Equality Impact: Screening and Assessment Form
|
|
- Ruth Rich
- 5 years ago
- Views:
Transcription
1 Equality Impact: Screening and Assessment Form Section 1: Policy details - policy is shorthand for any activity of the organisation and could include strategies, criteria, provisions, functions, practices and activities including the delivery of our service. a. Name of policy or practice (list also any linked Introduction of on line recruitment portal policies or decisions) b. Name of department HR&OD c. Name of Lead Ruth Cardwell Moore d. Equality Impact Assessment Team [names, job Ruth Cardwell Moore, Recruitment Manager roles] Euan Malcolm, Recruitment Assistant e. Date of assessment September 2016 f. Who are the main target groups / who will be All individuals applying for posts within the Scottish Ambulance Service affected by the policy? (internal and external) g. What are the intended outcomes / purpose of the Improved administrative capability and overall improved candidate experience policy? h. Is the policy relevant to the General Duty to Yes All three. eliminate discrimination? advance of opportunity? foster good relations? If yes to any of the three needs complete all sections of the form (2-7) May 2013 Page 1 of 12
2 Details of consultations - where, who was involved Consultations with current users to identify any known issues (Fire Service and councils). Pre-Implementation - Process to be tested with previous SAS applicants subsequently employed to compare and contrast with previous manual system. An on line survey will be issued to previous users to test system access and access issues. Post Implementation - All users will be sent satisfaction survey for 12 months following implementation to continually review system and amend as necessary. Protected Age Disability Gender reassignment Gender / sex Marriage / civil partnership * Pregnancy / maternity Race Religion / belief Sexual orientation Cross cutting - e.g. health inequalities, people with poor mental health, low incomes, involved in the criminal justice system, those with poor literacy, are homeless or those who live in rural areas. Other? Available evidence b. Research and relevant information The current system is very manual and does provide an easy access to roles within the Service. The new system is intended to increase the ease of access for all. There are also technological issues due to increase in the variety of applicant s personal IT hardware and software. For example, the previous application process was incompatible with Apple products or older version of Adobe. The new system has been tested across all platforms, again ensuring ease of access May 2013 Page 2 of 12
3 c. Knowledge of policy lead d. Equality monitoring information -- including service and employee information e. Feedback from service users, partner or other organisations as relevant In the last year, the recruitment team have placed over 800 individuals into roles. Vacancies attract varying levels of applicants but for Ambulance Technician alone, the Service has received over 3000 applicants. Data collection is manual and therefore time-consuming with the potential for errors. The new database will automatically collect equal opportunity data at the point of application, reducing administration and allowing for quicker and more reliable reporting. Feedback on the current system is anecdotal, with generally applicants and managers feeling the system in not fit for purpose. f. Other g. Are there any gaps in evidence? Please indicate how these will be addressed Gaps identified Measure to address these; give brief details. Further research? Consultation? Other Note: specific actions relating to these measures can be listed at section 5 May 2013 Page 3 of 12
4 Section 3: Analysis of positive and negative impacts Please detail impacts in relation to the three needs specifying where the impact is in relation to a particular need - eliminating discrimination, advancing of opportunity and fostering good relations Protected Age i. Eliminating discrimination ii. Advancing of opportunity iii. Fostering good relations More reliable capture of data in more readily accessible format Improved data available to inform other E&D policies, E.g. Previous only actual applicant data could be captured, under new system, registered users can be measured therefore widening our understanding of applicants. As the data is automatically populated by the individual themselves there is also less chance of human error. A wholly on line system could discourage older users from applying. All data electronic, with no hard copy back up, therefore potential for data loss. Current advertising has been largely restricted and SHOW (although some targeted advertising with specific groups is taking place e.g. Scottish Disability Equality Forum and groups who have disabilities) thus capturing only those actively seeking an NHS role. Advertising all posts across a generic advertising portal, will capture a wider section of candidate not necessarily consciously targeting the NHS. On line system may encourage younger more IT literate candidates to apply Disability The automated system has been tested and certified as fully compliant with the World Wide Web May 2013 Page 4 of 12
