Equality and Human Rights Screening Template Review of NIPEC Accommodation Strategic Outline Case / Business Case NIPEC/BC/1/2013 May 2013 NIPEC is required to address the 4 questions below in relation to all its policies. This template sets out a proforma to document consideration of each question. 1. What is the likely impact on equality of opportunity for those affected by this policy, for each of the Section 75 equality categories (minor / major / none)? 2. Are there opportunities to better promote equality of opportunity for people within the Section 75 equality categories? 3. To what extent is the policy likely to impact on good relations between people of a different religious belief, political opinion or racial group (minor / major / none)? 4. Are there opportunities to better promote good relations between people of a different religious belief, political opinion or racial group? For advice and support on screening contact: Sandra Calwell / Anne Basten Equality Unit Business Services Organisation 2 Franklin Street Belfast BT2 8DQ (028) 9053 5532 or (028) 9053 5564 Email: sandra.calwell@hscni.net or anne.basten@hscni.net 1
(1) INFORMATION ABOUT THE POLICY OR DECISION 1.1 Title of policy or decision Review of NIPEC Accommodation Strategic Outline Case / Business Case 1.2 Description of policy or decision what is it trying to achieve? (aims and objectives) how will this be achieved? (key elements) what are the key constraints? (for example financial, legislative or other) To consider interim (3-year period) feasible accommodation options for NIPEC, post 31 st August 2013, and produce a Strategic Outline Case (SOC) / Business Case for consideration by the DHSSPS. NIPEC currently leases office and conference facilities on two floors at Centre House, Chichester Street, Belfast, although office space on one floor is sub-leased to BSO s Information Technology Services (ITS). In light of current austere economic financial climate, NIPEC s target is to achieve a 20-25% reduction in its accommodation renal costs, post 1 st September 2013. NIPEC s current accommodation lease expires on 31 st August 2013. In order to ensure the organisation s accommodation needs were met, a specific objective was included within NIPEC s Business Plan 2012/13 to produce a SOC / Business Case for consideration by the DHSSPS. A working group, comprising of membership from Health Estates Investment Group (HEIG), Land and Property Services (LAP) and NIPEC, was set up to manage this process. The outcome of a Space Utilisation Survey indicated potential for NIPEC to consolidate its accommodation onto one floor within Centre House. The preferred option recommended to the DHSSPS will see NIPEC consolidating onto the second floor with some minor refurbishment and with a renegotiated lease for 3 years (with a breakout clause of 2 years), together with a 3-month payment for floor one until decanting is completed to facilitated second floor refurbishment. There will be some HR/employment issues (eg. change of hours/duties) resulting from the preferred option, if approved, and will require further advice and input from BSO HR Department to implement changes within this option. 2
1.3 Main stakeholders affected (internal and external) For example staff, actual or potential service users, other public sector organisations, voluntary and community groups, trade unions or professional organisations or private sector organisations or others NIPEC staff and Council members Staff organisations/trade Unions Visitors Participants in events and conferences 1.4 Other policies or decisions with a bearing on this policy or decision what are they? who owns them? NIPEC s Business Plan 2012/13 (2) CONSIDERATION OF EQUALITY AND GOOD RELATIONS ISSUES AND EVIDENCE USED 2.1 Data gathering What information did you use to inform this equality screening? For example previous consultations, statistics, research, Equality Impact Assessments (EQIAs), complaints. Provide details of how you involved stakeholders, views of colleagues, service users, staff side or other stakeholders. The membership of the Accommodation Working Group ensured relevant health estates and departmental policy and guidance was taken into consideration throughout the review process. NIPEC staff, NIPEC Council and its Audit and Risk Committee were kept advised of progress throughout the review process. In addition, the Joint Negotiation and Consultation Committee were kept advised. Employee Section 75 and Census 2011 data referred to during screening process. 3
2.2 Quantitative Data Who is affected by the policy or decision? Please provide a statistical profile. te if policy affects both staff and service users, please provide profile for both. Category What is the makeup of the affected group? ( %) Are there any issues or problems? For example, a lower uptake that needs to be addressed or greater involvement of a particular group? Gender The majority of NIPEC staff are female. As at 1 April 2013, NIPEC employed 17 female staff and 4 male staff (part and full time). Census 2011 figures report just over 50% of the 16-64 age group is female whilst 49.52% is male in NI. Age Data not available, however, anecdotal evidence suggests 50% of staff are 50+ years of age. Census 2011 figures report the 16-64 age group represents just under 65% of the total NI population. Religion Data available and has been taken into consideration but has been withheld from publication as numbers are relatively small and individuals could be identified. Census 2011 figures report just over 40% of the NI population gave their religion as Catholic, 41.5% gave their religion as Presbyterian or other Christian, whilst nearly 17% either did not have a religion or did not state they had one Political Opinion Marital Status Dependent Status Disability Data available and has been taken into consideration but has been withheld from publication as numbers are relatively small and individuals could be identified. Anecdotal evidence suggests two thirds of NIPEC staff are married/co-habiting. Census 2011 figures report 48% of the resident population aged 16 and over are married, whilst 36% are single, 0.1% are registered in same-sex civil partnerships, 9.4% are divorced, separated or formerly in same-sex partnership and 6.8% are either widowed or a surviving partner. The majority of staff are female and anecdotal evidence shows 50% of them have children in full time education. Census 2011 figures report 12% of the resident population provide unpaid care to family members, friends, neighbours, and 34% of households contain dependent children. Currently no employee has identified having a disability. Census 2011 figures report 21% of the population regard themselves as having a disability or long-term health problem which has an impact on their day to day activities. 4
