Template Full Equality Impact Assessment Form
The author(s) of the policy should complete this form and return it with the policy
for ratification. The author should store the supporting information required for
completing the assessment in case it is needed in the future, either to answer a
query or to aid the next updating of the policy or procedure. A copy of this form
and your resultant action plan should also be submitted for inclusion in current and
future equality schemes.
Lead author, job title and contact Helen Cooke, Assistant Director of
details HR and Workforce Planning
Other author(s), job title and contact
Department HR Department
Uniform and Dress Code Policy and
Date of completion October 2004
Date to be updated October 2007
Is this policy: New Updated
Step 1: What are the aims, perceived benefits and suggested outcomes of
To outline regulations with regard to dress and appearance both to staff who wear
a uniform and those who do not, in order to give a co-ordinated approach to dress
and appearance which contributes health and safety, infection control and
enhances the status of all staff as professionals. The intention is that the
confidence of patients and families in the service they are receiving is enhanced;
staff and managers are aware of the standards required and the reasons for them.
Step 2: Whom will the policy affect?
All GOSH staff, and others who are working on Trust premises or on behalf of the
Trust for example people on honorary contracts, temporary staff, students.
Step 3: Consultation and involvement
This policy was consulted on very widely, with all staff across the organisation
having the opportunity to comment through open meetings, letters etc. A number
of comments were received and considered, with changes in the policy being made
Step 4: How will the policy affect these groups?
All staff are expected to abide by the policy. The emphasis is for staff and
managers to reach pragmatic agreements in the event of any dispute, based on
objective factors such as health and safety, but also generally accepted views of
reasonableness. Specific reference is made to staff from different faith groups
whose religious beliefs may have an impact on appearance, and guidance is given
as to how to address these situations in a constructive and sensitive way. Where
disputes do arise, the Personnel Department should be involved to help ensure
objective and sensitive decisions are reached; and also to seek more specialist
guidance as necessary.
Step 5: Does the policy need to be changed, and if so, how?
Specific reference to religious belief and personal appearance should be made in
Additional reference to involving the Personnel Department should be included in
Specific reference to the Trust working with staff whose disability has an impact on
their ability to comply with the standard policy should be made.
Step 6: Draw up action plan
These changes will be made to the policy and it will be reissued without the need
for wider actions.
Step 7: How will you monitor, review and report progress?
The Personnel Department will continue to monitor any issues which arise as a
result of the use/failure to use the policy. This will include close working with
staff side, Patient and Staff Safety Team, Infection Control and the Chaplaincy.
The Trust’s Staff Equality and Diversity Group will also review formal and informal
Ratified by HR Policy Group
Chair of policy Ray Conley
group/Assistant or Deputy
Director or Director
Date Sep 2007
A copy of this form and action plan must be sent to the Trust
Administrator for publication