Equality Impact Assessments
Equality
Impact Assessment
Corporate Learning, Training and Development
(System, processes and procedures)
North Norfolk District Council
Page 1
Directorate
Service
Person responsible for Date assessment completed
the assessment
Resources
Human Resources/Organisational Development
HR Advisor
28th October 2009
Performance
and
risk
assistant
HR Assistant
HR Officer
HR Officer
Title of the policy Corporate Learning, Training and Development - processes and procedures.
being assessed
The status of the Existing
policy
1. What are the
aims, objectives
and purposes
of the policy?
The aims, objectives and purpose of the Corporate Learning, Training and Development activity are:







2. Does the policy
support other
To ensure that everybody has the opportunity to discuss their learning , development and performance with their
line manager via the Council’s Appraisal process and identify and prioritise any training needs
To deliver, where a common demand is identified through the Council’s Appraisal process, relevant training to
meet training learning and development need.
To meet any corporately established learning or training need where the Council requires every employee to have
the same understanding of a subject or issue.
To ensure that new employees receive a structured induction providing them with knowledge and understanding of
the overall business context, corporate systems, policies and procedures and the requirements, needs and
expectations of their individual role.
To ensure appropriate support, advice and information relating to learning and development is available to both
managers and employees.
To ensure systems, processes and procedures are designed to support employees who are undertaking
qualifications.
To ensure that corporate standards are consistently applied across all Learning, Training and Development
activity.
‘Changing Gear’ Corporate Plan, 2008-2011.
This states:
objectives of
the council?



‘that in order to be successful in reaching our performance targets and improving our services we have to extend
our capability and capacity by working more flexibly and being innovative in our approach. In order to make these
changes, we need to offer the right opportunities to staff and councillors to develop their personal and technical
skills’.
‘That as a key part of successful Investor in People accreditation was the link between performance Appraisal and
development needs and this reflects the value we place on staff and councillors as our most important assets’.
The Council’s vision for North Norfolk is “a place where people have diverse career opportunities, and jobs which
add value.”
The People Strategy and Development Plan
Sets out:
 How the Council will improve and build capacity by developing the leadership capacity and developing the skills
and capacity of staff. It includes providing learning programmes for leaders to develop their leadership skills and
capacity
 How we will build and develop the capacity of all our staff, for example, through the provision of equality and
diversity training.
Disability Equality Scheme and Race Equality Scheme
Confirms and sets out:
 Our commitment to diversity and equality
 How we will achieve this and also how we will monitor our progress in delivering the outcomes outlined in
the action plan.
3. Who is intended
to benefit from
the policy, and
in what way?
All employees – Through the Council’s Appraisal process will, as long as business case can be established, receive
appropriate opportunities for learning and development, regardless of sex, age, race, disability, sexual orientation or
religion and belief
All managers – By having a clear process to follow, supported by written guidance, the aim is to ensure that all Managers
act fairly and consistently when appraising and reviewing the learning and development needs of their staff.
HR Service – To support the service when giving advice, support and guidance to Managers and employees and helping
to ensure that all members of the team are giving consistent advice.
The Council and its members –a) By ensuring the Council invests wisely and appropriately in the learning and
development of its employees, b) NNDC is seen as an “employer of choice” c) Through the use of appropriate best
practice in relation to learning and development the Council maintains its current Investor in People status.
Customers – By ensuring that staff and management are competent to deliver the services which they require
4. What outcomes
are anticipated
from the policy
being in place?




5. Identify and
select your
assessment
team.
6. What data have
you gathered
for this
assessment?
How have you
analysed this
data?
Equality of access, when appropriate, for all regardless of sex, age, race, disability, sexual orientation and religion or
belief.
The systems and process that support corporate learning and development are fair, consistent and anti-discriminatory.
The planned investment in learning and development of the workforce improves their capacity, skills, knowledge and
understanding
Processes and procedures are a source of reference and guidance for all staff and Managers
Name
Role
Responsibilities
HR Advisor
Performance and risk assistant
HR Assistant
HR Officer
HR Officer
Lead
6.1 The following data sources, documents and corporate learning,training and development documentation has been
used for analysis:
 NNDC Human Resources (HR) database
 NNDC Corporate Plan ‘Changing Gear 2008 – 2011’
 NNDC Equal Opportunities policy
 NNDC Staff Survey 2008
 NNDC Investors in people review report 2008.
 NNDC (HR) grievance and disciplinary spreadsheet records
 (Local Government Association - Labour Force Survey (LGA - LFS) October – December 2008
 All current NNDC Learning and Development documents (See appendix A)
 NNDC People strategy and development plan 2006-2009
 NNDC training records
 Improvement East – Norfolk local authorities partnership Making a Difference Programme
 Leadership and Management Development Programme – Tender Specification
6.2 Full details of data gathered, data analysis, document reviews, findings and data gaps is given in each section 8 – 13.
The following data provides some background about the extent of the Council’s activity in this area of its operations.
