Alcohol, Drugs & Substance Use Policy Equality Screening
S75 Equality And Good Relations Screening Form
General Information: Policy
This is a new policy.
Operational Area: Organisation Wide
Title: Alcohol, Drugs & Substance Use Policy
Brief Summary:
This policy reflects Council’s desire to promote and maintain the health, safety and wellbeing of our employees in relation to alcohol, drug and substance use and misuse. Council strives to promote health and wellbeing and aims to provide health information and support focusing on the physical, mental and social wellbeing of employees.
Council recognises that alcohol, drug and substance use and misuse can endanger the health and safety of employees and may render employees incapable of safe working, creating risk to themselves and others.
Council will appoint an external test provider to manage a testing process in addition to ensuring that relevant management employees are appropriately trained to assist in the initial stages of testing. Council recognises that alcohol, drug and substance use and misuse may be an illness to be treated the same as any other illness and will offer help to employees for alcohol, drug and substance use and misuse where it is sought voluntarily.
What is it trying to achieve? (intended aims and outcomes)
The aims of the policy are to:
- Encourage and support employees who have an alcohol, drug and substance use and misuse problem to seek help voluntarily.
- Provide a consistent framework for the management of alcohol, drug and substance use and misuse.
- Prevent the risk of accidents and injuries by employees suffering from the effects of alcohol, drug and substance use and misuse.
- Raise the awareness to employees of the risks of alcohol, drug and substance use and misuse.
- Set out the terms in which alcohol, drug and substance testing may be carried out.
- Define the roles and responsibilities for employees, Line Managers and OD/HR in relation to alcohol, drug and substance use and misuse.
- Provide guidance to Line Managers to support employees when addressing these issues and where required, to appropriately manage unsatisfactory conduct, performance or attendance where alcohol, drug and substance use and misuse is a contributing factor.
- To prevent injury or death of employees, their colleagues or any other person.
- To prevent damage to or destruction of Council’s assets or equipment, or the property of employees, their colleagues or any other person.
- To ensure the safe and efficient provision of Council services.
Who owns and who implements each element of the function, service, policy, procedure, project, strategy, plan or guidance?
OD/HR own the Policy. The Head of OD/HR is responsible for reviewing, updating and amending this policy to reflect changes in legislation or employment practice.
The Chief Executive, on behalf of Council, carries overall responsibility for ensuring the appropriate policies and processes are in place which adequately and appropriately support employees. Directors are also responsible for delegating authority to Heads of Service/Line Managers to take action under this policy, as appropriate.
Heads of Service, Line Managers, supervisors and colleagues are in a position to recognise impairment of work performance and with appropriate awareness training, they may recognise these signs. Council cannot knowingly allow any employee under the influence of drugs or alcohol to continue working which may place themselves or others at risk and therefore must ensure they comply with this policy, applying it effectively, fairly and consistently within their area of responsibility.
Other policies etc. which have a bearing on this function, service, policy, procedure, project, strategy, plan or guidance?
Policies:
- Code of Conduct.
- Terms and Conditions of Employment.
- CC&G Privacy Statement.
- OD/HR Privacy Statement.
- Sickness Absence Policy.
- Disciplinary Policy.
Strategies:
- Corporate Strategy 2021-2025.
Studies, Publications, Statistics and Guidance:
- Northern Ireland Statistics & Research Agency – Census 2011.
- NINIS, Census 2011.
Available Evidence
Evidence to help inform the screening process may take many forms. Public authorities should ensure that their screening decision is informed by relevant data.
What evidence/information (both qualitative and quantitative have you gathered to inform this function, service, policy, procedure, project, strategy, plan or guidance? Specify details for relevant Section 75 categories.
It is proposed that all Section 75 categories will be considered via:
• Quantitative evidence has been sourced via the NI Census in 2011 and the Northern Ireland Life and Times Survey 2020.
Section 75 Category
Details of Evidence/Information:
- Mid-year 2020 NISRA statistics detailed the usual resident population of Causeway Coast & Glens Local Government District to be 144,900, accounting for 7.6% of the N.I. total. Statistical information with regards to the Districts makeup and individuals therein was also reviewed.
- It is also clear that the majority of our borough is rural in composition and therefore the specific needs of those individuals must be considered during screening.