Ethnicity Sexual orientation Data not available, however, anecdotal evidence suggests all are of white or European origin. Census 2011 figures report 1.8% of the resident population belong to a minority ethnic group, with 3.1% stating their first language is not English. Data not collected for NIPEC staff, but NI population estimate is 1 in 10. 2.3 Qualitative Data What are the different needs, experiences and priorities of each of the categories in relation to this policy or decision and what equality issues emerge from this? te if policy affects both staff and service users, please discuss issues for both. Category Gender Age Religion Political Opinion Marital Status Dependent Status Disability Ethnicity Sexual Orientation Needs and Experiences The loss of office space and conference facilities will result in a change in working hours for two members of staff, both of whom are part-time female members of staff. Any changes in current terms and conditions will be agreed in full discussion with the two members of staff concerned. ne ne ne ne ne As with all external events organised by NIPEC, consideration will need to be given to any accessibility issues of those attending meetings which in future will be held in external venues. These include NIPEC Council members and participants in events previously held within NIPEC accommodation. ne ne 5
2.4 Multiple Identities Are there any potential impacts of the policy or decision on people with multiple identities? For example; disabled minority ethnic people; disabled women; young Protestant men; and young lesbians, gay and bisexual people. ne 2.5 Making Changes Based on the equality issues you identified in 2.2 and 2.3, what changes did you make or do you intend to make in relation to the policy or decision in order to promote equality of opportunity? In developing the policy or decision what did you do or change to address the equality issues you identified? Regular meetings have been held with NIPEC staff and Council members to ensure they were briefed regarding the accommodation review and the development of the Business Case one-to-one discussions were held with those more directly affected by the outcome of the review. What do you intend to do in future to address the equality issues you identified? A working group has been established to implement the outcome of the accommodation review. In addition, meetings with BSO HR will be arranged to discuss changes in hours/duties and to ensure these are managed appropriately with the individuals concerned. Those responsible for organising meetings to ensure that venues, information and the way that meetings are conducted are accessible to those in attendance. 2.6 Good Relations What changes to the policy or decision if any or what additional measures would you suggest to ensure that it promotes good relations? (refer to guidance notes for guidance on impact) Group Impact Suggestions Religion ne ne Political Opinion ne ne Ethnicity ne ne 6
(3) SHOULD THE POLICY OR DECISION BE SUBJECT TO A FULL EQUALITY IMPACT ASSESSMENT? A full equality impact assessment (EQIA) is usually confined to those policies or decisions considered to have major implications for equality of opportunity. How would you categorise the impacts of this decision or policy? (refer to guidance notes for guidance on impact) Please tick: Major impact Minor impact further impact Do you consider that this policy or decision needs to be subjected to a full equality impact assessment? Please tick: Yes Please give reasons for your decisions: 7
(4) CONSIDERATION OF DISABILITY DUTIES 4.1 In what ways does the policy or decision encourage disabled people to participate in public life and what else could you do to do so? How does the policy or decision currently encourage disabled people to participate in public life? N/A What else could you do to encourage disabled people to participate in public life? N/A 4.2 In what ways does the policy or decision promote positive attitudes towards disabled people and what else could you do to do so? How does the policy or decision currently promote positive attitudes towards disabled people? N/A What else could you do to promote positive attitudes towards disabled people? N/A 8
(5) CONSIDERATION OF HUMAN RIGHTS 5.1 Does the policy or decision affect anyone s Human Rights? Complete for each of the articles ARTICLE Article 2 Right to life Article 3 Right to freedom from torture, inhuman or degrading treatment or punishment Article 4 Right to freedom from slavery, servitude & forced or compulsory labour Article 5 Right to liberty & security of person Article 6 Right to a fair & public trial within a reasonable time Article 7 Right to freedom from retrospective criminal law & no punishment without law Article 8 Right to respect for private & family life, home and correspondence. Article 9 Right to freedom of thought, conscience & religion Article 10 Right to freedom of expression Article 11 Right to freedom of assembly & association Article 12 Right to marry & found a family Yes/ Article 14 Prohibition of discrimination in the enjoyment of the convention rights 1 st protocol Article 1 Right to a peaceful enjoyment of possessions & protection of property 1 st protocol Article 2 Right of access to education If you have answered no to all of the above, please move on to Question 6 on monitoring 9
5.2 If you have answered yes to any of the Articles in 5.1, does the policy or decision interfere with any of these rights? If so, what is the interference and who does it impact upon? List the Article Number Interfered with? Yes/ What is the interference and who does it impact upon? Does this raise legal issues?* Yes/ * It is important to speak to your line manager on this and if necessary seek legal opinion to clarify this 5.3 Outline any actions which could be taken to promote or raise awareness of human rights or to ensure compliance with the legislation in relation to the policy or decision. 10
(6) MONITORING 6.1 What data will you collect in the future in order to monitor the effect of the policy or decision on any of the categories (for equality of opportunity and good relations, disability duties and human rights)? Equality & Good Relations Disability Duties Human Rights Approved lead officer: Position: Edmund Thom Head of Corporate Services Date: May/June 2013 Policy/decision screened by: Janet Hall, Corporate Services Manager Please note that having completed the screening you are required by statute to publish the completed screening template, as per your organisation s equality scheme. If a consultee, including the Equality Commission, raises a concern about a screening decision based on supporting evidence, you will need to review the screening decision. Please forward completed template to: equality.unit@hscni.net If you require this document in an alternative format (such as large print, Braille, disk, audio file, audio cassette, Easy Read or in minority languages to meet the needs of those not fluent in English), please contact: Corporate Services Manager NIPEC 79 Chichester Street Belfast BT1 4JE Email: enquiries@nipec.hscni.net Tel: (028) 9023 8152 11