Source of
Data
Age of Data
Owner
Findings
Data Gaps
7. Who are the
NNDC
Human
Resources
database
01/04/2008
Organisational
Development
Manager ODM
The total NNDC workforce was 340 people
of which 23% (80) were working less than 31
hours per week and 77% (268) more than 31
hours per week
NNDC
Training
records
2008
ODM
NNDC
Training
records
2008
ODM
NNDC
Training
records
NNDC
Training
records
2008/09
ODM
324 annual Appraisal forms for the 2008
cycle were received from which the learning
and development needs of staff were
reviewed. 16 Appraisal forms were not
received
96 people were identified for and 65 people
participated in activities delivered by the
corporate Training and Development
programme. Learning was declined by 18
people
12 people who are undertaking qualifications
are covered by training indemnities
2008/09
ODM
Community
30 new NNDC employees undertook the
Council’s Induction programme and 65
NNDC staff participated in learning activities
provided by the Corporate Training and
Development Programme. 8 NNDC middle
and senior managers participated in
mangement qualification programmes with
people from other public sector
organisations.
Staff/Members
This year has been
selected as any
established learning and
development needs
eminating from the 2009
appraisal process have
not yet been delivered
None
None
None
None
Partners
main
stakeholders of
this policy?
Customers and Service
Users
8. Are there any
concerns that
the policy could
have a negative
impact with
regard to
ethnicity or
race?





All Employees
Managers
Members
Trade Union Representatives
Customers
Norfolk County Council
and the other Norfolk
Districts. (Improvement
East partnership
programme)
What evidence (actual data or assumptions) do you have to support this?
SUMMARY –
8.1 The available statistical evidence does not show that current processes, systems and practices deliver a
negative impact with regard to this group. However, it is noted that from the 8 staff (who considered themselves
to be from ‘other white’ or from another ethnic group) that coincidentally no corporate learning or training needs
was identified.
8.2 Any decision regarding the provision of learning, training and development activity is based on the business
case only and should not be based on factors related to equality groups listed in section 8 – 13 of this document.
NO
8.3 An assessment of any individual’s learning, training and development needs is agreed by the individual and
the individual’s line manager at an Annual Appraisal and checked during a mid-year review. This Appraisal
process is managed and controlled by the Human Resources (HR) service and is subject to the NNDC Equal
Opportunities policy and has been designed and implemented to ensure all staff in this group are treated fairly.
It is a requirement that all staff are included in and have access to the Appraisal process, which is supported by
training for all staff involved. The process and its purpose and objectives are fully described on the Council’s
‘Intranet’ computer facility and new staff and managers are briefed on the process.
8.4 Data about all individuals who are subject to the Appraisal process, which is managed by HR centrally, and
which could enable suitable equality monitoring in respect of this group, has not been historically used for this
purpose. For the purpose of this assessment, however, we have reviewed data in order to assess whether any
evidence of discrimination against this group
8.5 As an additional safeguard, all staff have access to the NNDC Grievance procedure and are subject to the
Disciplinary procedure which covers actions of a discriminatory nature. There were no recorded case of either
grievance or disciplinary proceeding in relation to training or development matters during the last two years
8.6 Some elements of Learning, Training and Development activity are not organised centrally by HR, but by
individual services within NNDC who will fund this through individual service budgets. There is no system within
the Council to collect data about this activity which would enable suitable equality monitoring in respect of this
group.
8.7 Documentation to support the Learning, Training and Development process does exist and has been
reviewed, but there is no current Learning, Training and Development policy in force. No general equalities
statement was found upon any of the documentation reviewed.
8.8 The staff survey completed in 2008 indicated that 58% of staff agree that the Council ensures equality of
opportunity when developing staff, whilst 85% indicated they did not feel they were disadvantaged because of
their ethnicity or race which is equal to the Local Authority norm provided by Ipsos MORI.
8.9 The Council generally procures corporate Training and Development programmes from a range of local and
regionally based suppliers and where the Council’s procurement rules require, a tendering process specification
is prepared for suitable suppliers. The Council also works in partnership with other Norfolk local authorities to
provide Training and Development opportunities. The Council does not comprehensively incorporate within
contractual obligations, requirements to observe any prevailing NNDC, equality policies.
DOCUMENT/SYSTEM REVIEW:
Source
Age
Owner
Findings
Data Gaps
NNDC Training
and
Development
documentation
Current
ODM
There is no general equalities statement
on any of our literature therefore our
commitment to equality may not be
promoted sufficiently to our managers
and employees. A review of the
documentation reveals that the intention
is to behave fairly and equitably.
Managers do not have access to the
information provided on the equal
opportunities monitoring form which
provides information on ethnic origin. .
None known
NNDC Training
and
Development
documentation
Investors in
people review
report.
Current
ODM
New managers are trained to use the
Council’s Appraisal System and new
employees receive a briefing.
None
2009
ODM
The report said ‘In terms of valuing
diversity people are beginning to be more
aware of the implications for customer
facing work and there is a much stronger
emphasis on the importance of this. The
report also said ‘However following
feedback from the Audit Commission
which has highlighted this as an area for
development the Council are responding
by conducting impact assessments and
rolling out an equality and diversity
training programme.’
No gaps
Age
Owner
Findings
Data Gaps
NNDC
Appraisal
records
2008
ODM
324 (95.29%) completed Appraisal forms
were received. 309 (95.37%) were from
people describing themselves as “white
British” and X (X%) from people
describing themselves as white other or
“ethnic”. X (X%) people did not indicate
their ethnicity.