5 Consortium (W3c) Web Content Accessibility Content accessibility guidelines 2.0. As system is fully on line, users can alter font size or alter the visual appearance of the browser. Full details of accessibility and standards can be found on JIG response is more easily captured and applicants who have elected to be part of the scheme can be highlighted to managers more easily. It will also allow for the recruitment team to readily have information available to proactively contact applicants who have elected to be part of the scheme to offer support to attend interview. More reliable capture of data in more readily accessible format to enable robust analysis. Simplified application process that directs applicant through each application step by step, with appropriate explanation and clarification at each stage may help those requiring extra support Database account, means that individual data only needs to be entered once for multiple applications, thus reducing repetition of data entry. Gender reassignment On line system could discourage disable users from applying All data electronic, with no hard copy back up, therefore potential for data loss. This will be mitigated be running more regular data reports. More reliable capture of data in more readily accessible format May 2013 Page 5 of 12
6 Improved data available to inform other E&D policies, E.g. Previous only actual applicant data could be captured, under new system, registered users can be measured. Gender / Sex All data electronic, with no hard copy back up, therefore potential for data loss This will be mitigated be running more regular data reports. More reliable capture of data in more readily accessible format Improved data available to inform other E&D policies, E.g. Previous only actual applicant data could be captured, under new system, registered users and site hits can be measured. All data electronic, with no hard copy back up, therefore potential for data loss. This will be mitigated be running more regular data reports. Marriage / civil partnership More reliable capture of data in more readily accessible format Improved data available to inform other E&D policies, E.g. Previous only actual applicant data could be captured, under new system, registered users can be measured. May 2013 Page 6 of 12
7 Pregnancy / maternity All data electronic, with no hard copy back up, therefore potential for data loss. This will be mitigated be running more regular data reports. More reliable capture of data in more readily accessible format Improved data available to inform other E&D policies, E.g. Previous only actual applicant data could be captured, under new system, registered users can be measured. Externally hosted web page will also allow internal staff on maternity / paternity leave to keep up to date with vacancies and to apply whilst away from work. Race All data electronic, with no hard copy back up, therefore potential for data loss. This will be mitigated be running more regular data reports. More reliable capture of data in more readily accessible format Improved data available to inform other E&D policies, E.g. Previous only actual applicant data could be captured, under new system, registered users can be measured All data electronic, with no hard copy back up, therefore potential for data loss. This will be mitigated be running more regular data reports. May 2013 Page 7 of 12
8 Religion / belief Sexual orientation More reliable capture of data in more readily accessible format Improved data available to inform other E&D policies, E.g. Previous only actual applicant data could be captured, under new system, registered users can be measured. All data electronic, with no hard copy back up, therefore potential for data loss. This will be mitigated be running more regular data reports. More reliable capture of data in more readily accessible format Improved data available to inform other E&D policies, E.g. Previous only actual applicant data could be captured, under new system, registered users can be measured. All data electronic, with no hard copy back up, therefore potential for data loss. This will be mitigated be running more regular data reports. Cross cutting - e.g. health inequalities people with May 2013 Page 8 of 12
