Transcript Slide 1
Equality Impact AssessmentLegal & Policy Context
January 2008
Presented by
Ionann Management Consultants Ltd
[email protected]
Qmul-EiaTrng1-80121-SlideShow.ppt
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Dimensions of Diversity
WORK
BACKGROUND
GEOGRAPHIC
IMMIGRATION
LOCATION
STATUS
RACE
DEPENDENCY
AGE
WORKING
STYLE
SEXUAL ORIENTATION
RELIGION
CLASS
GRADE
PARTNERSHIP/
MARITAL
DISABILITY
STATUS
THINKING
STYLE
ETHNICITY
GENDER &
GENDER ID
VALUES
ACCENT
LANGUAGE
INCOME
EDUCATION
UNIVERSITY
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Institutional Discrimination
The collective failure of an organisation to provide an
appropriate and professional service to people because of
their colour, culture, ethnic origin, gender, disability, age,
sexual orientation, religion.
It can be seen or detected in processes, attitudes and
behaviour which amount to discrimination through
unwitting prejudice, ignorance, thoughtlessness and
stereotyping which disadvantages people from equality
target groups.
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Why do Equality Impact Assessments?
Positive Legal Duties (Race, Disability & Gender)
The University must have due regard to the need to:
Eliminate unlawful discrimination & harassment
Promote equality of opportunity
Promote good relations
between persons of different groups & positive
attitudes towards disabled people
Involve disabled people in policy making
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Public Sector Equality Duties
Race, Disability & Gender
Specific Equality Duties
Produce Equality Policy & Action Plan
Assess & consult on impact of policies
Monitor existing policies
Monitor key employment processes
Publish results of EIAs, consultation & monitoring
Train staff to carry out their duties
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Equality Law: Definitions
Discrimination
Institutional
Direct
Indirect
Victimisation
Harassment
Positive action
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EIA
What is it?
Why do it?
Where does it
apply?
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The University- as Employer
Recruitment & selection
Contracts & part-time working
Performance management Staff development opportunities
Retention & progression
Promotion
Disciplinary procedures
Harassment & Bullying
Management
Working environment
Policy development
Procurement
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The University- as Service Provider
Interviewing students
Induction
Curriculum content & design
Teaching & Learning
Exams & assessment
Student support/guidance
Retention & progression
Research
Halls of residence
Catering
Partners
Placements
Business Clients
Community Links
Contractors & Suppliers
Learning resources
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EIA Process Wheel
DECISION:
Is a full EIA necessary?
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Screening
2
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Monitor,
Review,
Revise,
Repeat!
Evidence
&
Consult
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PUBLISH
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Report
&
Action
Plan
Evaluation
&
Options
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Monitor For Differential Impact
What differences are there between groups of
students in terms of:
Teaching & learning
Drop out rates
Student progression & achievement
Assessment
Access to learning resources
Support & guidance
Curricula and other opportunities
Aspiration?
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Monitor For Differential Impact
Are these differences based on objective criteria
relating to achievement and/or potential?
If yes, what are they?
If no, what will you do to address these differences
and by when?
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Monitor For Differential Impact
What differences are there between groups of staff
in terms of:
Recruitment & selection
Grade & position
Type of employment contract
Career development
Promotion
Training & other development opportunities
Grievances
Disciplinary proceedings
Aspiration?
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Monitor For Differential Impact
Are these differences based on
objective criteria relating to
achievement &/or potential?
If yes, what are they?
If no, what will you do
to address these differences, &
by when?
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Do policies, practices or procedures in your
area of work help all staff and/or students get
as much as they can from what is provided
and achieve as much as they can?
If yes, how do you know?
If no, what will you do to improve them and by when?
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Are decisions affecting a person’s programme
of study or career based solely on objective
criteria relating to achievement and/or
potential?
If yes, how do you ensure this?
If no, how do you justify these decisions?
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Practical Implications
What is your area of work doing to:
raise achievement levels &
tackle inequalities?
promote dignity, courtesy
& respect at work & study?
prevent or deal with discrimination
Are the above actions appropriate & effective?
If yes, how do you know?
If no, what will you do to improve them?
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Vicarious & Personal Liability
The employer will be held to be vicariously liable
for all acts of discrimination
carried out by a member of staff
unless it can be shown reasonable steps
were taken to prevent it
Individuals may be held personally liable
for discriminatory acts
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Tribunal
Tribunal powers
Burden of proof on Employer:
in absence of good practice,
discrimination may be inferred.
Consider impact of actions
- intention is immaterial
Unwitting … only once !
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Who Is Responsible?
University Council/Principal
Heads of Department, School or Institute
Managers & project leaders
All staff
Students
Sub-contractors
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