None
NNDC Training
Records
2009
ODM
X people participated in the corporate
Training and Development programme. X
(98.46%) were “white British” and X (X%)
the ethnic origin was not known. Of 83
persons who were training during the
period, 98.80% were white British and
one person (1.2%) did not indicate their
None
KEY DATA:
Source
ethnicity.
NNDC Training
Records
2009
ODM
30 people participated in the Council’s
Induction Programme. 29 (96.67%) were
white British and one (3.33%) the ethnic
origin was unknown.
None
NNDC
Appraisal
records
2009
ODM
In 2008 completed Appraisal forms for
100% of staff who described themselves
as white other or from another ethnic
group were received.
No gaps
NNDC Training
Records
2009
ODM
X (X%) people who described themselves
as white other or from another ethnic
group, X (X%) requested and received
training provided by the Corporate
Training Programme. This was broadly in
line with the percentage of NNDC
employees of ethnic origin.
None
NNDC ‘TEN’
Performance
Management
System
(Financial year
ended
31/03/09)
2009
ODM
As at 31st March 2009, the ethnic minority
employee representation in the NNDC
workforce was X persons or X% of the
workforce, an increase of X person over
the previous year. For the previous year
ended 31st March 2008, the
representation was X%.
Unable to find
comparison data from
other Norfolk district
authorities for the year
ended 31/03/2009
Staff 2008
ODM
87% of staff completed the survey. 2% of
all staff reported as belonging to this
group felt disadvantaged ‘A fair amount’
at NNDC on account of Race/ethnicity.
1. Response may
include an incidence of
reverse discrimination.
2. Some may consider
NNDC
Survey
NNDC records show ethnic minority
employee representation in its workforce
was seven persons at this time. The
report stated that this was lower than
public Sector and Local Authority norms.
9. Are there any
concerns that the
policy could have a
negative impact
with regard to
gender?
that they are of ethnic
minority origin but may
not have been identified
as such in NNDC staff
records.
What evidence (actual data or assumptions) do you have to support this?
SUMMARY:
9.1 The available statistical evidence does not show that current processes, systems and practices deliver a
negative impact with regard to this group. However we do not collect data that allows us to compare access to
training between fulltime and part time staff.
No
9.2 Any decision regarding the provision of Learning, Training and Development activity is based on the
business case only and should not be based on factors related to equality groups listed in section 8 – 13 of this
document.
9.3 An assessment of any individual’s learning, training and development needs is agreed by the individual and
the individual’s line manager at an Annual Appraisal and checked during a mid-year review. This Appraisal
process is managed and controlled by the Human Resources (HR) service and is subject to the NNDC Equal
Opportunities policy and has been designed and implemented to ensure all staff in this group are treated fairly.
It is a requirement that all staff are included in and have access to the Appraisal process, which is supported by
training for all staff involved. The process and its purpose and objectives are fully described on the Council’s
‘Intranet’ computer facility and new staff and managers are briefed on the process.
9.4 Data about all individuals who are subject to the Appraisal process, which is managed by HR centrally, and
which could enable suitable equality monitoring in respect of this group, has not been historically used for this
purpose. For the purpose of this assessment, however, we have reviewed data in order to assess whether any
evidence of discrimination against this group.
9.5 As an additional safeguard, all staff have access to the NNDC Grievance procedure and are subject to the
Disciplinary procedure which covers actions of a discriminatory nature. There were no recorded case of either
grievance or disciplinary proceeding in relation to training or development matters during the last two years
9.6 Some elements of Learning, Training and Development activity are not organised centrally by HR, but by
individual services within NNDC who will fund this through individual service budgets. There is no system within
the Council to collect data about this activity which would enable suitable equality monitoring in respect of this
group.
9.7 Documentation to support the Learning, Training and Development process does exist and has been
reviewed, but there is no current Learning, Training and Development policy in force. No general equalities
statement was found upon any of the documentation reviewed.
9.8 The staff survey completed in 2008 indicated that 58% of staff agree that the Council ensures equality of
opportunity when developing staff whilst 93% indicated did not feel they were disadvantaged because of their
gender this compares favourably with the local authority norm of 84% as provided by Ipsos MORI.
9.9 The Council generally procures corporate Learning, Training and Development programmes from a range of
local and regionally based suppliers and where the Council’s procurement rules require, a tendering process
specification is prepared for suitable suppliers. The Council also works in partnership with other Norfolk local
authorities to provide Learning, Training and Development opportunities. The Council does not comprehensively
incorporate within contractual obligations, requirements to observe any prevailing NNDC, equality policies.
9.10 Where possible, training is provided in-house or locally with a good variety of alternative times and days of
the week to accommodate any part time staff.
DOCUMENT/SYSTEM REVIEW:
Source
Age
Owner
Findings
Data Gaps
NNDC Training
and
Development
documentation
Current
ODM
There is no general equalities
statement on any of our literature
therefore our commitment to equality
may not be promoted to our managers
and employees. A review of the
documentation reveals the intention to
be fair and equitable.
None
known
NNDC Training
and
Development
documentation
Current
ODM
New managers are trained to use the
Council’s Appraisal System and new
employees receive a briefing
None
Investors in
people review
report.