9 poor mental health, low incomes, involved in the criminal justice system, those with poor literacy, are homeless or those who live in rural areas. Other Simplified application process that directs applicant through each application step by step, with appropriate explanation and clarification at each stage may help those requiring extra support. Individual account database allows for data to be submitted, reviewed and checked before application actually made. Allows for those requiring extra support to seek this from family and friends before applying. System accessible on all operating systems and across PC, tablets and phones. This is not currently universally or robustly available. Wholly on line system may disadvantage those with a lack of robust broadband or PC access Note: specific actions relating to these measures can be listed at section 5 Mitigation Concerns over current technical issues with anonymisation mean that full manager automation will NOT be implementation until this can be robustly tested. Manual redaction will continue in the meantime. To avoid loss of data, reports will be run quarterly (monthly) rather than annually. Disabled applicants will still be able to request application forms in alternative formats, e.g. large scale, Braille or verbal applications May 2013 Page 9 of 12
10 Detailed user guides will be available to ensure candidates are able to use system effectively Section 4: Addressing impacts Select which of the following apply to your policy and give a brief explanation - to be expanded in Section 5: Action plan Reasons a. No major change - the EQIA shows that the policy is robust, there is no potential for discrimination or adverse impact and all opportunities to promote have been taken The systems has been in use by all 32 local councils for several years. It is well tested and robust. Concerns of on line process discouraging some candidates or lack of computer access restricting lower income groups from applying are as current. However, whilst still a concern, the simplification of the new system compared to the current manual system is expected to decrease the possible risk. May 2013 Page 10 of 12
11 Section 5: Action plan Please describe the action that will be taken following the assessment in order to reduce or remove any negative / adverse impacts, promote any positive impacts, or gather further information or evidence or further consultation Action Output Lead responsible Protected characteristic / cross cutting issue* User guides Users are provided with as much information as RCM All Alternative application process Automation of anonymisation possible to ensure effective use of system Candidates with communication support needs will continue to have alternative application process Full automation of manager capability will NOT be utilised until technical issues with anonymisation can be resolved. Manual system of redacting will be used until this can be satisfactorily implemented. Once full automation is available a programme of tutorials for recruiting managers will be scheduled as and when required. RCM RCM Disability Race, Sex * list which characteristic is relevant - age, disability, gender reassignment, gender / sex, marriage and civil partnership, pregnancy and maternity, race, religion / belief, sexual orientation or cross cutting issue e.g. poor mental health, illiteracy etc May 2013 Page 11 of 12
12 Section 6: Monitoring and review Please detail the arrangements for review and monitoring of the policy Details a. How will the policy be monitored? Provide dates Ongoing user satisfaction / feedback survey for at least 12 months after as appropriate implementation b. What equalities monitoring will be put in place? Equality monitoring routine will remain unchanged c. When will the policy be reviewed? Provide a March 2018 review date. Section 7: Sign off Please provide signatures as appropriate Name of Lead Title Signature Date Completed form: copy of completed form to be retained by department and copy forwarded to Equalities Manager for publication on Service website Provide date this was sent May 2013 Page 12 of 12
North Devon Homes Ltd. Recruitment and Selection Policy
North Devon Homes Ltd Recruitment and Selection Policy Contents Page Number 1 Summary 2 2 Policy aims 2 3 Legal Requirements 3 4 Recruitment & Selection Procedures 3 5 Review 3 6 Equality and Diversity
More informationRECRUITMENT AND APPOINTMENTS POLICY
RECRUITMENT AND APPOINTMENTS POLICY POLICY STATEMENT 1. PHSO aims to have a diverse workforce that reflects the community we serve and the working populations around our offices in order to help us achieve
More informationPass/Referral /10. Pass/Referral /10 PRINCIPLES OF EQUALITY AND DIVERSITY IN THE WORKPLACE
PRINCIPLES OF EQUALITY AND DIVERSITY IN THE WORKPLACE AC1.1 Define the concept equality and diversity Please state precisely the meaning of both Equality and Diversity ensuring the difference between the
More informationEquality and diversity policy
