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’ 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. 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
CADENZA: University of Essex CPD
Framework
Web address of policy
Policy-holding Department/Section
Learning and Development, Human Resources
Is this a new or existing policy?
new
Date assessment completed
16 April 2012
Name and job title of person completing pro-forma
Dr. Jo Andrews, Head of Learning and
Development
Q1. What is the purpose of the policy? Please explain in no more than 50 words.
CADENZA is the University’s Professional Development Framework for those teaching and
supporting learning in higher education. It has been designed to encourage staff to recognise and
record their talents, strengths and achievement, and to apply for professional recognition.
Q2. Does the policy involve, or have consequences for, the people the University serves and
employs? Please answer Yes or No. If yes, please describe all those affected. If No, there is no need
to answer any further questions.
Yes, the policy involves academics and professional services staff who teach and/or support learning
at the university.
Q3. Does the policy require decisions to be made in relation to individuals or groups of
individuals? Please answer Yes or No. If Yes, please identify the responsible person(s) e.g. Human
Resources Manager.
Yes, decisions will be made by a panel of internal and external representatives from the following:
Internal: Pro-Vice-Chancellor (Academic Standards); 1 Dean of Faculty; 1 Head of
Department/Section; Director of Human Resources; Head of Learning and Development; Learning
and Development Manager; 2 Academic Assessors;
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External: External Examiner PG CHEP; Higher Education Academy Accreditor
Q4. What is the decision-making process and is it fair and transparent? E.g. if the decision
relates to determining whether an academic offence has been committed, what is the decision based
on and how are individuals made aware of this?
CADENZA is accredited by the Higher Education Academy (HEA), a professional body for those
teaching and supporting learning in higher education. This means that the decision-making
processes and outcomes of applications are internal processes (subject to standard accreditation
requirements). Professional recognition is verified by peers and internally awarded by a panel of
cross-institutional assessors.
Q5. Please give details of what equality training is/will be provided for decision makers? If the
decision-maker(s) has not had any equality training, s/he should be encouraged to complete the
University’s equality and diversity online training programme.
Training is important because it identifies the implications of not complying with legislation and
outlines the benefits of doing so.
All panel members will receive equality-related documentary guidance as part of their induction pack.
Additionally, any panel members who have not taken part in equality training will be strongly
encouraged 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? You can get support and
guidance from Equality and Diversity on equality monitoring by emailing diversity@essex.ac.uk.
Learning and Development is committed to providing a supportive environment to enable all staff to
achieve their full potential.
We will ask all applicants to complete an Equal Opportunities Pro-forma which will be monitored on an
annual basis. We will work closely with the Equality and Diversity team to ensure that should any
issue arise, they can be addressed appropriately.
Q7. Referring to Q6 above, have you identified any positive or negative impact on any group of
people who share a protected characteristic? E.g. the policy means that some groups of people
are charged for a service and others aren’t. Please answer Yes or No. If yes, what, if anything, has
been/will be done about this?
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.
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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.
Q10. Have you identified any ways in which the policy does, or could advance equality or
foster good relations between different groups of people? Please answer Yes or No. If yes,
please expand.
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:
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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.
*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
CADENZA: University of Essex CPD Framework
Should this EIA be referred on to the Equality
and Diversity Committee for further
consideration?
Not at present.
If no, what recommendations, if any, should
be made to the Policy-holding
Department/Section?
All panel members should be conversant with the
University’s Equality and Diversity Policy and
Strategy 2011. All panel members should
complete module 1 of the on line E&D training
which will shortly compulsory for all staff.
19 April 2012
If there are any future significant changes to the
policy this EIA should be revisited to see if any
modifications are required and if so it should be
referred to Equality and Diversity.
Date:
Signed
Syd Kent,
Equality and Diversity Officer.
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