7th
August
2009
ODM
The report stated ‘In terms of valuing
diversity people are beginning to be
more aware of the implications for
customer facing work and there is a
much stronger emphasis on the
importance of this. The report also
said ‘However following feedback
from the Audit Commission which has
highlighted this as an area for
development the Council are
responding by conducting impact
assessments and rolling out an
equality and diversity training
programme.’
No gaps
KEY DATA:
NNDC
Appraisal
records
2009
ODM
For the 12 months to 31/03/09
completed Appraisal forms were
received for 132 male and 208 female
members of staff. 16 Appraisal Forms
were not received.
NNDC Training
Records
2009
ODM
NNDC Training
Records
2009
ODM
NNDC Training
Records
2009
ODM
NNDC Human
Resources
database
NNDC Human
Resources
database
31st March
2009
ODM
122 (35.88%) completed Appraisal
forms were received from male and
202 (59.41%) completed Appraisal
forms from female employees.
96 people requested training of this 17
(17.71%) were male and 79 (82.29%)
were female.
65 people participated in activities
included in corporate Training and
Development programme of which 11
(16.92%) were male and 54 (83.08%)
were female. Of all persons who were
offered training (18.07%) were male
and (81.93%) were female. As far as
opportunities to undertake
qualifications out of the 12 members of
staff who provided with this facility
50% were male and 50% female.
30 people participated in the Council’s
Induction Programme of which 12
(40%) were male and 18 (60%) were
female.
38% of the NNDC workforce (133)
were male and 62% (215) were female
31st March
2009
ODM
23% (80) of the NNDC workforce were
working less than 31 hours per week
and 77% (268) more than 31 hours per
week
None
None
None
No gaps in
data
No known
gaps
in
data
10. Are there any
No
NNDC Human 31st March
Resources
2009
database
ODM
82% (67) of NNDC employees working
less than 31 hours per week were
Female and 18% (15) Male.
NNDC Human 31st March
Resources
2009
database
ODM
56% (149) of NNDC employees
working more than 31 hours per week
were Female and 44% (119) Male.
NNDC
Survey
ODM
87% of staff completed the survey. 4%
of staff reported as belonging to this
group felt disadvantaged ’A great deal’
or ‘A fair amount’ at NNDC on account
of Sex. The report stated that this was
lower than public Sector and Local
Authority norms.
Staff 2008
What evidence (actual data or assumptions) do you have to support this?
No known
gaps in
data and
We do not
presently
collect this
data. We
have
included
this on the
action plan
Anomaly of
1.5% of
data not
considered
material
No known
gaps in
data
concerns that the
policy could have a
negative impact
with regard to
disability?
SUMMARY:
10.1 The available statistical evidence does not show that current processes, systems and practices deliver a
negative impact with regard to this group.
10.2 Any decision regarding the provision of Learning, Training and Development activity is based on the
business case only and should not be based on factors related to equality groups listed in section 8 – 13 of this
document.
10.3 An assessment of any individual’s learning, training and development needs is agreed by the individual and
the individual’s line manager at an Annual Appraisal and checked during a mid-year review. This Appraisal
process is managed and controlled by the Human Resources (HR) service and is subject to the NNDC Equal
Opportunities policy and has been designed and implemented to ensure all staff in this group are treated fairly.
It is a requirement that all staff are included in and have access to the Appraisal process, which is supported by
training for all staff involved. The process and its purpose and objectives are fully described on the Council’s
‘Intranet’ computer facility and new staff and managers are briefed on the process.
10.4 Data about all individuals who are subject to the Appraisal process, which is managed by HR centrally, and
which could enable suitable equality monitoring in respect of this group, has not been historically used for this
purpose. For the purpose of this assessment, however, we have reviewed data in order to assess whether any
evidence of discrimination against this group
10.5 As an additional safeguard, all staff have access to the NNDC Grievance procedure and are subject to the
Disciplinary procedure which covers actions of a discriminatory nature. There were no recorded case of either
grievance or disciplinary proceeding in relation to Learning, Training and Development matters during the last
two years.
10.6 Some elements of Learning, Training and Development activity are not organised centrally by HR, but by
individual services within NNDC who will fund this through individual service budgets. There is no system within
the Council to collect data about this activity which would enable suitable equality monitoring in respect of this
group.
10.7 Documentation to support the Learning, Training and Development process does exist and has been
reviewed, but there is no current Learning, Training and Development policy in force. No general equalities
statement was found upon any of the documentation reviewed.
10.8 The staff survey completed in June/July 2008 said the 58% of staff agree that the Council ensures equality
of opportunity when developing staff whilst 70% indicated they did not feel they were disadvantaged because of
disability which is almost equal to the Local Authority norm provided by Ipsos MORI
10.9 The Council generally procures corporate Learning, Training and Development programmes from a range
of local and regionally based suppliers and where the Council’s procurement rules require, a tendering process
specification is prepared for suitable suppliers. The Council also works in partnership with other Norfolk local
authorities to provide Learning, Training and Development opportunities. The Council does not comprehensively
incorporate within contractual obligations, requirements to observe any prevailing NNDC, equality policies.
10.10 In providing corporate Learning, Training and Development activities, the Council uses its own premises,
hotels and village halls which are suitable for hosting such events. A general assessment of participants
individual needs is undertaken when they are invited to attend an activity but there is no evidence that Equality
Impact Assessment has been undertaken for any venue where corporate Learning, Training and Development
activities are provided.