- There is no current information held in Council with regards to Alcohol, Drugs and Substance Use, therefore the policy will be reviewed within the first year.
Religious Beliefs
The 2021 Census outlined:
Religion / religion brought up in:
Census 2021 CC&G Borough Council Northern Ireland
Roman Catholic 40.12% 45.70%
Protestant & Other Christian
(including Christian related) 51.17% 43.48%
Other Religions 0.78% 1.50%
None/Not stated 7.94% 9.32%
Staff breakdown by Religious Belief / Community Background (Figures as at 21 October 2022)
Religious Belief / Community Background Gender Number of Staff
Roman Catholic Male 119 (19.67%)
Female 126 (20.82%)
Protestant Male 199 (32.89%)
Female 128 (21.16%)
Non-Determined Male 17 (2.81%)
Female 16 (2.65%)
Total 605
In terms of religion or religion brought up in the 2011 Census indicates that our resident’s religious beliefs are comparable to those in Northern Ireland in that there are 2 predominant groupings ie Roman Catholic and Protestant. However we also have a number of individuals (5.64%) who do not practice a specific religion or who do not wish to be grouped into a specific religion. In addition, we have a small number of individuals who practice other religions.
This Policy will have a positive impact on the health and safety of individuals of all religions, and those with none. The policy does not adversely impact any religious or non-religious group.
Political Opinion
The Northern Ireland Life and Times Survey (2021) provides the following information on the political parties people in Northern Ireland feel closest to (this information is not available at local government level) :
%
DUP/Democratic Unionist Party 12
Sinn Féin 13
Ulster Unionist Party (UUP) 13
Social Democratic and Labour Party (SDLP) 13
Alliance Party 19
Green Party 5
Other Party 4
None of these 11
Other answer 1
Don't know 9
The policy does not adversely impact anyone with or without a political opinion and will be applicable to all Council employees, apprentices, agency workers, casual workers, volunteers, contractors and consultants.
Racial Group
On Census Day 21 March 2021 the resident population was:
Census 2021 CC&G Borough Council Northern Ireland
White 98.55% 96.55%
Irish Traveller 0.03% 0.14%
Roma 0.01% 0.08%
Indian 0.15% 0.52%
Chinese 0.22% 0.50%
Filipino 0.10% 0.23%
Pakistani 0.03% 0.08%
Arab 0.03% 0.10%
Other Asian 0.10% 0.28%
Black African 0.12% 0.42%
Black Other 0.04% 0.16%
Mixed 0.51% 0.76%
Other ethnicities 0.11% 0.19%
Staff breakdown by Racial Group / Ethnic Origin (Figures as at 21 October 2022)
Racial Group / Ethnic Origin Number of Staff
Mixed Ethnic Group 1 (0.16%)
Other 2 (0.33%)
White / White European 546 (90.25%)
Unknown 56 (9.26%)
Total 605
Information about this policy may have a minor impact on some racial groups where English is not the individual’s first language, however, this will be mitigated through translation of the documentation into the relevant language. All details will be provided on the Council website which has a translation function for over 40 languages and can be read using a screen reader for those with multiple identities.
All Council workers involved in the process will receive equality and diversity training. Council will take into consideration any suggestions for additional training and education.
