Mental Health Policy and Procedure equality impact assessment
Name of new policy
Mental Health Policy and Procedure
Purpose of this policy
COPFS has developed the Mental Health Policy and Procedure to/considers the impact(s) as follows:
- To support the mental health of all employees;
- To help promote a culture of open discussion surrounding mental wellbeing;
- To encourage early intervention and a holistic approach in addressing mental health issues/concerns.
Additional information
Lead EIA Officer:
HR Employee Relations Manager
Team/function:
HR/Business Services
Email address:
hremployeerelations@copfs.gov.uk
Others involved:
Deputy HR Director
Date assessment completed:
20 June 2023
Background details about new policy / process
This new policy was fully assessed for any equality impact based on the General Equality Duty of the Equality Act (2010):
The Policy and Procedure incorporates and supersedes a previous COPFS Policy “Stress At Work” and can be located on Connect.
This policy and accompanying framework covers the following aspects of mental health with the following impact(s):
- The promotion of mental wellbeing of all employees through raising awareness/ the provision of information;
- The development of COPFS managers and the provision of the relevant skills and HR support and guidance in support of their prompt and effective intervention in, and their management of, mental health matters;
- Helping employees to return to work after a period of absence due to mental ill health through supportive recruitment practices and the implementation of reasonable workplace adjustments and clear and focussed Return To Work Plans.
Summary of research and consultation carried out:
Overall Average Working Days Lost (AWDL) per staff year in the Civil Service was 7.9 days in the year ending 31 March 2022, up from 6.1 days in the year ending 31 March 2021.
Mental Ill-Health is the leading cause of overall sickness absence in the Civil Service in the year ending 31 March 2022.
Mental Ill-Health is the leading cause of long-term sickness absence in the Civil Service in the year ending 31 March 2022 (42%)
Mental Ill Health is second leading cause of short-term absence in the Civil Service in the year ending 31 March 2022 (13.8%) when COVID-19 (32.4%) is discounted. Mental Ill Health is the third leading cause of absence within the Scottish Government Parent Department category of which COPFS is a constituent.
The Policy, Procedure and Guidance has been created from the review and consideration of the COPFS Stress At Work Policy, Scottish Government/Civil Service organisational comparator policies and a variety of information sourced from relevant professional/specialist bodies in relation to guidance and best practice in the field of mental health and wellbeing (including NHS Health Scotland, ACAS, CIPD and the World Health Organisation) and an examination of the Scottish Government Evidence Finder. TUS colleagues were consulted re. the documents during their development and in relation to the final versions.
Equality Ambassadors contacted:
The documents were shared with all COPFS Equality Ambassadors in October 2022 with a request for comments and feedback by December 2022.
Equality Ambassadors for Transgender and Mental Health provided positive feedback re. the content of the policy. Feedback re the benefits of further training provision in relation to the policy was provided.
Key issues identified
No issues or concerns in relation to the content of the policy were/have been identified.
Potential impact on individual characteristic
The research and consultation have identified potential impacts on the following groups:
| Protected characteristic |
Yes | No | Please explain impact |
|---|---|---|---|
| Age (Older people, children and young people) | X |
No adverse impact on employees due to Age is envisaged. The policy intends to ensure equality of support for all employees’ who may experience mental health issues. Evidence shows that certain mental health conditions may first emerge at a young(er) age while the natural ageing process may increase the likelihood of others. The policy impacts as stated above are therefore likely to be positive in in respect of this characteristic. |
|
| Disability | X |
No adverse impact on employees due to Disability is envisaged. The policy intends to ensure equality of support for employees’ who may have a disability. It is recognised that mental ill health can be considered as a disability but also that the impact of living with a disability can cause/exacerbate mental ill health. The policy impacts as stated above are therefore likely to be positive in in respect of this characteristic. |
|
| Gender reassignment (Where a person is living as the opposite gender to their birth) | X |
No adverse impact on employees due to Gender Reassignment is envisaged. The policy intends to ensure equality of support for transgender employees. Evidence indicates that individuals in the transgender community have an increased risk of experiencing mental ill health. Policy impacts as stated above are therefore likely to be positive in respect of this characteristic. |
|
| Pregnancy and maternity | X | No adverse impact on employees due to Pregnancy and Maternity is envisaged. The policy intends to ensure equality of support for any/all employees’ in respect of pregnancy and maternity matters. It is clinically evidenced that the physical, mental and/or emotional changes relating to/occurring during pregnancy/following childbirth can impact upon mental wellbeing. The policy impacts as stated above are therefore likely to be positive in respect of this characteristic. | |
|
Race, ethnicity, colour, nationality or national origins (including Gypsy/Travellers, refugees, asylum seekers) |
X |
No adverse impact on employees due to Race, ethnicity, colour, nationality or national origins is anticipated. The policy intends to ensure equality of support to employees across the cultural spectrum. It is recognised, however, that employees from different countries or cultures may have very different ideas/attitudes about mental health and these differences are recognised and respected. In such circumstances, the policy framework provides an initial mechanism to consider any specific requirements so that the employee may be assisted /signposted to other support as appropriate. |
|
|
Religion or belief (including non-belief) |
X | No adverse impact due to Religion or belief is envisaged. The policy intends to ensure equality of support to employees whatever their recognised religion. It is recognised however, that employees from different religious denominations may have very different ideas or attitudes about mental health; some religious beliefs may consider that mental ill health is a sign of weakness, for example. In such circumstances, the policy framework provides an initial mechanism to consider any specific requirements so that the employee may be assisted /signposted to other support as appropriate. | |
| Sex/Gender | X |
No adverse impact on employees due to Sex/Gender is envisaged. The policy intends to ensure equality of support and the policy impacts as stated above are therefore likely to be positive in respect of this characteristic. |
|
| Sexual orientation | X |
No adverse impact due to Sexual Orientation is envisaged. The policy intends to ensure equality of support to all employees irrespective of sexual orientation. It is recognised that some groups may be impacted more adversely in relative terms, however. Evidence indicates that the LGBT+ community are more likely to experience mental ill health due to a number of social factors. The policy intends to ensure equality of support and the policy impacts as stated above are therefore likely to be positive in respect of this characteristic. |
Changes made to new policy
A summary of the key changes and improvements are as follows:
- All the resources relating to mental health are now under one heading with links for quick access;
- The policy documents provide detail re. what to look for in relation to common mental ill health conditions - this is anticipated to be of benefit not only for line managers but also for any employees who may be concerned about a colleague;
- The policy documents refer and signpost employees to the Workplace Adjustments Passport as an effective mechanism/template for seeking and progressing support;
- The policy documents aim to raise awareness of, and reduce stigma around, mental health matters and discussing these so that support can be provided. The importance of early intervention is highlighted which can help prevent an episode of ill health occurring or an ill health episode becoming worse. The documents cover the framework for having a supportive conversation with an employee or colleague;
- The policy documents cover background info, early intervention, support and recovery - all stages are covered and acknowledged;
- A template framework of specific support documents is provided reinforcing due process and consistency of approach (e.g. Individual Stress Risk Assessment, Workplace Adjustment passport, Mental Wellbeing Care Plan).
Review process for policy
The policy will be reviewed every three years or whenever business requirements, legislation or regulations change.
Send this completed form to:
For further information about this impact assessment, please contact:
Equality Team,
Policy Division,
Crown Office,
25 Chambers Street,
Edinburgh
EH1 1LA
Alternatively send an email to:
Assessment records can be made available in alternative formats or languages on request
Thank you for your feedback.