Equality Impact Assessment Form by HC120912025830

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									Equality Impact Assessment Form
Step 1 – Identify the policy
The term policy is interpreted broadly in equality legislation, and refers to anything that describes
what we do and how we expect to do it. It can range from published University policies and
procedures to the everyday customs and practices – sometimes unwritten – that contribute to the
way our policies are implemented and how our services are delivered.

Published statements of policy are a useful starting point for equality impact assessments, as they
establish the overall purpose of particular activities. Please use this form to document your
assessment.

Policy title                                       Dignity at Work and Study
Faculty / Support Service carrying out the         HR Services
assessment
New or previously approved policy?                 Previously approved
Date of approval / last review (if known)          October 2005
Name and role of Assessor(s)                       Faith Marchal, HR Manager - Diversity


Step 2 – Further information

1. Who is responsible for the policy that is       Senior Managers in all areas
being assessed?
2. Describe the main aims, objectives and          This policy states what Anglia Ruskin regards
purpose of the policy                              as unacceptable behaviour in the course of
                                                   work and study, specifically, harassment,
                                                   bullying, and victimisation. It includes
                                                   procedures for staff and students to follow, in
                                                   the event they experience such behaviours in
                                                   the course of their work or study.
3. Are there associated objectives of the          Failure to recognise or investigate incidents of
policy? If so, please explain.                     unacceptable behaviour does not excuse us
                                                   from liability and could have serious legal
Examples include statutory requirements,
                                                   consequences under Health and Safety,
sector initiatives, etc.                           employment, and anti-discrimination legislation.
4. Who is expected to benefit from this            All staff, students and visitors
policy?
5. Who was consulted on this policy?               A cross-section of staff, students, senior
                                                   managers. Input from Disability and Race
                                                   Equality User Groups.
6. How has the policy been explained to            In Staff and Student Handbooks, to new
those who would be directly or indirectly          staff on appointment and during Induction,
affected by it?                                    to students via Dignity at Study leaflet
7. What outcome(s) are meant to be                 Fair and equitable treatment of staff,
                                                   students and others. Speedy, effective
achieved from this policy?                      resolution of any problems encountered.
                                                Low number of formal staff grievances and
                                                student complaints because of their
                                                gender, race, disability or other personal
                                                characteristic.
8. What factor(s) could contribute to the       Staff and students understanding and
outcome(s)?                                     commitment to this policy and the principles
                                                underpinning it.
9. What factor(s) could detract from the        Staff and students failing to take account of
outcome(s)?                                     the impact of their behaviour on others.
                                                Unsuccessful resolution of problems,
                                                and/or failure of managers to contribute to
                                                problem resolution when brought to their
                                                attention.

Step 3 – Assess the impact on different groups of people

10. In the table below, please tick whether the policy affects particular groups of people –
the Equality Target Groups below -- in different ways, compared to other groups. Here
are some examples:

Positive impact: a policy or practice where the impact on a particular group of people is
more positive than for other groups, e.g., accessible website design. It can also include
legally permitted positive action initiatives designed to remedy workforce imbalance, such
as job interview guarantee schemes for disabled people.

Negative impact: a policy or practice where the impact on a particular group of people is
more negative than for other groups (e.g., where the choice of venue for a staff social
occasion precludes members of a particular faith or belief group from participating).

Neutral impact: a policy or practice with neither a positive nor a negative impact on any
group or groups of people, compared to others.

 Equality Target    Positive    Negative    Neutral       Reasons / comments
 Group              impact      impact      impact
 Men                                        x             While it could be said that
                                                          absence of harassment and/or
                                                          bullying will have a positive effect
                                                          on all staff groups, a positive
                                                          effect on one group will not result
                                                          in a negative impact on anyone
                                                          else, hence inclusion under
                                                          ‘neutral’.

 Women                                      x             As above

 People from                                x             As above
 black and
 minority ethnic
 communities

 Disabled people                                x       As above

 Lesbian, gay, or                               x       As above
 bisexual people

 Transgender                                    x       As above
 people

 Older people                                   x       As above
 (50+)

 Younger people                                 x       As above
 (17 – 25)

 Faith or belief                                x       As above
 groups



Step 4 – Promoting equality
11. Please give a brief description of    The policy explains the negative impact of
how this policy promotes equality.        harassment and bullying, looking at different
                                          equality strands to promote greater awareness
                                          and understanding of the impact of these
                                          behaviours on others.
12. If there is no evidence that the      n/a
policy promotes equality, what
changes, if any, could be made to
achieve this?
13. If there is a negative impact on      n/a
any equality target groups, can this
impact be legally and objectively
justified? (If no, then a full Equality
Impact Assessment should be
completed* ).

Step 5 – Monitoring effectiveness
14. How will you demonstrate that this    Staff and student surveys
policy or procedure, once                 HR casework
implemented, is impacting fairly on       Student complaints records
everyone it affects? In answering this
question, please include information      Student Services advise service data
about feedback you will seek and/or
data you will collect and analyse, and
how often you will do this.
Step 6 – Recommendation
15. Is a more detailed Equality Impact              No 
Assessment required?




Signature of Assessor(s): Faith Marchal              Date: 26 October 2009

Authorised by:
(Dean of Faculty, Director of Support Service)


Approved for publication by:
(Member of the Equality & Diversity Group)


* Recommended reading:

Conducting Impact Assessments for Equal Opportunities in Higher Education. September
2007, HEFCE and Equality Challenge Unit. This publication is available online in .pdf and
text format at: http://www.ecu.ac.uk/publications/
                           Equality Impact Assessment Flowchart

                                      Identify the policy,
                                     practice or procedure




                               In its design or implementation,
                              does it intentionally or unwittingly
                                discriminate against particular
                                 groups of people, e.g., men,
                              women, disabled people, people
                               from different racial groups and
                              religions, age groups, and sexual
                                         orientations?



How do you know?                                                                     How do you know?
    Who or what                YES           UNSURE                  NO                  Who or what
information did you                                                                  information did you
     consult?                                                                             consult?


       Can you legally                   Ask those most               Good! There is no need
       justify the                       affected, and                to change this policy at
       discrimination on                 consult relevant             present, though
       objective grounds?                staff or student             remember to keep it
                                         data.                        under review.


          NO                   YES



      You will need to change this                     You may need to
      policy, practice or procedure.                   explain your
      When doing so, you will need to                  justification further. A
      ensure that any amendments                       more detailed Policy
      made do not result in unjustified                Impact Assessment
      discrimination towards other                     may also be required.
      groups. You will then need to
      repeat the Policy Impact
      Assessment process.

    Recommended reading:
    Conducting Impact Assessments for Equal Opportunities in Higher Education. September 2007,
    HEFCE and Equality Challenge Unit. This publication is available online in .pdf and text format at:
    http://www.ecu.ac.uk/publications/

								
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