Age
Age: (NISRA Census 2021 – Table MS-A02)
CC&G Borough Council Northern Ireland
0-4 years 7,973 (5.62%) 113,820 (5.98%)
5-9 years 8,878 (6.26%) 124,475 (6.54%)
10-14 years 9,113 (6.43%) 126,918 (6.67%)
15-19 years 8,326 (5.87%) 113,203 (5.95%)
20-24 years 7,873 (5.55%) 111,386 (5.85%)
25-29 years 7,713 (5.44%) 116,409 (6.12%)
30-34 years 8,460 (5.97%) 126,050 (6.62%)
35-39 years 8,528 (6.02%) 127,313 (6.69%)
40-44 years 8,513 (6.01%) 122,163 (6.42%)
45-49 years 9,322 (6.58%) 121,670 (6.39%)
50-54 years 10,412 (7.35%) 130,967 (6.88%)
55-59 years 10,150 (7.16%) 129,276 (6.79%)
60-64 years 9,171 (6.47%) 113,049 (5.94%)
65-69 years 7,769 (5.48%) 93,464 (4.91%)
70-74 years 6,990 (4.93%) 83,467 (4.39%)
75-79 years 5,659 (3.99%) 66,377 (3.49%)
80-84 years 3,718 (2.62%) 43,776 (2.30%)
85-89 years 2,126 (1.50%) 25,879 (1.36%)
90+ years 1,051 (0.74%) 13,512 (0.71%)
TOTAL Population 141,745 1,903,174
Staff breakdown by Age (Figures as at 21 October 2022)
Age Group Number of staff
22-29 21 (3.47%)
30-34 28 (4.63%)
35-39 64 (10.58%)
40-44 71 (11.74%)
45-49 99 (16.36%)
50-54 115 (19.01%)
55-59 92 (15.21%)
60-64 88 (14.54%)
65-120 27 (4.46%)
Total 605
To support the various age groups within Council information on the policy will be circulated through a variety of methods: council website; social media; internal emails, and various Council noticeboards. Training on the policy will also be provided in a number of formats including online and face-to-face in order to sufficiently inform all age categories on their responsibilities under this policy.
There is no evidence to indicate that this policy will adversely impact on any individual age group as it will be applied consistently across all.
Marital Status
Marital status by former legacy Council area (most recent figures available from Census 2011):
Census 2011 Ballymoney BC Coleraine BC Limavady BC Moyle DC
Single 32.68% 34.78% 36.64% 34.96%
Married 52.52% 48.88% 48.94% 49.03%
Civil Partnership 0.07% 0.06% 0.08% 0.08%
Separated 3.13% 3.15% 3.58% 3.66%
Divorced/Civil
Partnership Dissolved 5.23% 6.13% 4.99% 5.11%
Widowed/Surviving
Civil Partner 6.39% 7.00% 5.78% 7.15%
Staff breakdown by Marital Status (Figures as at 21 October 2022)
Marital Status Number of staff
Unknown 60 (9.92%)
Married \ Civil Partnership 336 (55.54%)
Divorced 12 (1.98%)
Other 19 (3.14%)
Separated 12 (1.98%)
Single 164 (27.11%)
Widowed 2 (0.33%)
Total 605
The policy does not adversely impact anyone regardless of their marital status.
Sexual Orientation
There are no specific figures available on how many people may be Gay, Lesbian, Bi-sexual or Trans-gender or Trans-sexual (LGBT) specific to the Council area.
The Northern Ireland Life and Times Survey (2021) provides the following information on the sexual orientation of people in Northern Ireland (this information is not available at local government level):
%
I am ‘gay’ or ‘lesbian’ (homosexual) 2
I am heterosexual or ‘straight’ 93
I am bi-sexual 4
Other 0
In addition, the NI Rainbow Project estimates between 6-10% of any given population could be considered as LGBT.
The policy does not adversely impact anyone regardless of their sexual orientation.
Men and Women Generally Gender:
(Census 2021 – Table MS-A07)
CC&G Borough Council Northern Ireland
Male 69,848 (49.28%) 936,132 (49.19%)
Female 71,898 (50.72%) 967,043 (50.81%)
Staff breakdown by Gender (Figures as at 21 October 2022)
Gender Number of staff
Male 335 (55.38%)
Female 270 (44.62%)
Total 605
The policy does not adversely impact anyone regardless of their gender and will be applied consistently across all genders.
Dependants
The Census information in 2011 & 2021 showed:
People With or Without Dependents (Census 2021 – Table MS-B12):
Census 2011 CC&G Borough Council Northern Ireland
Number of households
(2021 stats) 57,576 768,810
Households with
dependent children
(2011 stats) 15,597 (28.37%) 261,251 (36.19%)
Staff Family Status (Figures as at 21 October 2022)
Family Status Number of staff
Blank 298 (49.26%)
Adults(s) 11 (1.82%)
Child/Children 157 (25.95%)
None 138 (22.81%)
Other 1 (0.16%)
Total 605
The policy does not adversely impact anyone with or without dependants.
