Human
Resources.
Equality Impact Assessments: Flowchart and action plan template
The University aims to build inclusive teams, maximising the benefits of difference and
drawing on the skills and potential of the widest possible range of colleagues. We
recognise the importance of ensuring the University has a motivated and diverse community
where staff and students work together to maximise the rewards of difference and where a
culture exists of inclusivity at all levels and in every system and process.
In order to meet our strategic priorities of promoting and developing a culture of
excellence, and creating a University culture that is inclusive at all levels, the University is
committed to assessing the impact of proposed and existing policies, decisions and services
on different groups of people. Specifically we have a duty to consider the impact on groups
of people by age, disability, gender reassignment, pregnancy and maternity, race (this
includes ethnic or national origins, colour or nationality), religion or belief (this includes no
belief), sex, sexual orientation, and marriage and civil partnership. These groups are called
Protected Characteristics under anti-discrimination legislation.
All proposals to introduce a new policy or service, or to make a significant change to an
existing policy or service, should be accompanied by an Equality Impact Assessment. The
responsibility for undertaking an EIA lies with the person proposing / developing / reviewing
the policy or service, and should be done at the early stages of the process. Undertaking an
EIA will not only demonstrate how we are meeting our legal obligation to show due regard:
it also highlights both potential negative impacts AND can identify opportunities to promote
inclusion, thereby supporting the University’s equality strategy of Excellence Through
Inclusion.
In order to encourage staff to engage more with this process, we have developed a more
streamlined and business focussed template to carry out EIAs, and guide users through the
process.
The Equality Impact Assessment (EIA) Flow-Chart
Use this to help frame your questions and discussions
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GIVEN THE AIMS OF
YOUR PROPOSALS
WHAT ISSUES DO
YOUR DATA
/INFORMATION
HIGHLIGHT?
•
•
•
•
•
HOW COULD THE
PROPOSED CHANGE
CONTRIBUTE TO
EQUALITY?
•
•
•
•
Have you considered what impact the proposals will have on staff, students,
visitors, service users, alumni, and the wider community (e.g. impact on
outreach activities) etc. For example, could your decision, policy or service
change? Are any groups excluded from the proposals?
Consider your existing staff profile data and what effect the decision, policy or
proposed change could have on workforce composition and protected groups.
Also consider local and national data if appropriate
Does your current data show different success rates for different groups of
people? (For example do certain jobs attract/retain staff of a similar
background? Does the profile of service users show vast differences)
Do any information gaps exist?
You should consider consultation and other engagement activities that will add
to the information, and help you to identify the impact of change
If you can identify any potential negative impact/outcomes for particular groups,
how can that impact be avoided or mitigated? Ask yourself: How significant is
this equality issue? What does your information at a local level tell you about
the importance of this issue? Does national level information tell you that this is
a significant issue?
What aspects of your decision, policy or service change will impact positively on
equality? For example by improving relations between people from different
groups, by encouraging people with protected characteristics to get involved in
activities where their participation is low
Does it identify anyone with different needs in relation to its implementation? If
so, what are they?
You should consider how your decision policy or service will meet the needs of
people with protected characteristics, and will remove or minimise disadvantages
suffered by people due to their protected characteristic
Does it identify any areas for improvement or opportunities to advance and
promote equality?
Could the proposal cause barriers for anyone with protected characteristics? If so,
how?
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WHAT ACTIONS
WILL YOU TAKE?
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RECORDING FINAL
DECISION
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Decision makers should be involved with this EIA process as far as is practicable.
Ensure they are made aware of the results of the EIA and asked to consider
these before making a final decision
If the change, decision or policy could have a positive impact on groups, ensure
these are promoted and integrated into the process. If appropriate, consider
marketing, communications, training, job design, etc.
Consider what action you should take in relation to any areas of potential
adverse impact, taking advice from the Department of Human Resources if
necessary, considering how adverse impacts of a decision might be mitigated.
For example, there may be alternatives to the proposals/decision that could be
taken and that would avoid or reduce adverse impact
Consider what practical measures will be put in place to meet any specific
needs of people for accessibility of any meeting arrangements, communicating
and consulting with staff on maternity/sick leave etc, offering written
communications in different formats, reasonable adjustments for redeployed
staff with disabilities/service users etc.
Consider how you will monitor, evaluate and review the impact of the decision,
policy or change on specific groups
Consider whether you need to make changes to existing equality and diversity
action plans within faculties and departments
When recording your decision, think about and report how you considered the
three aims of the general duty?
Outline how equality considerations influenced the final decision
Outline how the decision, policy or service change will promote equality, mitigate
any negative impacts identified (and if not, why not), and what actions will be
taken as a result
You must record and justify actions and decisions taken during equality analysis in
case a legal challenge is made
The template attached will help you to record the process and act as a reporting
document
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Record your decision and agreed actions here
GIVEN THE AIMS OF
YOUR PROPOSALS
WHAT ISSUES DO
YOUR DATA
/INFORMATION
HIGHLIGHT?
HOW COULD THE
PROPOSED CHANGE
CONTRIBUTE TO
EQUALITY?
4
WHAT ACTIONS WILL
YOU TAKE?
RECORDING FINAL
DECISION
Incorporate any actions identified into overall actions or planning documents.
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