Equality Impact Analysis Template

Department/Division:	Specify the Division/Department within which the assessment is being undertaken.	School/Sub Department:	Specify the School or sub Department within which the assessment is being undertaken.
Person(s) completing this form:	State the full name(s) and job title of the person(s) accountable for the completion of the assessment	Tel no:	Specify the contact telephone number of the person(s) completing the form.
Others involved:	List the full names of all of the other people involved with the assessment. (it is advised that more than one person completes the assessment)	Start date of this assessment:	State the date the form was completed.
Title of policy/process being assessed:	State the title of the policy/ process being assessed.	Policy/process implementation date:	If new policy/process, state the proposed implementation date of the service.
What is the main purpose (aims/ objectives) of this policy/process?	Polices and processes should have a clear set of aims and objectives. Summarise and list the overall aims and objectives.
What consultation method(s) did you use?	For example: email, focus groups, face-to-face meetings, questionnaires etc. The purpose of the consultation is to outline to the specific groups how the implementation of the service will affect them and to raise awareness between the groups. State how you will do this. eg email, focus groups, face-to-face meetings, questionnaires etc.
Tick if EDI networks consulted	Include the communication sent to the staff networks, which networks and when contacted and then include the outcomes of the consultation, network responses- you should allow at least two weeks for the response to come back from the networks.
How are any changes/ amendments to be communicated?	For example: Meetings/focus/email/JSNCC/Staff newsletters/MS Teams Forums and Yammer etc.
Who is affected by the policy/ activity/event?	Initial thoughts on those that could potentially impacted – all staff/ proportion of staff, students, female, part-time workers, lower grades, those who work flexibly, staff with a disability. If your policy/ activity/event has any digital element, please follow this guidance on digital accessibility.
What are the arrangements for monitoring and reviewing the impact of the change and the EDI profile of staff affected by the activity (before and after)?	Provide details on how and when the data will be reviewed and who will need to do this review (eg after 3/6/12 months of implementation).

DATA COLLECTION AND CONSULTATION

Protected characteristic group	Is there a potential for positive or negative impact? (separate clearly)	Please explain and give examples of any evidence/data used	Action to address negative impact (eg risk management for any impact, avoid it happening/ minimise the impact of it happening/accept the risk and take no action
Disability	Things to consider Physical access Digital access Format of information Time of interview or consultation event Personal assistance Interpreter Induction loop system Independent living equipment Content of interview of course etc. Are there any steps required to make reasonable adjustment to ensure the policy/process is ‘accessible to all’. (including digital accessibility). If your policy/ activity/event has any digital element, please follow this guidance on digital accessibility.	Outcomes of request for data from the following sources HR systems data Review of complaints made Surveys Performance data/Inspection/audit/ assessment Existing research Monitoring information Evidence from consultations	State in here the actions that can be taken to address the issues that have been identified ie change to the process or way that the process can be ran, Reasonable adjustments considered Ask those impacted what could be actions to mitigate the risk
Gender reassignment	Consider is there: Equal access to recruitment, personal development, promotion and retention. Equality of opportunity for Individuals irrespective of gender. Keep some ones gender history confidential.
Marriage or civil partnership	Equal access to recruitment, personal development, promotion and retention. Equality of opportunity in relation to health care for individuals irrespective of whether they are single, divorced, separated, living together or married or in a civil partnership
Pregnancy and maternity	Equal access to recruitment, personal development, promotion and retention for female employees who are pregnant or on maternity leave. Unlawful to treat a woman unfavorably because she is breast-feeding.

Protected characteristic group	Is there a potential for positive or negative impact? (separate clearly)	Please explain and give examples of any evidence/data used	Action to address negative impact (eg risk management for any impact, avoid it happening/ minimise the impact of it happening/accept the risk and take no action
Race and ethnicity	The provision of an interpreter for people whose first language is not English. Written communication and the use of language particularly jargon or colloquialisms etc. Respect in terms of religion, belief and culture.
Religion/belief or culture	Prayer facilities for service users and staff. Dietary requirements. Respect for requests from staff to have time off for religious festivals and strategies.
Sexual orientation	Recognition and respect of individual’s sexuality. Recognition of same sex relationships in respect to consent. The maintenance of confidentiality about an individual’s sexuality.
Sex	Equal access to recruitment, personal development, promotion and retention. Equality of opportunity in relation to individuals, irrespective of gender, relationship status or marital status.
Age	Any discriminatory employment practices including recruitment, personal development, promotion, entitlements and retention. Services should be provided, regardless of age
Social economic considerations	Are there barriers to access to equipment etc.
Carer	Reasonable steps that can be taken to accommodate carer requirements, such as: Time of meetings or interviews Flexible working Carer assessments

EVALUATION/SIGN-OFF

Question	Explanation/justification
Will the proposed new policy, process or change in policy or process discriminate or unfairly disadvantage people?	Explain the results of the consultation and the data that has been analysed. State if a group or groups of people will be impacted. State how they will be impacted Use the boxes below to state if impacted how the impact will be removed, minimized or mitigated
Final decision	Tick the relevant box	Include any explanation/justification required
No barriers identified, therefore activity will proceed.	Based on the data and the evidence gathers state here how this conclusion was achieved
Barriers and impact identified however actions to mitigate or reduce the impact have been considered and implemented	Based on the data and the evidence gathers state here how this conclusion was achieved
Barriers and impact identified, however having considered all available options carefully, there appear to be no other proportionate ways to achieve the aim of the policy or process (eg in extreme cases or where positive action is taken). Therefore the intentions if to proceed with caution with this policy or practice knowing that it may favour some people less than others, providing justification for this decision.	Based on the data and the evidence gathers state here how this conclusion was achieved
Will this EIA be published* Yes/Not required	EIA’s should be published unless there are GDPR reasons. When published a redacted version should be provided to equalityanddiversity@kent.ac.uk for adding to the EDI webpage- the version must be fully accessible. If the EIA is of a confidential nature and not for public view the EIA should be stored on the staff EDI SharePoint page – state who to contact if changes are required
Date completed
Review date (if applicable):
Change log
Name	Date	Version	Change
When published	1