Disability
People with a Disability/People Without:
People with a long-term condition/illness by former legacy Council area (most recent figures available from Census 2011):
Census 2011 Ballymoney BC Coleraine BC Limavady BC Moyle DC
People with a long term
condition/illness 30.6% 31.31% 31.05% 31.68%
People Without 69.4% 68.69% 68.95% 68.32%
Causeway Coast and Glens Borough Council Long Term Condition:
Mobility or dexterity 19%
Long term pain or discomfort 17%
Shortness of breath or difficulty breathing 14%
A chronic illness 11%
Deafness or partial hearing loss 9%
An emotional, psychological or mental health condition 9%
Other condition 9%
A learning, intellectual or social behaviour difficulty 3%
Frequent periods of confusion or memory loss 3%
Blindness or partial sight 3%
Communication difficulty 3%
Source: NINIS, Census 2011, KS302NI
Notes:
1. ‘Communication difficulty’ means a difficulty with speaking or making yourself understood.
2. ‘A mobility or dexterity difficulty’ means a condition that substantially limits one or more basic physical activities such as walking, climbing stairs, lifting or carrying.
3. ‘An emotional, psychological or mental health condition’ includes conditions such as depression or schizophrenia.
4. ‘Shortness of breath or difficulty breathing’ includes conditions such as asthma.
5. ‘A chronic illness’ includes illnesses such as cancer, HIV, diabetes, heart disease or epilepsy.
6. ‘Long-term’ refers to a condition which has lasted, or is expected to last, at least 12 months.
Staff breakdown by Disability (Figures as at 21 October 2022)
With or Without a Disability Number of staff
No 591 (97.69%)
Yes 14 (2.31%)
Total 605
A wide variety of communication platforms will be used to support inclusiveness and include any under-represented groups. Relevant documentation can be provided in a variety of formats for example easy read; large print; braille etc.
In circumstances where individual’s have alcohol, drug or substance use concerns which have been identified, Occupational Health will support in advising on reasonable adjustments. Reasonable adjustments will be made to support individuals to participate at all stages of the process, where identified.
All Council employees involved in the process will receive disability awareness diversity training. Council will take into consideration any suggestions for additional training and education.
Screening Questions
1. What is the likely impact on equality of opportunity for those affected by this function, service, policy, procedure, project, strategy, plan or guidance?
Section 75 Category - Positive impact (it could benefit) Neutral Negative impact (it could disadvantage)
Gender
Women, Men, Transgender men/women, Other: Neutral impact on this section. Agreed Policy will be applied consistently across the organisation. It is believed that it will have a neutral impact on all genders as all employees will be provided with redeployment opportunities.
Race The categories used in the Race section are those used in the 2011 census. Consideration should be given to the needs of specific communities within the broad categories.
Asian, Black, Chinese, Mixed race, Other: Neutral impact on this section. Agreed Policy will be applied consistently across the organisation.
Disability Long term health impairment could include mental health problems, asthma, heart conditions, chronic fatigue etc.
Impacts are determined to be minor negative. The Policy has provisions for an employee who is confirmed as having a disability, as defined by the Disability Discrimination Act 1995, as a result of alcohol, drug or substance use/misuse. Reasonable adjustments will be made to support individuals to participate at all stages of the process, where identified. Council will support employees in each individual circumstance with resources to include EAP and Occupational Health support and assessment as required. It is recognised that an employee may have medical conditions and/or disability which may be medicated and may cause symptoms similar to those of alcohol, drug or substance use/misuse. Employees are not obliged to disclose medical conditions being treated, however, management are required to determine facts regarding instances of employees who appear cognitively or physically impaired and/or where there are concerns for safe working. All circumstances will be treated individually and confidentially. All Council employees involved in the process will receive disability awareness diversity training. Council will take into consideration any suggestions for additional training and education.
Sexual orientation Heterosexual, lesbian, gay men, bisexual, others
Neutral impact on this section. Agreed Policy will be applied consistently across the organisation.
Age Older People / Younger people and children
Neutral impact on this section. Agreed Policy will be applied consistently across the organisation.
Political Opinion
Neutral impact on this section. Agreed Policy will be applied consistently across the organisation.
Religious Belief
Neutral impact on this section. Agreed Policy will be applied consistently across the organisation.
Martial Status
Neutral impact on this section. Agreed Policy will be applied consistently across the organisation.
