Equality Impact Assessment Form
Step 1 – Identify the policy
The term policy is interpreted broadly in equality legislation, and refers to anything that describes
what we do and how we expect to do it. It can range from published University policies and
procedures to the everyday customs and practices – sometimes unwritten – that contribute to the
way our policies are implemented and how our services are delivered.
Published statements of policy are a useful starting point for equality impact assessments, as they
establish the overall purpose of particular activities. Please use this form to document your
assessment.
Policy title
Combined Equality Scheme
Faculty / Support Service carrying out the
assessment
HR Services
New or previously approved policy?
Previously approved
Date of approval / last review (if known)
July 2007
Name and role of Assessor(s)
Faith Marchal, HR Manager - Diversity
Step 2 – Further information
1. Who is responsible for the policy that is
being assessed?
The Board of Governors, who have overall
responsibility for compliance with antidiscrimination legislation
2. Describe the main aims, objectives and
purpose of the policy
To articulate the contribution of equality
and diversity to Anglia Ruskin’s core
strategic goals (as at 2006)
To identify areas for further action,
summarised in Staff and Student Action
Plans
3. Are there associated objectives of the
policy? If so, please explain.
Examples include statutory requirements,
sector initiatives, etc.
To meet our statutory positive public duties
under race, disability and gender equality
legislation
4. Who is expected to benefit from this
policy?
All staff, students, and others associated
with Anglia Ruskin
5. Who was consulted on this policy?




6. How has the policy been explained to
All staff (via staff survey), race,
disability and women’s networks,
and a cross-section of students
Equality & Diversity Group
Senior Managers
Board of Governors
In staff and student handbooks, briefings to
those who would be directly or indirectly
affected by it?
CMT, Equality & Diversity web pages,
BULLETIN, and in consultation
communications
7. What outcome(s) are meant to be
achieved from this policy?
To acknowledge progress made so far, and
draw attention to areas where work
remains to be done, with these overall
objectives:
 Ensuring fair and equitable
treatment of all staff, students, and
others
 Strong perceptions of organisational
fairness from staff and students, as
measured by staff opinion surveys
and student feedback
8. What factor(s) could contribute to the
outcome(s)?
Mainstreaming of action points in this
Scheme into corporate / faculty / support
service strategic planning
Senior manager endorsement
9. What factor(s) could detract from the
outcome(s)?
Failure to implement action points
Step 3 – Assess the impact on different groups of people
10. In the table below, please tick whether the policy affects particular groups of people –
the Equality Target Groups below -- in different ways, compared to other groups. Here
are some examples:
Positive impact: a policy or practice where the impact on a particular group of people is
more positive than for other groups, e.g., accessible website design. It can also include
legally permitted positive action initiatives designed to remedy workforce imbalance, such
as job interview guarantee schemes for disabled people.
Negative impact: a policy or practice where the impact on a particular group of people is
more negative than for other groups (e.g., where the choice of venue for a staff social
occasion precludes members of a particular faith or belief group from participating).
Neutral impact: a policy or practice with neither a positive nor a negative impact on any
group or groups of people, compared to others.
Equality Target
Group
Men
Positive
impact
Negative
impact
Neutral
impact
Reasons / comments
x
This Scheme and its actions are
expected to help ensure equality
across the board; regardless of a
person’s gender, race, disability,
sexual orientation, religion and
age.
The Scheme itself does not
articulate University policy or
procedures; rather, it points out
the actions required to ensure
policy and practices in a range of
functions can help contribute to
fair and equitable treatment.
Women
x
As above
People from
black and
minority ethnic
communities
x
As above
Disabled people
x
As above
Lesbian, gay, or
bisexual people
x
As above
Transgender
people
x
As above
Older people
(50+)
x
As above
Younger people
(17 – 25)
x
As above
Faith or belief
groups
x
As above
Step 4 – Promoting equality
11. Please give a brief description of
how this policy promotes equality.
The purpose of this scheme is to acknowledge
progress and point out what work remains to be
done, recommending actions in some areas.
This includes further development of operational
policies and procedures where required,
consistent implementation, and monitoring their
impact.
12. If there is no evidence that the
policy promotes equality, what
changes, if any, could be made to
achieve this?
n/a
13. If there is a negative impact on
any equality target groups, can this
n/a
impact be legally and objectively
justified? (If no, then a full Equality
Impact Assessment should be
completed* ).
Step 5 – Monitoring effectiveness
14. How will you demonstrate that this
policy or procedure, once
implemented, is impacting fairly on
everyone it affects? In answering this
question, please include information
about feedback you will seek and/or
data you will collect and analyse, and
how often you will do this.
Process of annual review, using HR staff data,
student data, and the findings from staff and
student opinion surveys, staff grievance and
student complaints statistics.
The Scheme will be due for comprehensive
review / revision in July 2010, when a revised
policy impact assessment will need to be
completed.
Step 6 – Recommendation
15. Is a more detailed Equality Impact
Assessment required?
Signature of Assessor(s): Faith Marchal
No 
Date: 1 October 2009
Authorised by:
(Dean of Faculty, Director of Support Service)
Approved for publication by:
(Member of the Equality & Diversity Group)
* Recommended reading:
Conducting Impact Assessments for Equal Opportunities in Higher Education. September
2007, HEFCE and Equality Challenge Unit. This publication is available online in .pdf and
text format at: http://www.ecu.ac.uk/publications/
Equality Impact Assessment Flowchart
Identify the policy,
practice or procedure
In its design or implementation,
does it intentionally or unwittingly
discriminate against particular
groups of people, e.g., men,
women, disabled people, people
from different racial groups and
religions, age groups, and sexual
orientations?
How do you know?
Who or what
information did you
consult?
YES
Can you legally
justify the
discrimination on
objective grounds?
NO
UNSURE
Ask those most
affected, and
consult relevant
staff or student
data.
NO
How do you know?
Who or what
information did you
consult?
Good! There is no need
to change this policy at
present, though
remember to keep it
under review.
YES
You will need to change this
policy, practice or procedure.
When doing so, you will need to
ensure that any amendments
made do not result in unjustified
discrimination towards other
groups. You will then need to
repeat the Policy Impact
Assessment process.
You may need to
explain your
justification further. A
more detailed Policy
Impact Assessment
may also be required.
Recommended reading:
Conducting Impact Assessments for Equal Opportunities in Higher Education. September 2007,
HEFCE and Equality Challenge Unit. This publication is available online in .pdf and text format at:
http://www.ecu.ac.uk/publications/