Impact assessment
The Society's Equality Impact Assessment (EIA) initiative was
launched in 2008.
This initiative ensured that all functions of the Society were
rigorously assessed and a new model for any future developments put
in place. This has received significant resources, as our belief is
that rigorous impact assessment, and accompanying high quality
involvement, will be key in developing our future approach and
targets.
A benchmarking exercise was undertaken to examine possible models
for impact assessment and to examine guidance offered by the
Commission for Racial Equality, the Disability Rights Commission,
and the Equal Opportunities Commission. It also drew together
models from the public and private sector to identify best practice
(with one of the best examples found being a model from Nottingham
City Council). General risk management models were also examined,
as this is an area where there is more development and research
than equality impact assessment, and relevant ideas and approaches
noted.
The result was the development of new paperwork including:
- guidance, including worked examples
- an Initial screening questionnaire
- a full equality impact assessment template
Copies of our paperwork can be downloaded from the menu at the
right of the screen.
Consultancy and support was provided throughout the development
project by Equality Works, who
also ran training for staff who would be involved in equality
impact assessment.
This system meets the requirements of the three public duties as
well as, where possible, being future-proofed against upcoming
developments in equality legislation.
Each area of the Society appointed EIA leads, who then lead the EIA
work within their area. To ensure the work progressed
appropriately, the head of diversity met regularly with each lead
to ensure progress and offer advice, and a consultant from Equality Works
provided a mentoring session with each lead staff member to provide
additional independent support, advice and scrutiny.
The results of the EIA have been worked into the Equality
& Diversity Strategy (including Race, Disability and
Gender Schemes) for 2008 to 2011.