EQUALITY IMPACT ASSESSMENT (EIA) PRO-FORMA
Legislation says that the University must take steps to understand the effect, or potential effect, of its policies* on different groups of people. This is to ensure that a policy is neither directly nor indirectly discriminatory and to identify how it does, or could, advance equality and foster good relations between different groups of people.
Legislation groups people by ‘protected characteristics’ and it is these protected characteristics’ need to be considered when carrying out an EIA.
The protected characteristics are: disability, race, sex, age, gender reassignment, marriage and civil partnership, pregnancy and maternity, religion or belief and sexual orientation.
Your help is needed to do this, not just because the law says so, but because the University is committed to equality of opportunity for all and to ensuring that all the University’s policies are developed with an awareness of their consequences for different groups of people.
Heads of Sections/Departments are responsible for ensuring this form is completed for each policy they ‘own’. It should take no more than 30 minutes to complete. Questions 1-6 only of this EIA proforma need to be completed for new policies. Policies should be assessed for their effect on equality every 3-5 years.
* For the purpose of EIAs, the term policy refers to formal policies, procedures and processes. It does not include informal policies, procedures or processes.
Name of policy
Policy-holding Department/Section
Is this a new or existing policy?
Date assessment completed
Name and job title of person completing pro-forma
University of Essex Security Policy
Estates Management Section/ Security
Existing Policy
24 Feb 2012
Paul Humphreys Security Manager
Q1.
What is the purpose of the policy?
Please explain in no more than 50 words.
The Policy details the University’s security intent and lays down roles and responsibilities. It also gives guidance and advice on security matters.
Q2 . Does the policy involve, or have consequences for, the people the University serves and employs?
Please answer Yes or No. If yes, please describe all those affected. If No, there is no need to answer any further questions.
Yes: The Security policy has a positive effect as it enhances the security and safety for all that work or visit the University.
Q3 . Does the policy require decisions to be made in relation to individuals or groups of individuals?
Please answer Yes or No. If Yes, please identify the responsible person(s) e.g. Human
Resources Manager.
Yes the Vice Chancellor (VC) has the authority to suspend students pending investigations into
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serious offences, this responsibility can be devolved to other senior managers such as a Pro Vice
Chancellor in certain circumstances such as the VC’s absence. The Registrar and Secretary has the authority to suspend members of staff pending investigations into gross misconduct. In certain circumstances this authority can be devolved to other senior managers such as the Head of HR.
Q4. What is the decision-making process and is it fair and transparent?
E.g.
if the decision relates to determining whether an academic offence has been committed, what is the decision based on and how are individuals made aware of this?
The decision making process is based on the need to ensure that investigations are not hindered by those under investigation. In the case of suspension those under investigation would be able to visit campus in order to meet with Student Union or Trade Union representatives. For further information please refer to the University Disciplinary procedures for staff and students. Decisions are taken with due regard being given to Equality legislation and the University’s Equality Policy and Strategy.
Q5 . Please give details of what equality training is/will be provided for decision makers?
If the decision-maker(s) has not had any equality training, s/he should be encouraged to complete the
University’s equality and diversity online training programme.
Training is important because it identifies the implications of not complying with legislation and outlines the benefits of doing so.
The members of staff referred to in Q3 above have received Equality and Diversity Training or have completed the Equality and Diversity on line training course.
Q6. Referring to the list of protected characteristics at the top of this form, how do you/will you
monitor the effect this policy has on groups of people with these PCs? You can get support and
guidance from Equality and Diversity on equality monitoring by emailing diversity@essex.ac.uk
.
Any complaints received will be investigated.
Annual monitoring of statistics relating to student discipline is carried out by the Equality and Diversity
Committee (EADC).
Annual Monitoring of staff disciplinary cases is carried out by Human Resources (HR). A verbal report is given by HR to EADC. To date statistics have not been submitted to EADC as the number of cases is too small and those involved could be individually identified.
Any detrimental effect on persons of any particular protected characteristic identified by monitoring or complaint will be investigated and if necessary appropriate remedial action will be taken.
Q7 . Referring to Q6 above, have you identified any positive or negative impact on any group of people who share a protected characteristic?
E.g. the policy means that some groups of people are charged for a service and others aren’t.
Please answer Yes or No.
If yes, what, if anything, has been/will be done about this?
Yes: The Security policy has a positive effect as it outlines procedures and gives advice on security matters. It also enhances the security and safety for all that work or visit the University.
Q8 . Have there been any complaints or issues raised about the policy in relation to its effect on people who share a protected characteristic?
Please answer Yes or No.
If yes, please expand.
NO
Q9 . Are there any (further) measures that could be taken to continue to ensure the policy is neither directly nor indirectly discriminatory? e.g. additional data collection/monitoring or
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training. Please answer Yes or No. If yes, please expand.
Constant monitoring as above in Q6 and by complaint. Any negative effects will be attended to.
Q10. Have you identified any ways in which the policy does, or could advance equality or
foster good relations between different groups of people? Please answer Yes or No. If yes, please expand.
The Security policy gives advice on all security matters which are applicable to all that work or visit the University.
Please now email the completed form to diversity@essex.ac.uk
. The Equality and Diversity
Committee (EADC) have responsibility for overseeing the completion of EIAs. Equality and Diversity will assess the information provided in the first instance and will either:
 Decide that no action is required and report this to the Equality and Diversity Committee;
 Recommend actions to be taken and report this to the Equality and Diversity Committee *;
 Refer the EIA to the Equality and Diversity Committee who have the option to require a more detailed assessment be carried out.
The individual completing the EIA pro-forma will be informed of the outcome of the assessment by
Equality and Diversity as soon as possible after submitting the form.
*If Equality and Diversity recommend action(s) be taken, a report outlining the progress made against the recommended actions will be requested one year after the EIA has taken place.
For completion by Equality and Diversity
Name of Policy
Should this EIA be referred on to the Equality and Diversity Committee for further consideration?
If no, what recommendations, if any, should be made to the Policy-holding
Department/Section?
University of Essex Security Policy
No not at this time.
1. In compliance with section 2.1.1. of the
University’s Equality Policy and Strategy
2012 (EPS) the Security Policy should include the University’s Equality
Statement as published in section 1.2. of the EPS possibly following the Security
Statement on page 4.
2. The policy should be referred to EADC if annual monitoring of statistics by EADC indicates a possible detrimental outcome on persons of any particular protected characteristic or if a significant number of complaints are received from persons
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Date:
Signed sharing a particular protected characteristic.
29 February 2012.
Syd Kent
Equality and Diversity Officer
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