University of Portsmouth
Full Equality Impact Assessment
Final Report
Department or Faculty:
Human Resources
Item facing assessment:
Recruitment & Selection Policy
Lead assessor:
Date of publication:
Annette Bourke
19/02/10
Who was involved in
the assessment?
HR senior management team,
Discussion and consultation with the UNCC, Annette
Bourke (HR Policy), The disabled staff forum, the
multicultural staff forum, the LGBT staff forum.
In addition to the involvement stated above the assessment has also involved two EIA panels
(made up of staff and student volunteers of a variety of ages, races, religions, sexual
orientations, disability statuses and genders) and at least one member of the University's
Equality & Diversity Unit. For More Information on EIA Panels please see the document:
Information on EIA Assessment Panels
What are the potential effects of the item on equality target groups?
This is a policy which provides an overview of the recruitment and selection
framework for UoP. The policy offers managers and applicants an opportunity
to understand the principles and framework. In doing so it helps to promote
equality of opportunity and contributes to the duties under equality legislation.
The human resources department recognizes that inappropriate or ineffective
methods of recruiting candidates could lead to one or more groups of people
either not discovering a vacancy, or feeling unwelcome to apply.
There are a wide number of people who may be affected by the policy as the
UoP have many vacancies over the course of a year, and any member of the
public or employee could be a potential applicant. Even if recruitment
techniques were to attract a diverse group of candidates there is the potential
- if carried out poorly - for discrimination to occur when selecting from this
group.
The policy will provide a framework to help ensure the best candidates are
selected and appointed against the person specification and that the process
used is in accordance with developing legislation.
Which of the following evidences were used to assess the effects of the item?
Evidence
Statistics
Reports/Studies
Surveys/Questionnaires
Brief description
University of Portsmouth
Full Equality Impact Assessment
Final Report
What conclusions were drawn from the evidence?
There have been no negative responses about the current practice in terms of
overall framework from applicants or managers.
The policy has been ratified by the UNCC following consultation and
discussion which led to some amendments being made to wording.
Based on the evidence we concluded that the item has a positive impact on
users as it provides a written framework where there is none.
From the three staff forums only one comment has been received to date as
follows:
LGBT:- The University job application form doesn't ask about sexual
orientation and it's important because it sends a message out to all staff that
the University put's sexual orientation on equal level to the other issues.
What adjustments to the policy and/or initiatives will be undertaken based on
the conclusions drawn above?
Initiative 1
Timescale
General recruitment statistics are available on an ad During academic year
hoc basis. However when the new integrated
2010/11
Payroll and HR system is in place the introduction of
a more regular report will be considered.
Initiative 2
The Recruitment and Selection Policy has been
drafted to reflect current practice and will be
reviewed in a year post implementation of the new
integrated Payroll and HR system.
Initiative 3
During academic year
2010/11
The Recruitment and Selection Procedures will be a
separate document to be drafted post
implementation of the new integrated Payroll and
HR system.
Initiative 4
During academic year
2010/11
Apply for two ticks’ registration post implementation
of the new integrated Payroll and HR system.
During academic year
2010/11
The above form is an easily digestible summary of the EIA's findings and the
action taken to either promote equality or to eliminate discrimination.
However, much more information was used in coming to the conclusions seen
and - subject to confidentiality - this is available upon request from the
University's Equality & Diversity Unit.