how to make equality impact assessment easier and more robust

Equality Impact Assessments made easier. Training and templates on easy to use low burden Impact Assessments. 

This advanced EDI course is for this who have a good knowledge and understanding of equality and diversity who are looking to understand how to use Impact Assessments.  These are required by most public bodies but offer benefit to all organisations who place importance on the benefits EDI can bring. 

The thought of completing equality impact assessments is often seen as daunting but in reality, the burden can be minimal and the benefits significant.

High quality equality impact assessments help:

• Improve job opportunities for all
• Retain staff by addressing their different needs
• Ensure first class service delivery
• Introduce new and creative ways of thinking
• Attract new funding with successful tenders in the public sector
• Evidence compliance with the Public Sector Equality Duty (PSED)
• Deliver improved inspection outcomes

Equality Impact Assessment Training Course CONTENT

1. A Brief refresher and update on the Equality Act 2010

This session reminds participants on the latest definitions and scope of the characteristics that are protected under the equality act. Caselaw and societal change impact continually.  Topics embracing neurodiversity and the menopause are increasingly featuring in employment tribunals claims. Additionally, the Equality and Human Rights Commission (EHRC) requires all employers complete robust sexual harassment risk assessments (similar to equality impact assessments) to meet the demands of the Worker Protection Act

2. Definitions of key terms in the Public Sector Equality Duty (PSED) including:

• Equality of Access
• Equality of Choice
• Equality of Process
• Positive Impacts
• Negative Impacts
• Neutral Impacts

3. Equality Impact Assessments Made Easier

Eight in depth procedural and linked steps explained. Including:

1. 1. Good practice equality Impact Assessment (EIA) templates
   2. Scoping the policy, procedure or practice
   3. Gathering data and evidence including external consultations if needed
   4. Applying and assessing positive, negative and neutral impacts
   5. Addressing the impact with action planning which may include changes in policy, procedures or practices
   6. Cross referencing to any other linked policies, procedures or practices if appropriate
   7. Publishing the action plan and results of EIA
   8. Monitoring and reviewing

4. Applying the Process

Using your own inhouse equality Impact assessment template, or one of our good practice examples, this session demonstrates how the 8 points listed above are used in practice. Participants supported by the trainer apply the 8 point framework above to three policies, procedures or practices.  For maximum benefit and understanding we recommend that the client’s own policies and procedures, from different departments are used, for example: recruitment and retention, disciplinary and grievance, staff handbooks, use of social media, lesson planning, printed literature and advertising material, home visits, examinations, preventing sexual harassment, lone working.  As a fall-back example generic policies can be used.

5. Close

• Final Questions and Answers
• Signposts to additional sources of support and guidance