Dependants
Neutral impact on this section. Agreed Policy will be applied consistently across the organisation.
Screening Questions
2. Are there opportunities to better promote equality of opportunity for people within any of the Section 75 categories?
Gender (Women, Men, Transgender men/women , Other please specify)
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Race The categories used in the Race section are those used in the 2011 census. Consideration should be given to the needs of specific communities within the broad categories.
(Asian, Black, Chinese, Mixed race, White, Other please specify)
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Disability Long term health impairment could include mental health problems, asthma, heart conditions, chronic fatigue etc.
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Sexual orientation Heterosexual, lesbian, gay men, bisexual, others
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Age Older People, Younger people and children
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Political Opinion
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Religious Belief
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Marital Status
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Dependants
No specific opportunity to better promote equality of opportunity for people within the section 75 equality categories has been identified.
Screening Questions
3. To what extent is the policy likely to impact on good relations between people of different religious belief, political opinion or racial group?
Section 75 Category: Religious Belief
Level of impact: The policy has no impact on people of different religious belief. None
Section 75 Category: Political Opinion
Level of impact: The policy has no impact on people of different political opinion. None
Section 75 Category: Racial Group
Level of impact: The policy has no impact on people of different racial groupings. None
Screening Questions
4. Are there opportunities to better promote good relations between people of different religious belief, political opinion or racial group?
Religious Belief: No. No specific opportunity to better promote good relations for people of different religious beliefs.
Political Opinion: No. No specific opportunity to better promote good relations for people of different political opinions.
Racial Group: No. No specific opportunity to better promote good relations for people of different racial groups.
Additional Considerations
Generally speaking people can fall into more than one Section 75 category. Taking this into consideration, are there any potential impacts of the function, service, policy, procedure, project, strategy, plan or guidance on people with multiple identities? (For example: disabled minority ethnic people, disabled women, young Protestant men, young lesbians, gay and bisexual people.)
No
Provide details of data on the impact of the function, service, policy, procedure, project, strategy, plan or guidance on people with multiple identities. Specify the relevant Section 75 categories concerned.
N/A
Disability Considerations
Is there an opportunity to better promote positive attitudes towards disabled people by altering this function, service, policy, procedure, project, strategy, plan or guidance?
No
Is there an opportunity to encourage participation by disabled people in public life by altering this function, service, policy, procedure, project, strategy, plan or guidance?
No
Screening Decision
Likely Impact: Minor
If the decision is to subject the policy to an equality impact assessment (i.e. likely impact – Major), please provide details of the reasons for this:
N/A
If the decision is not to conduct an equality impact assessment (i.e. likely impact = Minor) the Council should consider if the policy should be mitigated or an alternative policy be introduced:
Through the process of developing the policy and the screening process we have not identified any equality issues that require further consideration.
If the decision is not to conduct an equality impact assessment (i.e. likely impact = None), please provide details of the reasons for this:
N/A
Mitigation
When the Council concludes that the likely impact is ‘Minor’ and an equality impact assessment is not to be conducted, the Council may consider mitigation to lessen the severity of any equality impact, or the introduction of an alternative policy to better promote equality of opportunity or good relations.
Can the policy/decision be amended or changed or an alternative policy introduced to better promote equality of opportunity and/or good relations?
Yes
If YES, give the reasons to support your decision, together with the proposed changes/amendments or alternative policy:
Agreed process to assist employees who require reasonable adjustments, provision of EAP and Occupational Health support and disability awareness and diversity training.
Through the development and screening process we have not identified any further significant issues that require consideration at this time, although the review process would support the inclusion of any presently unknown future issues.
Timetabling And Prioritising
If the policy/decision has been ‘screened in’ for equality impact assessment, then please answer the following questions to determine its priority for timetabling the equality impact assessment.
On a scale of 1 to 3, with 1 being the lowest priority and 3 the highest, assess the policy in terms of its priority for equality impact assessment.
Priority Criterion Rating (1 to 3)
Effect on equality of opportunity and good relations N/A
Social Need N/A
Effect on people’s daily lives N/A
Relevance to the Council’s functions N/A
Monitoring
Please outline proposals for future monitoring of the policy/decision:
The Council will keep this Policy under review as required and may make any changes in line with legislation, and in consultation with trade unions.