Equality and diversity policy 1 Purpose 1.1 This policy sets out the University s commitment towards the development of inclusive and supportive learning and working environments for all students and staff
More informationEQUALITY & DIVERSITY IMPACT ASSESSMENT When completed, a copy of this EQIA form should be ed to
EQUALITY & DIVERSITY IMPACT ASSESSMENT When completed, a copy of this EQIA form should be emailed to lynsey.fitzpatrick@nhs.net Name of Policy/Strategy Recruitment, Selection and Induction Policy and Procedure
More informationRedeployment Policy and Procedure
Redeployment Policy and Procedure 1. Scope This policy sets out a framework for managers to manage redeployment in a fair and effective manner, in line with the School s policy statement on equality and
More informationCILEx GROUP EQUALITY AND DIVERSITY ACTION PLAN
CILEx GROUP EQUALITY AND DIVERSITY ACTION PLAN 2016-2020 CILEx GROUP EQUALITY AND DIVERSITY OBJECTIVE AND ACTION PLAN 2016-2020 INTRODUCTION Under the requirements of the Act 2010 the CILEx Group amended
More informationScottish Environment Protection Agency
- 1 - SCOTTISH ENVIRONMENT PROTECTION AGENCY Ref: BP-HR-064 Page No: 1 of 9 Equality and Diversity Issue No: 2 Equality and Human Rights Impact Assessment Form Issue Date 31/07/2014 (EqIA) Originator:
More informationRecruitment and Selection Policy. Chichester College. 1. Introduction
1. Introduction 1.1 To help achieve the College s aims and objectives, it is essential that people with the relevant skills, attitude, qualifications and experience, are recruited by the College. 1.2 The
More informationFIXED TERM CONTRACT POLICY. Recruitment and Selection Policy Secondment Policy. Employment Policy. Officer / CSP
FIXED TERM CONTRACT POLICY Reference No: UHB 173 Version No: 2 Previous Trust / LHB Ref No: T 297 Documents to read alongside this Policy Recruitment and Selection Policy Secondment Policy Redeployment
More informationControlled Document Number: Version Number: 002. On: October Review Date: October 2020 Distribution: Essential Reading for: Page 1 of 12
Equality and Diversity in Employment Policy CONTROLLED DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Policy Version Number: 002 Controlled Document Sponsor: Controlled Document
More informationSupplier s guide to Diversity&Inclusion
Supplier s guide to Diversity&Inclusion Diversity is what makes us the we are. That could be nationality, education, religion, sexual orientation, life experience, gender, ethnicity, race, age, or even
More information8. EQUAL OPPORTUNITIES POLICY
8. EQUAL OPPORTUNITIES POLICY 1. POLICY STATEMENT 1.1 (referred to as the Club) is committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment
More informationGRIEVANCE POLICY AND PROCEDURE Dealing with Employee Concerns
GRIEVANCE POLICY AND PROCEDURE Dealing with Employee Concerns Responsible Approved By Equality Assessed of Human Resources Area Partnership Forum We are working to ensure that no-one is treated in an unlawful
More informationWorkforce Equality and Diversity Policy
Type of Document Code: Policy Sponsor Lead Executive Recommended by: Workforce Equality and Diversity Policy Policy STHK0088 Deputy Human Resources Director Human Resources Director Policy Sub-Group Date
More informationTribunal Advisory Committee, 19 February Appointment and Selection Policy. Executive summary and recommendations.
Tribunal Advisory Committee, 19 February 2018 Appointment and Selection Policy Executive summary and recommendations Introduction The Partner team has reviewed the current Appointment and Selection Policy.
More informationCatch22 policy Equality and Diversity
Catch22 policy Equality and Diversity Contents 1. What is the Equality & Diversity policy statement about? 2 2. What is the policy for? 2 3. Policy statement 2 4. Definitions 3 5. Legislation 4 6. How
More informationHamp Academy. Equal Opportunities Policy. Version 2.0. Policy Created Date: 1 st September Andy Berry on behalf of the Sponsor.
Hamp Academy Equal Opportunities Policy Version 2.0 Written By: Policy Created Date: Peter Elliott 1 st September 2012 Signature Andy Berry on behalf of the Sponsor Signature Chief Executive Officer Bridgwater
More informationEquality and Inclusion policy
Equality and Inclusion policy Version: 2.0 : March 2017 Our commitment Alzheimer s Society recognises that dementia does not discriminate. It impacts upon the lives of individuals, groups, and communities,
More informationTP Niven Ltd. Drivers Application Form
TP Niven Ltd Drivers Application Form For OFFICIAL use only: Date received: Site: Comments: Personal Details Title: Surnames: Forenames: Address: Postcode: Home Tel Number: Mobile: Email address: Marital
More informationDate ratified June, Implementation Date August, Date of full Implementation August, Review Date Feb, Version number V02.
