Equality Act 2010

Introduction to Equality Impact Assessments

Please read the guidance notes in conjunction with this document.

The Equality Act aims to simplify the law by bringing together several pieces of anti-discrimination legislation. The Government has stated its intention to make sure that equality and fairness are at the centre of its overall approach and the Equality Act is a key means of achieving this[1].

Equality Impact Assessment

Under the Equality Act 2010 the Trust has a statutory duty to publish:

  • Evidence of analysis that has been undertakento establish whether our policies and practices have (or would) further the aims of the general equality duty.
  • Details of the information that we considered in carrying out this analysis.
  • Details of engagement (consultation / involvement) that we undertook with people whom we consider would have an interest in furthering the aims of the general equality duty[2].

In order to meet the requirements of this duty the Trust will use the Equality Impact Assessment screening tool or full tool which has been developed to be compliant with the Equality Act 2010.

Screening Template

For use with new or changing services, developments, policies etc or when updating an existing policy / procedure

Step One – General Information

Please complete as much information as possible.

State title / name of what is being screened
(Service including delivery, procurement or development / policy / procedure / project / activity e.g. conference, training and development event, function) / Business Continuity Planning Policy March 2015
Who is completing the assessment?
Name / job title / Richard Butt-Evans
Contact details / Assistant Director of Operations
Date assessment completed / April 2015
Date assessment published
Questions
Step One –
What are the intended aims, objectives, outcomes or purpose of the service, policy / procedure or activity named above / To provide a planning framework for Business Continuity.
To ensure that the highest level of service to patients is maintained during an interruption to clinical or non-clinical procedures, services or the infrastructure of facilities.
How does it fit with the wider organisational aims? / Strategic Objective:
  • Improving quality of service delivery
Trust Values:
  • Excell and improve
  • Can do
  • Efficient

State overarching strategy, policy document, source document, legislation / To comply with DoH and NHS guidelines that require all NHS providers to have Business Continuity Plans
Names of main stakeholder/s groups /
  • All departments within the Trust.
  • Local Authorities
  • NHS England
  • Gloucestershire CCG
  • Herefordshire CCG

Who is responsible for practice / delivery of the service, policy / procedure or activity named above
Name / job title / Richard Butt-Evans
Assistant Director of Operations
Contact details /
01452 894261
How will progress with the aims/ compliance be monitored? /
  • Annual and Half Yearly reports to the Delivery Committee
  • Annual submission of EPRR Core Standards to CCG’s and NHS.

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Screening Template cont –

Complete this section based on your knowledge and understanding of what you are trying to achieve.

Equality Groups by / Positive Impact – Step Two / Negative impact – Step Three
Identify if any of the following apply:
a)promoting equality of opportunity
b)removing discrimination
c)removing harassment
d)promoting good community relations
e)encouraging participation
f)consideration of more favourable treatment of disabled people
g)promoting or protecting human rights
h)improvements to health and wellbeing / Identify if any of the following apply:
a)creation of any barriers or problems
b)exclusion of any groups
c)negative impact on community relations
General comments / The purpose of this policy is to maintain essential services and thereby maintain appropriate access to our services regardless of the protected characteristics of our service users.
Specific planning for the needs of individual service users and their protected characteristics in the event of an emergency is managed at a local level and is outside the remit of this policy.
The Protected Characteristics of those members of staff who have specific responsibilities in the event of a Business Continuity response i.e Trust Directors and On Call Managers have all been considered at the point of appointment to the role. / please use this section if the comments apply to all / most of the groups
Age / None / No
Disability / None / No
Ethnicity / None / No
Gender / None / No
Trans Gender / None / No
Pregnancy or maternity / None / No
Marriage or Civil Partnership / This protected characteristic only applies to employment / staffing issues. It does not apply to service provision. / This protected characteristic only applies to employment / staffing issues. It does not apply to service provision.
Religion / belief / faith / spirituality / None / No
Sexual orientation / None / No
Socio-economic / None / No

Screening Template cont

Equality Groups by / Step Four
Describe the evidence you have to support your statements above / Step Five
What actions do you need to take to reduce any negative impact?
If the actions are significant and require extensive consultation / involvement then move to a full EIA. / Priority rating
H = high
M = medium
L = low / Step Six
What consultation or involvement has taken place?
If further actions are required as a result of consultation and involvement move to a full EIA
General Comments / Business Continuity Plans and planning are necessary to ensure that there is no impact on any members of staff , patients or their carers in the event of any plan being invoked.
Care should be taken by those writing local business continuity plans or implementing Trust wide ones that no one’s protected characteristics are impacted on in anyway. / All local Business Continuity Plans should be shared with the Trust’s Business Continuity Lead as part of the consultative process.
The Emergency & Business Continuity Planning Lead is to discuss and engage with the Trust’s Locality Business Continuity Leads the need for completed EIASs. Action during May, June & July 2015
An equality Impact Assessment Screening Tool should be completed in each instance to ensure the protected characteristics of all have been considered.
The Emergency & Business Continuity Planning Lead to complete a review of locality EIASs by July/ end August 2015.
All EIASs to be reviewed and approved by HR by end September and published by end October 2015. / The Policy was discussed at the Trust’s march 2015 Delivery Committee as part of the overall approval process.
Age / Business Continuity is not impacted on by age. / None / None
Disability / Business Continuity Planning exists to support all. / None / None
Ethnicity / Business Continuity Planning exists to support all. / None / None
Gender / Business Continuity Planning exists to support all. / None / None
Trans Gender / Business Continuity Planning exists to support all. / None / None
Marriage or Civil Partnership / This protected characteristic only applies to employment / staffing issues. It does not apply to service provision. / This protected characteristic only applies to employment / staffing issues. It does not apply to service provision. / This protected characteristic only applies to employment / staffing issues. It does not apply to service provision.
Pregnancy or maternity / Business Continuity Planning exists to support all. / None / None
Religion / belief / faith / spirituality / Business Continuity Planning exists to support all. / None / None
Sexual orientation / Business Continuity Planning exists to support all. / None / None
Socio-economic / Business Continuity Planning exists to support all. / None / None

Trust Approval and Publication

Please send your completed document to the PA of the Director of Human Resources and Organisational Development at Rikenel for approval and publication on the intranet and Trust web site.

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[1] NHS Employers Briefing 74 – October 2010 – The Equality Act: employment implications for the NHS

[2] The Essential Guide to the Public Sector Equality Duty – Equality and Human Rights Commission – January 2011