DOCUMENT/SYSTEM REVIEW:
Source
NNDC Training
and
Development
documentation
Age
Owner
Current ODM
NNDC Training
and
Development
documentation
Investors in
people review
Current ODM
2009
ODM
Findings
There is no general equalities statement on any
of our literature therefore the commitment to
equality is not being promoted to NNDC
managers and employees. A review of the
documentation reveals an intention to be fair
and equitable. Managers do not have access to
the information provided on the equal
opportunities monitoring form which provides
information on disability .
New managers are trained to use the Council’s
Appraisal System and new employees receive a
briefing
Data Gaps
None
known
The report said ‘In terms of valuing diversity
people are beginning to be more aware of the
No gaps
None
report.
implications for customer facing work and there
is a much stronger emphasis on the importance
of this. The report also said ‘However following
feedback from the Audit Commission which has
highlighted this as an area for development the
Council are responding by conducting impact
assessments and rolling out an equality and
diversity training programme.’
KEY DATA:
Source
NNDC
Appraisal
records
Age
2009
Owner
ODM
NNDC Training
Records
2009
ODM
NNDC Training
Records
2009
ODM
NNDC
‘TEN’ 31st
Performance
March
Management
2009
System
ODM
Findings
For the 12 months to 31/03/09 completed
Appraisal forms for 100% of staff who
described themselves as disabled were
received.
3.53%of the workforce identify themselves as
disabled.
Of the 65 people who participated in activities
included in corporate Learning, Training and
Development programme X (X%) were
disabled. The number of people 83 (86.46%)
were offered training of which X (X%) were
disabled.
30 people participated in the Council’s
Induction Programme X (96.67%) were not
disabled and X (X%) considered themselves
disabled.
As at 31st March 2009, NNDC’s disabled
employee representation in the workforce was
11 persons or 3.16%, with no movement over
the previous year.
Data Gaps
None
None
None
Unable to
find
comparison
data from
other
Norfolk
district
authorities
for the year
ended
31/03/2009
11. Are there any
concerns that the
policy could have a
negative impact
with regard to age?
What evidence (actual data or assumptions) do you have to support this?
SUMMARY:
11.1 The available statistical evidence does not show that current processes, systems and practices deliver a
negative impact with regard to this group.
11.2 Any decision regarding the provision of Learning, Training and Development activity is based on the
business case only and should not be based on factors related to equality groups listed in section 8 – 13 of this
document.
No
11.3 An assessment of any individual’s learning, training and development needs is agreed by the individual and
the individual’s line manager at an Annual Appraisal and checked during a mid-year review. This Appraisal
process is managed and controlled by the Human Resources (HR) service and is subject to the NNDC Equal
Opportunities policy and has been designed and implemented to ensure all staff in this group are treated fairly.
It is a requirement that all staff are included in and have access to the Appraisal process, which is supported by
training for all staff involved. The process and its purpose and objectives are fully described on the Council’s
‘Intranet’ computer facility and new staff and managers are briefed on the process.
11.4 Data about all individuals who are subject to the Appraisal process, which is managed by HR centrally, and
which could enable suitable equality monitoring in respect of this group, has not been historically used for this
purpose. For the purpose of this assessment, however, we have reviewed data in order to assess whether any
evidence of discrimination against this group.
11.5 As an additional safeguard, all staff have access to the NNDC Grievance procedure and are subject to the
Disciplinary procedure which covers actions of a discriminatory nature. There were no recorded case of either
grievance or disciplinary proceeding in relation to Learning, Training and Development training or development
matters during the last two years
11.6 Some elements of Learning, Training and Development activity are not organised centrally by HR, but by
individual services within NNDC who will fund this through individual service budgets. There is no system within
the Council to collect data about this activity which would enable suitable equality monitoring in respect of this
group.
11.7 Documentation to support the Learning, Training and Development process does exist and has been
reviewed, but there is no current Learning, Training and Development in force. No general equalities statement
was found upon any of the documentation reviewed.
11.8 The staff survey completed in June/July 2008 said the 58% of staff agree that the Council ensures equality
of opportunity when developing staff whilst 85% indicated did not feel they were disadvantaged because of their
age which is slightly below the local authority norm provided by Ipsos MORI.
11.9 The Council generally procures corporate Learning, Training and Development programmes from a range
of local and regionally based suppliers and where the Council’s procurement rules require, a tendering process
specification is prepared for suitable suppliers. The Council also works in partnership with other Norfolk local
authorities to provide Learning, Training and Development opportunities. The Council does not comprehensively
incorporate within contractual obligations, requirements to observe any prevailing NNDC, equality policies.
DOCUMENT/SYSTEM REVIEW:
Source
NNDC Training
and
Development
documentation
Age
Owner
Current ODM
Findings
There is no general equalities statement on any
of our literature therefore our commitment to
equality is not being promoted to our managers
and employees. A review of the documentation
reveals the intention to be fair and equitable.
Managers do not have access to the
information provided on the equal opportunities
monitoring form which provides information on
ethnic origin. .
Data Gaps
None known
NNDC Training
and
Development
documentation
Current ODM
New managers are trained to use the Council’s
Appraisal System and new employees receive
a briefing
None
NNDC
Investors in
people review
report.
