Equality Impact Assessment
This year has seen the launch of a major Equality Impact Assessment (EIA) initiative. Current schemes are based on an exercise carried out in 2004, where all of the Society’s functions were impact assessed using a model based on the requirements of the Race legislation, but incorporating all ‘strands’ of equality, including disability and gender.
However, a new approach has been committed, which will again see all functions of the Society 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.
It was anticipated that this system would meet 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 then appointed EIA leads. On 11th January 2008 a training session will be held for these staff, examining the process, and related issues such as ‘involvement’, in detail. This supplements a one-day general diversity training session, various updates, and a two-day recruitment training session which these staff will have received.
The plan then allows for these staff to start leading EIA work within their area. To ensure the work progresses appropriately and that assessment is being robustly carried out two mechanisms will be in place. The Head of Diversity will meet regularly with each lead to ensure progress and offer advice, and a consultant from Equality Works will meet for a ‘mentoring’ session with each lead staff member to provide additional independent support, advice, and scrutiny.
A timetable has been established which should see draft assessment work available in April/May 2008, and completion of Impact Assessments by July/August 2008.
There will be a final EIA Event, where project leads present on their work to a panel of senior organisational staff, consultants from Equality Works, Council members, and members of the public representing a range of interests. This will give them a chance to promote the work they have undertaken, as well as take account of final feedback and input prior to publication. We also hope this makes the EIA process both robust and transparent.
The results of the EIA will then be worked into the Equality Strategy (including Race, Disability and Gender Schemes) for 2008 to 2011.
