Equality Impact Assessments: How do we turn theory into practice?

 No legal requirement for HAs to undertake  Legal requirement for LAs to undertake  Defined by EHRC as “a tool that helps public authorities make sure their policies, and the ways they carry out their functions, do what they are intended to do and for everybody.”  Good EqIAs will spot potential equality barriers, discriminatory practices and evidence the reasons behind decisions taken Equality Impact Assessments

 Team approach  Buy in from whole organisation  Uses data  Engagement with communities/individuals affected  Easy to read and understand  Clear what changes and why they are being made  Action plan if required Good Equality Impact Assessments

 Makes assumptions based on little information  Token (or no) engagement  Recommendations not followed through  Tick box exercise  No structure  Ignores the general duty – doesn’t look at where potential improvements can be made  Unnecessary? Bad equality impact assessments

The Process Scoping and Planning (Meeting 1) Information Gathering and Engagement Assessing Impact and Action Planning (Meeting 2)

 EqIA team meets and identifies what they already know about they need to investigate further  Useful to have someone with equalities knowledge on team as may be able to identify potential impact others may not  May decide not to proceed further (but you need to clearly evidence why you have taken this decision) Initial Meeting – Scoping and Planning

 Collecting and analysing further data  Engaging with service users/staff to find out about their experiences  Good idea to let others know what has been found out before second meeting goes ahead Investigating Further

 Consider carefully what has been found out in Step 2 with the EqIA team  Decide whether the impact is serious  Decide what you’re going to do about it (Such as an action plan feeding into other service plans)  Your full EqIA needs to be evidenced and actively considered within your decision making process Examining, Assessing and Reporting

 Detailed and thorough – leads to the identification of the right issues  Long and complicated – is it an unrealistic expectation of organisations?  Does the form provide the right structure?  Need for balance  However still need to evidence General and Public Sector Equality Duties met  What could be changed? Does the process work for you?

Think about:  What are the challenges your organisation has faced with EqIAs?  How has the size of your organisation made a difference?  What needs to change to overcome these challenges?  How can the process and form help you overcome these challenges? Group work