Equality Impact Assessments

Equality Impact Assessments: Advised Approach

Proportionality

Consider the relevance to the Public Sector Equality Duty before beginning the equality impact assessment. Are there opportunities which can be used to ensure that you can better meet the three elements of advancing equality, eliminating discrimination and promoting good relations? An equality impact assessment of a Travel Expenses Policy should involve considerably less time and effort than an equality impact assessment of a restructuring proposal.

Equality Evidence Gaps

You may not have robust and reliable data quantitative data on particular groups, but this should not prevent you from proceeding with an equality impact assessment. Consider secondary sources of equality evidence which you can use. Working on improving equality data can be noted in the equality impact assessment as an action point to better meet the Public Sector Equality Duty.

Pragmatism

Consider efficiency and avoid duplication by grouping similar policies together, such as Flexible Working/Family Friendly policies, which often refer to the same data. It can also be efficient to develop an intranet area for equality evidence which can be readily referred to. Focus on demonstrating that you have consciously taken into account the three elements of the Public Sector Equality Duty, and how you have used this opportunity to better meet the Duty.

Describing Impact

Avoid the use of boxes which state words like “Positive”, “Negative” and “Neutral”. Equality impact assessments should be more nuanced, and there will be situations were a policy or practice can have both a positive and negative effect. Describe the potential impact as opposed to ticking a box which confirms a status. This is especially important if you have marked an impact as negative and you haven’t included ways to mitigate the negative impact.

Remember to refer to the 3 elements of the Public Sector Equality Duty

The number of published equality impact assessments that do not refer to the Public Sector Equality Duty is surprisingly high. You are not assessing the equality impact in a vacuum, you are assessing with reference to each of the three elements of the Public Sector Equality Duty. Link the evidence to the need to advance equality, eliminate discrimination and promote good relations.

Some protected characteristics may be more relevant than others

Do not expect that each protected characteristic will be equally relevant as this will depend on the policy or practice being assessed. This does not mean that other protected characteristics are not important; it means that certain characteristics are often highly relevant in terms of barriers to services.

Embed within Processes

Reduce the risk of noncompliance by embedding equality impact assessments within existing processes, such as within policy review cycles and/or project management processes.

Leadership and Governance

Ensure that Boards of Management and executive management understand the need to comply. They should understand why and when equality impact assessments need to be done, and as a matter of course they should be seeking assurance that due regard is being paid to the Public Sector Equality Duty in policy development and decision making.