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
Code of Practice: Professional Doctorates
Web address of policy
http://www.essex.ac.uk/academic/docs/regs/profdocs.shtm
Policy-holding Department/Section
Is this a new or existing policy?
Registry
Academic Section
Existing
Date assessment completed
12/06/2013
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 document is a broad statement of University requirements covering departments’,
supervisors’ and students’ responsibilities in relation to Professional Doctorates.
Q2. Does the policy involve, or have consequences for, the people the University serves and
employs?
Yes. The policy document is for the attention of departments, supervisors and students in relation to
their responsibilities with regards to Professional Doctorates. This includes information relating to:
 Admissions
 Inductions
 Supervision
 Examination/Assessment
Q3. Does the policy require decisions to be made in relation to individuals or groups of
individuals?
The policy document does not outline any decision-making processes; it provides details of the
responsibilities of certain groups in relation to professional doctorates.
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Q4. What is the decision-making process and is it fair and transparent?
N/A
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 online equality and diversity 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?
In terms of admissions, the University’s Equality and Diversity Committee (EADC) receives a
summary of monitoring of gender, disability and ethnicity for applications and rejections at its Autumn
meeting each year. In advance of EADC, each department will receive a detailed report from the
Head of Graduate Admissions, with a request for feedback on any anomalies.
Q7. Referring to Q6 above, have you identified any positive or negative impact on any group of
people who share a protected characteristic?
This policy document states that all admissions decisions must relate to a student’s estimated
potential to succeed academically on a programme. Any criterion used should be an appropriate and
genuine requirement, which does not discriminate directly or indirectly against any individual or group
on the grounds of gender, colour, ethnic or national origin, age, socio-economic background,
disability, religious or political beliefs and affiliations, family circumstances or responsibilities, sexual
orientation, gender identity or other irrelevant distinction.
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
training. Please answer Yes or No. If yes, please expand.
No
Q10. Have you identified any ways in which the policy does, or could advance equality or
foster good relations between different groups of people?
The policy clearly outlines ways in which certain actions are taken to ensure that the processes and
procedures outlined in this document are not discriminatory.
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.
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*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
Code of Practice: Professional Doctorates
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?
Date:
1) Given that the University has information on
the religion or belief, sexual orientation and age
of students, consideration should be given to
monitoring these protected characteristics in
addition to those mentioned (gender, disability,
ethnicity).
2) Monitoring by protected characteristic should
look at both applicant data (applications and
rejections as stated) and students who are
downgraded or have their studies discontinued.
9 August 2013
Signed
Karen Bush, Equality and Diversity Manager
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