cross-Cutting with Sex Cross-Cutting with Sex 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 The Council's sexual orientation profile concludes that 0.81% of the There is no specific impact in relation to sexual orientation
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Sector Equality Duty , this proposal does not impact on sexual orientation workforce have declared LGB and 18.26% as heterosexual with 80.41 unknown Actions Policy has a negative impact on an equality group,but is still to be implemented, please provide justification for this. There are no negative impacts identified. Will the impact of the policy be monitored and reported on an ongoing bases? No Q7 What is you recommendation for this policy? Intoduce Please provide a meaningful summary of how you have reached the recommendation EIA 602 details the likely impacts of the proposals; this shows potential positive impacts for female employees in terms of equity of pay progression.