2009
The report said ‘In terms of valuing diversity
people are beginning to be more aware of the
implications for customer facing work and there
is a much stronger emphasis on the importance
of this. The report also said ‘However following
feedback from the Audit Commission which has
highlighted this as an area for development the
Council are responding by conducting impact
assessments and rolling out an equality and
diversity training programme.’
No gaps
ODM
KEY DATA:
Source
NNDC
Appraisal
records
Age
2009
Owner
ODM
Findings
For the 12 months to 31/03/09, 324
(95.29%) completed Appraisal forms were
received. The age ranges of people
appraised were:
Age ranges of all
people who
completed
received
Appraisal forms
NNDC Training
Records
2009
ODM
< 20
20-29
30-39
40-49
50-59
60<
Data Gaps
None
1.54%
15.59%
23.82%
27.94%
22.35%
8.82%
For the 12 months to 31/03/09, 65 people
who participated in activities included in
None
the corporate Training and Development
programme and their age ranges were:
Age ranges of
65 employees
who attended
corporate
Training and
Development
activities
< 20
20-29
30-39
40-49
50-59
1.54%
10.77%
26.15%
29.23%
23.08%
60<
9.23%
4.70% did not return an Appraisal form
NNDC Training
Records
2009
ODM
None
For the 12 months to 31/03/09, 30 people
participated in the Council’s Induction
Programme whose age ranges were:
Age ranges of
employees who
participated in
the corporate
Induction
activities
NNDC Human 31st
Resources
August
database
2009
< 20
20-29
30-39
40-49
50-59
3.33%
60%
6.67%
16.67%
10%
60<
3.33%
ODM
Age ranges of all
people employed in
NNDC
16-24
25-39
40-49
50-59
60+
1%
16%
50%
22%
10%
No known gaps
NNDC
Survey
12. Are there any
concerns that the
policy could have a
negative impact
with regard to
religion/belief?
Staff 2008
ODM
87% of staff completed the survey. 8% of
staff reported as belonging to this group
felt disadvantaged ’A great deal’ or ‘A fair
amount’ at NNDC on account of age. The
report stated that this was slightly better
than public Sector and Local Authority
norms
No known gaps
in data
What evidence (actual data or assumptions) do you have to support this?
SUMMARY:
12.1 We do not currently collect information regarding the religion/belief of our employees and therefore it is not
possible to analyse by religion/belief group whether there are any discriminatory practices in relation to
opportunities for corporate learning, training and development. However, it does not appear that there is
anything in our current activity which appears discriminatory by reason of religion/belief. This is an area where
additional evidence needs to be collected.
No but
we do
not
collect
this
data
12.2 Any decision regarding the provision of Learning, Training and Development activity is based on the
business case only and should not be based on factors related to equality groups listed in section 8 – 13 of this
document.
12.3 An assessment of any individual’s learning, training and development needs is agreed by the individual and
the individual’s line manager at an Annual Appraisal and checked during a mid-year review. This Appraisal
process is managed and controlled by the Human Resources (HR) service and is subject to the NNDC Equal
Opportunities policy and has been designed and implemented to ensure all staff in this group are treated fairly.
It is a requirement that all staff are included in and have access to the Appraisal process, which is supported by
training for all staff involved. The process and its purpose and objectives are fully described on the Council’s
‘Intranet’ computer facility and new staff and managers are briefed on the process.
12.4 As an additional safeguard, all staff have access to the NNDC Grievance procedure and are subject to the
Disciplinary procedure which covers actions of a discriminatory nature. There were no recorded case of either
grievance or disciplinary proceeding in relation to Learning, Training and Development matters during the last
two years
12.5 Some elements of Learning, Training and Development activity are not organised centrally by HR, but by
individual services within NNDC who will fund this through individual service budgets. There is no system within
the Council to collect data about this activity which would enable suitable equality monitoring in respect of this
group.
12.6 Documentation to support the Learning, Training and Development process does exist and has been
reviewed, but there is no current Learning, Training and Development policy in force. No general equalities
statement was found upon any of the documentation reviewed.
12.7 The staff survey completed in June/July 2008 said the 58% of staff agree that the Council ensures equality
of opportunity when developing staff whilst 84% indicated did not feel they were disadvantaged because of their
religion or belief whilst 16% did not state or know whether they were discriminated on the grounds of religion or
belief.
12.8 The Council generally procures corporate Learning, Training and Development programmes from a range
of local and regionally based suppliers and where the Council’s procurement rules require, a tendering process
specification is prepared for suitable suppliers. The Council also works in partnership with other Norfolk local
authorities to provide Learning, Training and Development opportunities. The Council does not comprehensively
incorporate within contractual obligations, requirements to observe any prevailing NNDC, equality policies.
12.9 Religious festivals (with regard to attending a training event) are not considered as part of the
process/procedure, however if an employee candidate was to advise us that the date of event coincided with a
religious festival we would consider this. By default due to office closures training or learning events would not
take place on Christian festival dates (such as Christmas day and Good Friday) but consideration could be given
to festivals such as Eid and Diwali.
DOCUMENT/SYSTEM REVIEW:
Source
Age
Owner
NNDC Training Current ODM
and
Development
documentation
Findings
There is no general equalities statement on
any of our literature therefore our
commitment to equality is not being
promoted to our managers and employees.
