EQUALITY IMPACT ASSESSMENT:
SCREENING
Name of policy to be
assessed:
Work Related Stress Policy and Guidance
Is this a proposed, new or
reviewed policy?
New
Department :
Human Resources & Health and Safety
Managers Responsible:
Caroline Street & Lilian Voellner
Sexual Orientation
Date:
What equality groups
have been considered in
undertaking this EIA?
Race
X
Age
X
X
15th October 2010
Gender
X
Gender Identity
X
Disability
X
Religion or Belief
X
Socio-Economic
Status
X
1. Briefly describe the aims and purpose of the policy?
The College seeks to implement its Work Related Stress Policy and Guidance in line
with the requirements of the Health and Safety at Work Act 1974 the Management of
Health & Safety at Work Regulations 1999 and the HSE Stress Management Standards.
2. Who is intended to benefit from this policy and in what way?
All college staff in that their health, safety and welfare will be ensured by the College so
far as is reasonably practicable whilst at work.
3. What outcomes are wanted from this policy?
That the College provides staff with support and corrective action to ensure a safe &
healthy working environment line with current health and safety legislation & standards.
Staff not complying with support & guidance given and non completion of stress risk
assessments by managers.
4. What factors / forces could contribute / detract from achieving
the outcomes?
5. Who implements the policy, and who is responsible for the
Director for Human Resources and Health and Safety Manager
policy?
6. What evidence or data has been collected and used to
Health & Safety legislation and requirements from enforcement bodies
determine the impact on equality groups? Have any data
gaps been identified?
7. Has previous consultation indicated any possible concerns or
Yes
No X
issues in relation to equality and diversity?
8. Is there an opportunity to promote equality of opportunity or
community relations more effectively by altering the policy, or
Yes
No X
Please explain: Documents developed and passed to UCU H & S
representatives for comment. Positive feed back given UCU.
Please explain: Policy applies equally to all. Dealing with bullying
& harassment and meeting additional support needs have already
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by working with others?
9. Are there concerns that the policy could have a differential
impact on ethnic or racial groups?
What existing evidence do you have for this?
10. Are there concerns that the policy could have a differential
been include within the remit of the policy.
Yes
No X
Please explain; Policy applies equally to all.
Equality and Diversity statement had been included in the policy.
Bullying, harassment and victimisation have been identified as a
contributor to stress.
Please explain: Follows health and safety and safeguarding legislation
E&D statement, Guidance for managers and staff
Yes
No X
Please explain: As Question 9
impact on people due to gender?
What existing evidence do you have for this?
Please explain: As above
11. Are there concerns that the policy could have a differential
Yes
No X
impact on people due to disability?
Please explain: As Question 9
Additional support needs recognised within the remit of the policy.
Occupational Health and Counselling can be used to support staff
too.
An action point included in the policy for HR to identify Stress
arising from a disability
What existing evidence do you have for this?
Please explain: As Question 9
12. Are there concerns that the policy could have a differential
Yes
No X
Please explain: As Question 9
impact on people due to their age?
What existing evidence do you have for this?
Please explain: As Question 9
13. Are there concerns that the policy could have a differential
Yes
No X
Please explain: As Question 9
impact on people due to sexual orientation?
What existing evidence (either presumed or otherwise) do you
have for this?
14. Are there concerns that the policy could have a differential
impact on people due to their religious belief?
Please explain: As Question 9
What existing evidence (either presumed or otherwise) do you
have for this?
15. Are there concerns that the policy could have a differential
impact on people due to socio–economic status?
Please explain: As Question 9
Yes
Yes
No X
No X
Please explain: As Question 9
Please explain: As Question 9
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What existing evidence (either presumed or otherwise) do you
have for this?
16. Are there concerns that the policy could have a differential
impact on people due to them being transgender or
transsexual?
What existing evidence (either presumed or otherwise) do you
have for this?
17. Could the differential impact identified in Questions 9-16
amount to there being the potential for adverse impact in this
policy?
18. Can this adverse impact be objectively justified on the
grounds of promoting equality of opportunity for one group?
Or any other reason? (what are the grounds for objective
justification)
19. Should the policy proceed to a full impact assessment?
Please explain: As Question 9
20. Date on which the Full EIA to be completed by.
Date: Not applicable
Yes
No X
Please explain: As Question 9
Please explain: As Question 9
Yes
Yes X
No X
Please explain for each equality heading (Qs 9– 16)
No
No differential impact identified in Qs 9-16
Please explain for each equality heading (Qs 9 – 16)
No adverse impact identified
Yes
No X
Please explain; Not applicable
EIA ACTION / IMPROVEMENT PLAN
Key Findings
Date of EIA not included on policy document
Include Equality & Diversity statement
Expand remit of bullying and harassment to
include victimisation and stress arising from a
disability. Both additions will the bring policy up
to the requirements of the Equality Act 2010
Include policy review date at the end of policy
Monitor policy to ensure any equality trends that
appear through the implementation of the policy
are identified and acted upon.
Signature 1 - Policy Lead:
Signature 2 - (E&D Manager):
Actions / Recommendations
Date of EIA to be included on policy
document
NM / LV to included statement
Expand terminology
Resources
Completion
Date
15/10/2010
Lead Officer
L. Voellner
25/10/2010
06/12/2010
N Mistry
N Mistry / L.
Voellner
Include date
LV to update at next policy review date
25/10/2010
ongoing
L. Voellner
L. Voellner
L. Voellner
Date: 06/12/2010
N.Mistry
Date: 25/10/2010
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EQUALITY IMPACT ASSESSMENT: COMPLETION FEEDBACK FORM
Name of Policy :
Work Related Stress Policy & Guidance
Manager Responsible:
Caroline Street & Lilian Voellner
Department:
Human Resources & Health & Safety
Date:
15/10/2010
This EIA form MUST be checked and countersigned by the Equality & Diversity Manager before proceeding to a member of SMT
Please send the completed EIA to:
Nimisha Mistry, Equality & Diversity Manager, Hopwood Hall College.
Email: nimisha.mistry@hopwood.ac.uk
For help or support contact Nimisha Mistry on 0161 643 7560 (ext 3312).
Aims and Overview of the policy:
The policy & guidance is a compliance requirement of the Health and Safety at Work Act 1974 the Management
of Health & Safety at Work Regulations 1999 and the HSE Stress Management Standards. The guidance is to
provide mangers and staff with an overview work related stress and how to effectively manage it within the
workplace.
Comments on the EIA:
Signature 1 - E&D Manager:
Date:
Signature 2 – Member of SMT:
Date:
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