Equality Impact Assessment

Taking ‘due regard’ of equality issues when reviewing policies and services

Introduction

Under the Equality Act 2010 the University is required to demonstrate that we have paid ‘due regard’ of equality issues when deciding the design and delivery of policies and services.

We are required to evidence that we have paid due regard to:

  • Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
  • Advance equality of opportunity between people who share a protected characteristic and those who do not.
  • Foster good relations between people who share a protected characteristic and those who do not.

An Equality Impact Assessment (EIA) is a systematic process of ensuring that we have paid due regard to the above requirements. There are also a number of additional benefits to undertaking equality impact assessments including transparency, accountability and an improved service, etc.

For more information on the benefits and requirements of undertaking an Equality Impact Assessment please refer to the reference guide.

What needs to be done?

An EIA enables us to evidence that we have systematically considered the potential equality impact of a policy or service review. The Equalities Team has produced a template for such an equality analysis:

Regarding ensuring due regard. The Government advices that;

Compliance with the Equality Duty involves consciously thinking about the three aims of the Equality Duty as part of the process of decision-making. That will entail understanding the potential effects of the organisation’s activities on different people, but there is no prescribed process for doing this. Keeping a simple record of how decisions were reached will help public bodies show how they considered the Equality Duty.

Which Services or Policies?

An Equality Impact Assessment should be undertaken on any policy, practice, strategy, code of practice, process, procedure or criterion that impacts on people. This is because there may be a possibility that it impacts on people differently and therefore under the Equality Act 2010 we need to ensure that we have paid due regard to eliminate any negative differential impact.

When?

The EIA should be undertaken before a new policy is implemented or when a policy is under review. This is to ensure that the policy can be changed to address any issues highlighted by the EIA.

For more information on when to undertake an EIA please refer to the reference guide.

Plan for Ensuring Due Regard

Undertaking Equality Impact Assessment needs to become embedded in the way we work just as we would carry out a costing exercise on any new proposal.  We should be thinking about the equality impacts of our decisions, policies, processes etc. as a natural way of working.

Ensuring that we have undertaken Equality Impact Assessments is also included in committee’s roles and responsibilities.

The Equalities Team will be delivering training to Departmental Equalities Officers (DEO’s) in relation to undertaking Equality Impact Assessment. It is envisaged that DEO’s will be the key players in identifying and undertaking equality impact assessments for their service/department. The majority of policies that are required to be impact assessed will be the responsibility of the Corporate Services Division. In this case DEO’s will be required to ensure that any changes to corporate policies as a result of impact assessments are communicated and implemented at a department level.

Further advice may be obtained from the Equalities Team.

 

 

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Contact Details

Equality, Diversity and Inclusion
0116 252 3334

equalities@le.ac.uk

Head of Equality, Diversity and Inclusion
0116 373 6424

Equalities Adviser
Humaa Noori
(Tuesday, Wednesday, Thursday)
0116 252 2747

Gender Equality Programme Lead
Faye McCarthy
0116 229 7567

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Michaela Lefley
(Monday - Wednesday)
0116 252 3334

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