A review of the documentation reveals the
intention to be fair and equitable. Managers
do not have access to the information
Data Gaps
None known
provided on the equal opportunities
monitoring form which provides information
on ethnic origin.
NNDC Training
and
Development
documentation
Investors in
people review
report.
Current ODM
New managers are trained to use the
Council’s Appraisal System and new
employees receive a briefing
None
7th
August
2009
The report said ‘In terms of valuing diversity
people are beginning to be more aware of
the implications for customer facing work
and there is a much stronger emphasis on
the importance of this. The report also said
‘However following feedback from the Audit
Commission which has highlighted this as
an area for development the Council are
responding by conducting impact
assessments and rolling out an equality and
diversity training programme.’
No gaps
Caroline
Wormleighton
for NNDC
KEY DATA:
Source
NNDC
Survey
Age
Staff 2008
Owner
ODM
Findings
87% of staff completed the survey. No staff
reported as belonging to this group felt
disadvantaged ’A great deal’ or ‘A fair amount’
at NNDC on account of Religion. The report
stated that this was better than public Sector
and Local Authority norms
Data Gaps
No known
gaps in
data
What evidence (actual data or assumptions) do you have to support this?
SUMMARY:
13.1 We do not currently collect information regarding the sexual orientation of our employees and therefore it is
not possible to analyse with regard to sexual orientation whether there are any discriminatory practices in
relation to opportunities for corporate learning, training and development. However, it does not appear that there
is anything in our current activity which appears discriminatory by reason of sexual orientation. This is an area
where additional evidence needs to be collected.
No but
we do
not
collect
this
data
13.2 Any decision regarding the provision of Learning, Training and Development activity is based on the
business case only and should not be based on factors related to equality groups listed in section 8 – 13 of this
document.
13.3 An assessment of any individual’s learning, training and development needs is agreed by the individual and
the individual’s line manager at an Annual Appraisal and checked during a mid-year review. This Appraisal
process is managed and controlled by the Human Resources (HR) service and is subject to the NNDC Equal
Opportunities policy and has been designed and implemented to ensure all staff in this group are treated fairly.
It is a requirement that all staff are included in and have access to the Appraisal process, which is supported by
training for all staff involved. The process and its purpose and objectives are fully described on the Council’s
‘Intranet’ computer facility and new staff and managers are briefed on the process.
13.4 As an additional safeguard, all staff have access to the NNDC Grievance procedure and are subject to the
Disciplinary procedure which covers actions of a discriminatory nature. There were no recorded case of either
grievance or disciplinary proceeding in relation to training or development matters during the last two years
13.5 Some elements of Learning, Training and Development activity are not organised centrally by HR, but by
individual services within NNDC who will fund this through individual service budgets. There is no system within
the Council to collect data about this activity which would enable suitable equality monitoring in respect of this
group.
13.6 Documentation to support the Learning, Training and Development process does exist and has been
reviewed, but there is no current Learning, Training and Development policy in force. No general equalities
statement was found upon any of the documentation reviewed.
13.7 The staff survey completed in June/July 2008 said the 58% of staff agree that the Council ensures equality
of opportunity when developing staff whilst 78% indicated did not feel they were disadvantaged because of their
sexuality. There is no local authority comparative data provided by Ipsos MORI.
13.8 The Council generally procures corporate Learning, Training and Development programmes from a range
of local and regionally based suppliers and where the Council’s procurement rules require, a tendering process
specification is prepared for suitable suppliers. The Council also works in partnership with other Norfolk local
authorities to provide Learning, Training and Development opportunities. The Council does not comprehensively
incorporate within contractual obligations, requirements to observe any prevailing NNDC, equality policies.
DOCUMENT/SYSTEM REVIEW:
Source
NNDC Training
and
Development
documentation
Age
Owner
Current ODM
NNDC Training
and
Development
documentation
Investors in
people review
report.
Current ODM
7th
August
2009
Caroline
Wormleighto
n for NNDC
Findings
There is no general equalities statement on any
of our literature therefore our commitment to
equality is not being promoted to our managers
and employees. A review of the documentation
reveals the intention to be fair and equitable.
Managers do not have access to the
information provided on the equal opportunities
monitoring form which provides information on
ethnic origin. .
New managers are trained to use the Council’s
Appraisal System and new employees receive
a briefing
Data Gaps
None known
The report said ‘In terms of valuing diversity
people are beginning to be more aware of the
implications for customer facing work and there
is a much stronger emphasis on the importance
of this. The report also said ‘However following
No gaps
None
feedback from the Audit Commission which has
highlighted this as an area for development the
Council are responding by conducting impact
assessments and rolling out an equality and
diversity training programme.’
KEY DATA:
Source
Age
NNDC
Staff 2008
Survey
14. Could the
negative impact
you have identified
in questions 8 – 13
lead to the
potential for
adverse impact if
the policy is
implemented?
