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Equality Impact Assessment 2010
Advice and guidance on how to complete this form can be found in the Equality Impact Assessment Guidance 2010.
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Diversity strands: Race Religion/Belief Age Gender Disability Sexual Orientation
STAGE 1: INITIAL DETAILS
This section must be completed.
Confidential Reporting Policy
Ingrid Anderson / TDI Professional Standards
Ingrid Anderson / TDI Professional Standards
Start date 7th January 2011
End date
What are the main objectives of the piece of work and how does it fit in to the wider aims of the organisation?
All members of Cumbria Constabulary and Cumbria Police Authority have a clear responsibility to report suspected corrupt, dishonest or unethical behaviour by others in their police force.
This policy may be used by members of Cumbria Constabulary to raise issues of criminal activity, breaches of the ‘Codes of Conduct’, malpractice dishonesty and unethical behaviour which they know, or reasonably believe to be true.
All members of Cumbria Constabulary and Cumbria Police Authority must feel they can report corruption, dishonesty, malpractice and unethical behaviour openly and with the support of their colleagues and managers.
STAGE 1: SCREENING STAGE – Relevance Assessment
This stage is to determine whether it is necessary to carry out a full equality impact assessment. This section must be completed.
1. Will the piece of work have an impact (positive or negative) upon lives of people in the Community, including members of particular communities and groups?
Diversity strand Yes No Don’t How? What evidence know do you have for this? Age x Internal policy relating to staff members only. Disability x
Gender, including gender x reassignment
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Race or ethnic origin (includes x Travellers and Gypsies) Religion or Belief x
Sexual orientation x
2. Will the piece of work have significant impact on staff (i.e. numbers of staff or impact on specific groups of staff from either diverse groups or specific locations)?
Diversity strand Yes No Don’t How? What evidence know do you have for this? Age X The policy is related to ethics and standards of behaviour as opposed to areas of Diversity. The policy is primarily about confidentiality and assurances on the protection of individuals. Disability X
Gender, including gender X reassignment Race or ethnic origin (includes X Travellers and Gypsies) Religion or Belief X
Sexual orientation X
NB Refer to the Equality Standard for the Police Service Framework to help you with these sections. You will find this on the Strategic Development intranet site. Click on ‘Equality Standard’ and you will find the framework and a supporting overview document.
Relevance LOW
Signature of EIA author:
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Date: 7th January 2011
Signature of complete EIA by Director/Commander:
Date:
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STAGE 2: IMPACT ASSESSMENT
A: DATA COLLECTION AND EVIDENCE
1. What evidence, data or information do you have about how this piece of work and its potential take-up might affect equality and what does this tell you? 2. Are there any examples of existing good practice in this area
NB Refer to the Equality Standard for the Police Service Framework to help you with this section.
B: INVOLVEMENT AND CONSULTATION
What consultation has been undertaken which is relevant to the development of this piece of work?
Who has Which diversity Briefly Briefly summarise any been group was summarise action taken or consulted? represented? responses reasons action as not been taken in relation to any responses Age
Gender
Disability
Religion or belief
Sexual orientation
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Who has Which diversity Briefly Briefly summarise any been group was summarise action taken or consulted? represented? responses reasons action as not been taken in relation to any responses Ethnicity
Staff affected by the change
Social- economic *See note below
Educational attainment *See note below
Social deprivation * See note below
C: PARTNERSHIPS
1. Does this piece of work involve a partner organisation- at any stage? 2. How will you make sure that any partner you work with complies with equality legislation? 3. How will you monitor this?
NB Refer to the Equality Standard for the Police Service Framework to help you with this section.
D: FURTHER EVIDENCE
1. Do you think that your piece of work (including how it is delivered or accessed) presents any barriers or problems to any community or group? 2. What different needs, experiences or attitudes are particular communities or groups likely to have in relation to this piece of work? 3. What measures does, or could, the piece of work include to address existing patterns of discrimination, harassment or disproportionality? 4. How will the piece of work promote good relations and wider community cohesion?
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5A What impact is the piece of work likely to have on specific groups of people in the community or wider public? What has or can be done to mitigate the impact? Can you justify your actions and decisions?
5B What impact is the piece of work likely to have on staff? What has or can be done to mitigate the impact? Can you justify your actions and decisions?
5C What impact is the piece of work likely to have on the organisation? What has or can be done to mitigate the impact? Can you justify your actions and decisions?
E: GAPS
1. Based on the results so far, what additional research or data is required to fill any gaps in your understanding of the potential or known effects of this piece of work? 2. Have you considered commissioning new data or research?
NB Refer to the Equality Standard for the Police Service Framework to help you with this section.
F: ACTIONS
1. What practical actions do you recommend to reduce, justify or remove any adverse/negative impact and fill any gaps in knowledge? 2. How will people be made aware of the piece of work? 3. Ways of monitoring should use existing systems rather than creating new ones – for example, debrief processes, dip sampling, existing performance measures. 4. How will people know how to become involved in any part of the piece of work that they feel affects them? 5. Make sure you include any positive actions to promote equality in your piece of work 6. As a result of your findings do you think that this piece of work meets the Constabulary’s responsibilities in relation to equality legislation? 7. Include all the above in your action plan.
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ACTION PLAN
How and when ACTION Source Owner TARGET DATE Progress update monitored
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G: STRATEGY FOR REVIEWING, MONITORING AND EVALUATION
1. How will you monitor the impact and effectiveness of the new piece of work? 2. How will the results of the impact assessment, consultation and monitoring be published and/or feedback to relevant interested parties?
NB Refer to the Equality Standard for the Police Service Framework to help you with this section.
H: SIGN OFF
The final stage is to formally sign off the document as being a complete, rigorous and robust assessment.
The piece of work has been fully assessed in relation to its potential effects on equality and all relevant concerns have been addressed.
(Once you have completed the EIA sign below and forward to Internal Diversity Officer)
Author of EIA
Name: Job title and department: Date: Signature
Director/Commander level sign off
Name: Job title and department: Date: Signature
I. PUBLICATION
It is a legal requirement to publish EIAs. It is also important to show communities and staff that the Constabulary is actively engaged and committed to challenging potential discrimination, improving service delivery, having good employment practices and promoting opportunity for everyone.
The aim is to be open about the way policies are made and transparent about the decisions which shape the design and delivery of public
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services. By focussing on the issues considered and the practical actions taken or planned, this will demonstrate that the Constabulary has considered equality issues and demonstrates our commitment to promoting equality.
If your EIA relates to a policy or procedure that needs to be published in the internal policy library on the Constabulary intranet, you must send a copy of the approved document and the relevant EIA to Strategic Development. A copy of the policy and the relevant EIA must also be sent to Marketing and Communications so that they can publish them on the internet.
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