Dear colleagues,
When we impact assess policies, it is normally the case that they are
written in compliance with legislation or other guidance, and its in the
implementation where differential impact can sometimes occur.
Consequently this is where changes are often made or amendments to
procedures relating to these policies are required.. For instance, an
impact assessment of a recruitment policy may reveal different results
for different equality groups. In addition, an audit or the policy
holders knowledge may reveal different practices in its application.
This information may lead to a policy decision that all panel members
of interview panels undergo diversity training and guidance on filling
and keeping recruitment documentation is revised to ensure decisions
made can stand up to internal/external scrutiny.
Example of policies where we have made changes are: catering policy,
traffic and parking regulations, research strategy, customer service
complaints policy.
Regards
Anne Mwangi
Equality and Diversity Advisor
University of Hull
01482 466333
-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]] On Behalf Of Sarah Guise
Sent: Monday, November 16, 2009 3:15 PM
To: [log in to unmask]
Subject: Changes to policy after Equality Impact Assessment
Dear All,
Hope you are well. Linking in with the previous postings on EIA I am in
the process of devising some EIA training for other teams at UCL and
would be very grateful if colleagues could share with me some clear
examples of policies or procedures being changed as a direct result of
having undergone an impact assessment.
Best wishes,
Sarah
Sarah Guise
Equalities and Diversity Coordinator (acting)
HR Policy and Planning
1st Floor
90 Tottenham Court Road
but all mail to:
HR
UCL
Gower Street
London WC1E 6BT
Tel: 0207 679 9762 Internal 09762
Email: [log in to unmask]
Web: http://www.ucl.ac.uk/hr/equalities/
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our LGBT staff social network. For more information visit
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