Can this adverse
impact be justified
on the grounds of
promoting equality
No
Owner
ODM
Findings
87% of staff completed the survey. No staff
reported as belonging to this group felt
disadvantaged ’A great deal’ or ‘A fair amount’ at
NNDC on account of Sexuality. The report stated
that this was better than public Sector and Local
Authority norms
Data Gaps
No known gaps
in data
The processes, procedure, systems and operating standards that support the Corporate Learning, Training and
Development function needs to be reviewed to ensure they are fully coherent, comprehensive and detailed and
to ensure they promote consistency and fairness and avoid and combat discrimination (See appendix A for list of
processes, procedure, systems and operating standards)
In regard to ethnicity and race, gender and age it is not felt that the Corporate Learning, Training and
Development systems, processes and practices will have an adverse impact. However, the lack of data
concerning Learning, Training and Development activities that are organised by individual services may in future
cause difficulties as it is currently not possible to demonstrate that services promote consistency and fairness
that avoids and combats discrimination in relation to Learning, Training and Development that is organised by
individual services. This issue is likely to come to ahead when implementing the recommendations of People
Strategy and Development plan to undertake a skills audit is and develop a competency framework as these
strategic changes may well require a realignment of budgets that helps to ensure that all employees have both
the skills and capacity to deliver successfully the Council’s objectives.
N/A.
of opportunity for
one group?
Or any other
reason?
Can the impact be
mitigated by
existing means?
If yes, what actions
will you undertake
to mitigate these
impacts and revise
the policy?
15. Describe the
arrangements for
reporting and
publishing this
assessment.
Has this
assessment been
undertaken by a
minimum of two
staff?
NA
NA
To improve the system, process, procedure and operating standards from a best practice point of view an action
plan has been developed. (See appendix B).
This assessment will be reported to the Equality and Diversity Board and will be published on the NNDC external website
(www.northnorfolk.org
Has this assessment been scrutinised by your Directorate
Steering Group?
Yes
If the policy is new, or requires a decision by Councillors to revise, has this Equality Impact Assessment
been included with the report?
Have any actions identified in this assessment been included in your service equality and diversity action
plan?
This has been scrutinised
by Organisational
Development Equality
Impact Assessment team
Yes
See Appendix B
Completed by:
HR Advisor
Signed
by:
off
Training Documents
List for EQIA
Document
Induction
Manager Guidance
Manager Checklists
Employee ‘Welcome’
Staff Induction invite
Appraisal
Appraisal Handbook
Summary Appraisal Form
Mid year review form
Manager Guidance
Appraisal Returns memo (2008/2009)
Corporate Training and Development
A copy of the 2008/2009 training needs both Corporate
and Service related
Corporate Training Programme
Attendees of Corporate Activities
Template confirmation letter
Course outlines for events ran in 2008/2009
Template Evaluation Form
Other Documents that may need reviewing
Budget data including Budget provision and total spend
Number of people undertaking post-entry training
Template Training Indemnity
Improvement East – Norfolk local authorities partnership
Making a Difference Programme
Leadership and Management Development Programme –
Tender Specification
Date
2009
2009
2009
2009
2009
2009
2008
2009
2008
2008/2009
2008/2009
2007
2008/2009
2008
2008/2009
2008/2009
N/A
2008/2009
2008/2009
Intranet Page content
Information for Managers on Training and Development
Date
Equality Impact Assessments
Appendix B – Action Plans
Action
Report
ref
Monitor and detect
8.5
discriminatory activity by
9.5
periodically reviewing equality
10.5
data available in respect of HR, 11.5
centrally arranged Training and 12.5
Development activity
13.5
Expected Outcome
Devise a system to facilitate the
monitoring and detection of
discriminatory activity by
periodically reviewing equality
data available in respect of
service training activity
8.6
9.6
10.6
11.6
12.6
13.6
Ensure that the planned
Training
and
Development
policy incorporates equalities
requirements
Ensure that any contractual
arrangements with third party
Training and Development
providers include a requirement
that compliance with NNDC’s
North Norfolk District Council
Person
responsible
Human Resources
Target date
Detect any discriminatory activity and
take corrective action
Human Resources
ASAP
8.7
9.7
10.7
11.7
12.7
13.7
The Council will adopt a policy that
embeds it core values relating to equality
and diversity.
HR Advisor
ASAP
8.9
9.9
10.9
11.9
12.9
To ensure that consultants work to the
Council’s equality and diversity policy and
values
HR Advisor
ASAP
Detect any discriminatory activity and
take corrective action
ASAP
Managers and those who undertake
Appraisals will understand that they are
required to adhere to the Council’s policy
in providing access to Training and
Development opportunities.
Page 32

policy on equality is
compulsory.
13.9
Add an equalities statement to
all relevant Training and
Development literature,
handbook s and documents
8.7
9.7
10.7
11.7
12.7
13.7
To link the Training and Development
policy and process to one of the core
values of organisation (equality and
diversity). To ensure that Managers are
reminded of the Councils commitment to
equality and diversity.
HR Assistant
HR Advisor
ASAP
Collect comparative data
relating to full and part time
employees
Review all venues used for
training and check an EQIA has
been undertaken.
9.1
To ensure that access to training is
equitable for this group of employees
Human Resources
ASP
10.10
To confirm that all venues are fit purpose
and any necessary adjustments that
could be made
HR Advisor
ASAP

Equality Impact Assessments
Produced by
David Lloyd associates
In partnership with
North Norfolk District Council
May 2008
North Norfolk District Council
Page 34