What is the policy / strategy / function / trying to achieve / do?    

Following the pandemic, there was recognition that the ability to work from home afforded employees a level of flexibility that wasn’t there before and was enjoyed by many employees.  Productivity was not affected by the hybrid working provisions and in many areas improved.  Also the reduction in travelling time allowed employees more time to socialise and spend time with family, providing for a much better work life balance.  Many employees have also reduced their travelling costs because of hybrid working or have indeed reduced the number of cars in the family.

If this policy is subject to the FSD what does it suggest about the impact or potential impact on socio-economic disadvantage? 

Low Income and Low Wealth

Will support employees who require to travel to and from work using a car or public transport, will not need to pay for daily travel if hybrid as only working half their working time in office.

Give details of the impact it has on groups and individuals

This scheme benefits those employees who are in posts that are deemed suitable for hybrid working, which is mainly office-based employees.  Those who are frontline staff are unable to work on a hybrid basis.  Employees who are parents, carer’s or are disabled are most likely to benefit from hybrid working as are those who live a distance from their office base.    Members of the public who access North Lanarkshire Council services should find that there is no difference to the service provided by a hybrid worker to that of someone who is based solely in the office.  Hybrid Working also encourages recruitment to the Council as seen as a benefit of working with the Council.

The Office for National Statistics reports the following in regard to Hybrid Working for 2024:

Hybrid Working has increased since the pandemic;

More time is spent on rest, exercise and wellbeing when working from home;

Managers, parents and over 30’s are most likely to hybrid work;

Workers with higher qualifications are likely to hybrid work;

Hybrid Working is most common in IT;

Keevee.com reports that within the UK: 74% of companies have adopted a hybrid working model, 83% of staff prefer hybrid to full office working, 90% of CEO’s reported reduced running costs following implementation of hybrid working, 55% of employees want to work at least 3 days from home and 77% of remote workers experienced increased productivity.

Disabled people and people with long term health conditions

Should benefit Disabled people as more opportunity to work from home although need to ensure adjustments are in place and don’t end up isolating them.

Women or men, girls or boys

Due to nature of posts that can be hybrid, most of the manual jobs that mainly employ men are not suitable for hybrid working.

Pregnant women and new mothers (including breastfeeding women)

Provides more flexibility in terms of breastfeeding and childcare.

Children and families

Hybrid workers have more time to spend at home with family as there is no travel time involved.

Employees – full and part time. Including SES, MAs etc.

Provides employees with more flexibility in their working day and reduces travelling time, but not all employees qualify.

We will consult with all staff on the hybrid scheme through the relevant channels including, trade unions, Corporate Management team, surveys, Employees Equality Forum – this applies to all employees covered by a protected characteristic.

The trade unions have been consulted on the hybrid scheme and provided input.

The Employee Equality Forum have been consulted on the hybrid scheme and provided input.

Staff surveys will be carried out on an annual basis to assess the success or otherwise of Hybrid Working within North Lanarkshire Council.

This will help us identify if specific groups are being disadvantaged, it is impacting on employees health and wellbeing, impacting on productivity, service delivery or impacting on employees or the organisation financially.

What actions / measures will be put in place or are planned to mitigate any adverse impact or promote equality?

Disabled people and people with long term health conditions

Provides more opportunity to work from home.

Pregnant women and new mothers (including breastfeeding women)

Provides more flexibility to work from home when breastfeeding and caring for a new baby.

What is the result / recommendations of the EqIA?

Introduce the Policy.