Item 16 - Appendix - EIA 604 Removal of Group Life
West Dunbartonshire Council · 21 December 2022
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AssessmentNo 604 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 Group Life The aim, objective,purpose and intended out come of policy To align death in service benefits across the workforce. 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) No Who will be affected by this policy? All employees who are currently eligible for Group Life Scheme. There are c600 employees eligible (employed since before 1st May 2009 and remained in the same role) with 42 of those employees not being in the pension scheme. 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. 93% of employees are members of an There is a possible negative impact on age as it tends to be older members of the workforce who are eligible for the benefit.
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occupational pension scheme, and therefore eligible for accrued benefits. The average age of those eligable for Group Life and not covered by the pension scheme is 63. 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. 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. Of those eligible and not in the pension scheme, 82% are female. Approval to remove the provision of group life will have a negative impact on females however is deemed justifiable as it is not a benefit available to the wider workforce and that there are relatively small number of deaths. 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
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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. There is a negative impact in relation to age and sex, this is not a benefit available to the wider to the wider workforce. There are more female than male employees in WDC; this does not automatically mean that there is disproportionate adverse effect on women, factors to consider here include the relatively small number of deaths in service, and any differential standardised mortality rates between males and females. Furthermore, this can be mitigated by encouraging and supporting those employees who are currently not members of the pension scheme to become a member. Will the impact of the policy be monitored and reported on an ongoing bases? No Q7 What is you recommendation for this policy? Please provide a meaningful summary of how you have reached the recommendation EIA 604 details the likely impacts of the proposals; this shows potential negative impacts for female employees in terms of current workforce being eligible for scheme.