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’ that 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. For existing policies, please answer all the questions. 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 Amending existing provision Web address of policy http://www.essex.ac.uk/quality/course_design_approval_and_modifications/m aking_changes_to_academic_provision/default.asp Policy-holding Department/Section Academic Standards and Partnerships Academic Section Is this a new or existing policy? Existing Date assessment completed 15/04/2013 Name and job title of person completing pro-forma Adam Atkins Academic Section Project Assistant Q1. What is the purpose of the policy? This policy provides guidance to departmental staff responsible for planning modifications to existing academic (module and course) provision. Q2. Does the policy involve, or have consequences for, the people the University serves and employs? Yes. The policy informs departmental staff of the processes they should follow and the considerations they should give, when requesting modifications to existing academic provision. If departmental staff do not follow the guidance, or comply with the suggested time frames, it may lead to inaccurate information being recorded on the central database. Q3. Does the policy require decisions to be made in relation to individuals or groups of individuals? 1 Yes. Decisions surrounding changes to existing academic provisions are made by the Faculty Dean or the Faculty Board depending on the nature of the proposed changes. Q4. What is the decision-making process and is it fair and transparent? The policy outlines the situations wherein departmental staff will require approval from either their Faculty Board or the relevant Faculty Dean ahead of any changes or amendments to existing academic provision. Changes that require approval are assessed on the impact they are likely to have on the existing structure and how easily they can be implemented. Changes or amendments that require approval are considered in such a way in order to maintain consistent academic standards. This process is clearly outlined in the policy and provides a fair way in which proposed changes are assessed in line with the maintenance of consistent academic standards. Q5. Please give details of what equality training is/will be provided for decision makers? All University staff are required to complete the University’s equality and diversity online training programme. 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? Any detrimental effect on persons with 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? N/A Q8. Have there been any complaints or issues raised about the policy in relation to its effect on people who share a protected characteristic? No Q9. Are there any (further) measures that could be taken to continue to ensure the policy is neither directly nor indirectly discriminatory? N/A Q10. Have you identified any ways in which the policy does, or could advance equality or foster good relations between different groups of people? N/A 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. 2 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 Amending existing provision Should this EIA be referred on to the Equality and Diversity Committee for further consideration? No If no, what recommendations, if any, should be made to the Policy-holding Department/Section? None Date: 30 August 2013 Signed Karen Bush, Equality and Diversity Manager 3