Equality Impact Assessments

1. Equality Impact Assessments

2. Background • The Macpherson report (1999) into the police handling of the death of Stephen Lawrence highlighted the issue of “institutional racism” within the police force. • As a result of the Macpherson report it became lawful for every public service to assess their practises and processes for equality.

3. The Law Currently, there are three positive equality duties which require us to promote equality and eliminate discrimination, all of which have a requirement to conduct EIAs. • Race Relations (Amendment) Act 2000 • Disability Discrimination Act 2005 • Equality Act 2006 It is a legal requirement to publish equality impact assessments. It is also important to show the local community that we actively engaged and are committed to challenging potential discrimination, as well as improving service delivery and employment practices in relation to equalities. Equality Act Does not state you have to complete EIAs but does say you need to show consideration to all protected characteristics when making decisions. You need to be transparent.

4. What is an Equality Impact Assessment? An equality impact assessment (EIA) is a tool for identifying the potential impact of a services policies and functions on its community and staff. The purpose of an Equality Impact Assessment is to determine whether there could be an adverse impact on groups in society. An EIA records your active awareness of equality issues and the actions you have put in place to prevent any adverse effects.

5. What do you EIA? • Policy • Decisions • Procedure • Function • Strategy • Review • Project • Plan • Services • Organisational change

6. When and Who Conducts an EIA? • An EIA must be completed before a new or adapted decision/policy/function/service is published or a project is implemented. • It is therefore important to incorporate the EIA process into existing timescales and plans. The sooner an impact assessment is completed the better. • If you conduct the EIA after you have produced your work it is likely to need changing and shows your lack of consideration to the needs of the community and colleagues. • The author of the task/manager of the project. • The findings of the EIA must be discussed with all those involved in the task and department to highlight the impact the work will have, it may then require further investment or resources to mitigate future impact.

7. The Benefits • Think of Equality Impact Assessments as an “Equality MOT” the individual examination of each “task” adding up to a collective assessment of the Equality within a department. • Do not see the process as a burden but as an opportunity to enhance existing practice with the required consideration on the impact of policies and functions on those groups who historically been disadvantaged. • EIAs offer an opportunity for staff and their teams to think carefully about the impact of their work on local people and other members of staff. Then taking action to promote equality for all. • The EIA process will help to avoid claims of unlawful discrimination. • It provides a framework that ensures an organisation meets its legislative duties with regard to policy development and implementation. • The process helps organisations to anticipate problems and make informed decisions. • The process also ensures that the principles and values of an organisation are inclusive, by demonstrating openness, partnership and participation.

8. Questions?

9. What Northamptonshire Fire and Rescue Service Does……………..

10. There is no one method of conducting EIAs or one format. • NFRS has two documents associated with EIAs; FB158 a screening document FB159 a full EIA. • There is also a Policy on EIAs

11. The Process • There are two types of EIAs - the Screening EIA and the Full EIA. In most cases, departments should start to complete the Screening EIA, as the results of it will indicate whether you need to complete a Full EIA. • Our EIA process will asses the impact across all six equality stands. (age, disability, gender, race/ethnicity, religion/belief and sexual orientation). The EIA forms have been designed so that they can be applied to all departments. • Once you have identified the need to conduct an EIA, you should start to complete the Screening Equality Impact Assessment form. • The results from completing this form will assist you in deciding whether a Full EIA needs to be implemented. In some instances, it may be more appropriate to just carry out a full EIA than start with the screening EIA.

12. How to complete the Screening EIA (FB158) Section 1: Identify what you are assessing. Section 2: What are the aims, objectives and purpose of the “task”, including desired outcomes? (i.e. what is to be achieved or what you are trying to achieve). Section 3: Who is the “task” aimed at? (tick the appropriate box) Section 4: Under each Diversity Strand highlight in what way will the “task” impact upon them? Section 5: Identify the outcome on the strands and explain. (whether this be positive ,negative or adverse)

13. How to Complete a Full EIA (FB159) Section 1:Introduction This section should explain briefly how the impact assessment came to be undertaken on this “task” Section 2: Task Background This should contain a description of your “task” aims, the scope of the “task and the context within which the “task” operates Section 3: Sources of Data You are required to source data highlighting our duty to acknowledge adverse effects in relation to the “task” (be creative). It should outline the (relevant) available data and the method used to collate it. Collecting this data justifies why you are attempting to mitigate any adverse effects.

14. Section 4: Assessment of ImpactHow is the “task” impacting on the diversity strands? Explain how this decision was made.Section 5: Action PlanningOutline the ideas you have considered to eliminate any adverse impacts. Be bold. Explain what the benefits and the disadvantaged are. (this highlights your thought process and commitment to address adverse impact)The Action Plan :Needs to highlight the option you have actually selected to eliminate or mitigate the adverse impact along with a time-scale for its introduction and the person(s) responsible for implementing it. It may state that you are seeking further advice and resource.

15. Section 6: Monitoring Arrangements State how you will monitor the results of your action plan. Include a time schedule, and of how you will use the results to inform future policy and practice. Section 7:Consultation and Inclusion The agreed consultancy groups/individual will now be contacted. This section records all the consultation that has taken place. It lists the parties consulted, the methods used, the views expressed in connection with the impact of the "task”– particularly in connection with the proposed method of eliminating or mitigating adverse impact.

16. Section 8: Agreed Actions and Changes Following on from the consultation what changes and improvements have been explored? State which recommendations can now be implemented to eliminate any adverse effect? If adjustments are not reasonable explain why. • Section 9: Publication State where this EIA will be published.

17. Example The Fire Station is holding an Open Day, when conducting an EIA what was found? Are any of the strands adversely effected?

18. EIA on Fire Station Open Day Race: Language difficulties Disability: Access to station and facilities (Toilets, Refreshments) Sexual Orientation: None Gender: Facilities Faith/Religion: Food, Facilities, Day of Open Day Age: Location, facilities, access (Shade if it’s a hot day, baby changing) Need Full EIA?

19. EIA on Fire Station Full EIA needed Need to liaise with individuals who have been identified as being adversely effected. What provisions would they recommend we put in place to make the day a success and to ensure they are not discriminated against. Then service can assess what is reasonable.

20. Questions?