Equality Impact Assessment (EIA) Form 2007/2008
School/Directorate: Corporate Services - Human Resources
Name of the person(s) completing EIA: Janet Jones
Date: 19/12/2007
Stage 1: Mapping
1. Which policy, process, practice or criteria is being assessed?
Promotions Process
1.1 Is it a new policy, process, practice or criteria?
1.2 Is it an existing policy, process, practice or criteria?
1.3 Are you impact/assessing the policy, process, practice or criteria as
part of the policy review process?
Stage 2: Screening
2. What is the aim, objective or purpose of the policy, process, practice or
criteria?
To consider roles for Promotion initially within Schools/Directorates and then
by the University Promotions Committee.
3. Who is developing or developed the policy, process, practice or criteria?
Director of Human Resources
3.1 Who is responsible for its implementation?
Director of Human Resources
4. Who are the main stakeholders to this policy?
Staff
Student
Community
Others – please specify:
5. Is there an opportunity to promote equality of opportunity or to promote
good relations more effectively?
Yes
No
6. Is the level of equality impact assessment risk:
High
Medium
Low
Stage 3: Collecting data/evidence
7. What data or evidence is available to help impact assess this policy?
Gender, Ethnicity and Disability data for staff being considered for Promotions
and statistics on the outcome of that process.
7.1 If gaps are identified in the data available, what records, data or
information do you require for monitoring and developing the policy?
8. Is there any quantitative evidence of higher or lower participation or
uptake, or exclusion, of the following equality groups:
Age
Yes
No
Not known
Disability
Yes
No
Not known
Gender
Yes
No
Not known
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Racial Group
Yes
No
Not known
Note: the University does not currently monitor sexual orientation and
religious belief. The above categories are subject to review and could be
extended.
8.1 Is there any qualitative evidence of higher or lower participation or
uptake, or exclusion, of the above identified groups or any other
equality groups?
No
8.2 Is there any evidence that different equality groups may have
different expectations of the policy?
No
Stage 4 : Assessing Impact
9. Does the policy have an adverse impact?
Yes
No
9.1 Which equality group/s is affected?
9.2 How does the policy have differential impact?
9.3 Can the differential impact be justified?
Yes
No
Stage 5: Making adjustments to reduce adverse impact
10. If adverse impact was detected, what action will be taken to reduce the
differential impact?
10.1 Changes to the policy
10.2 Changes to the method of implementation
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10.3 Replacing the policy
Stage 6: Reporting Results
11. How will you make the results of the equality impact assessment
accessible?
By providing a summary report to University Committees - IPG, HR
Committee,TUAG
Stage 7: Monitoring and Review
12. What further actions are required as a result of completing this equality
impact assessment?
Action
To gather data on Age and include this in the next equality impact assessment
Timescale
By April 2008, for the next University Promotions Committee.
Responsibility
Anne Copley
Approval
Dean/Director of School/Directorate: Janet Jones
Date: 19/12/2007
Date copy sent to Equality Unit: 19/12/2007
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