Document Title Reference Number Lead Officer Author(s) Ratified by Disputes Policy NTW(HR)07 Lisa Crichton-Jones Acting Executive Director of Workforce and Organisational Development Jacqueline Tate-Workforce
More informationJob description and person specification
Job Title: Location: Salary: Hours: Duration: Reports to: Centre Administrator Marshall Street 19,000 Pro Rata ( 15,200 per annum) 28 Hours a week (4 days) Maternity Cover 6 Months Facilities and Office
More informationBasingstoke & North Hampshire NHS Foundation Trust Initial Equality Impact Assessment Screening Template
PART 1 WORK DESCRIPTION: TO BE COMPLETED BY LEAD PERSON What is the name of this Function/Policy, Procedure/Facility? Who is the owner of this Function/Policy/Procedure/ Facility? Tell us about this area
More informationEQUALITY AND DIVERSITY COMMITTEE. Terms of Reference
1. INTRODUCTION AND PURPOSE EQUALITY AND DIVERSITY COMMITTEE Terms of Reference 1.1. The role and purpose of the Equality and Diversity Committee is to enable the Trust Board and Executive Committee to
More informationSCITT EQUALITY POLICY
Huddersfield Horizon SCITT EQUALITY POLICY Reviewed by Directors: May 2018 Adopted by Directors: May 2018 Next Full Review Due: May 2019 Reviewer: Emily Beach, SCITT Director Page 1 of 10 South Pennine
More informationFixed Term Contracts Policy
Fixed Term Contracts Policy This document outlines the process for managers on the use of fixed term contracts and staff on fixed term contracts. Key Words: Fixed, Term, Contracts Version: 3 Adopted by:
More informationSingle Equality Scheme Statement
Single Equality Scheme Statement Single Equality Scheme 2017-2020 1 Highbury College, Portsmouth Single Equality Scheme Statement Contents 1. Equality vision, principles and value 2. About the College
More informationFixed-Term Contracts Policy
Fixed-Term Contracts Policy Responsible Director Director of Human Resources Approved By Area Partnership Forum Equality Assessed We are working to ensure that no-one is treated in an unlawful and discriminatory
More informationEqual Opportunities Policy
Equal Opportunities Policy June 2013 Equal Opportunities Policy Issue date June 2013, Revision date June 2014 1 Contents 1. Policy statement... 3 2. Aim and purpose of the policy... 3 3. Scope of policy...
More informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust. Energy Policy
1 Introduction The Newcastle upon Tyne Hospitals NHS Foundation Trust Policy Version No.: 4 Effective From: 05 July 2017 Expiry Date: 05 July 2020 Date Ratified: 30 May 2017 Ratified By: Sustainable Healthcare
More informationHigher National Unit specification: general information. Trade Union Organising and Representation: Equality Legislation Relating to the Workplace
Higher National Unit specification: general information Unit code: H2XE 34 Superclass: AJ Publication date: November 2012 Source: Scottish Qualifications Authority Version: 01 Unit purpose This Unit is
More informationSAXON WEALD EQUALITY AND DIVERSITY POLICY
SAXON WEALD EQUALITY AND DIVERSITY POLICY First Approved: May 2002 Author: Tom d Auvergne Last Revision: September 2014 Next Review: September 2017 1.0 Introduction and aims 1.1 This policy sets out our
More informationRecruitment and Selection Policy and Procedure
Recruitment and Selection Policy and Procedure Date Impact Assessed: March 2014 Version No: 1 No of pages: 14 Date of Issue: Date of next review: April 2015 Distribution: All employees Published: Recruitment
More informationEqual Opportunities (Staff) Policy
Equal Opportunities (Staff) Policy Academy Transformation Trust Further Education (ATT FE) Policy reviewed by Academy Transformation Trust on 25/07/13 Policy consulted on with Unions on 25/07/13 Policy
More informationEquality & Diversity Policy
Equality & Diversity Policy Version: 1.0 Name of policy writer: Barry South Date Written: April 2017 Last Updated Approved by Trustees: 1. Purpose The aim of this policy is to confirm the Trust s commitment
More informationThe Equality Act s provisions cover all aspects of school life such as the treatment of:
Equality Policy Introduction This policy sets out The Sheffield Park Academy approach to promoting equality, as defined within the Equality Act (2010). We understand equality to mean treating everyone
More informationInduction Policy. Document author Assured by Review cycle. 1. Introduction Policy Statement Purpose or Aim Scope...
Induction Policy Board library reference Document author Assured by Review cycle P091 Head of Learning and Development Quality and Standards Committee 3 Year This document is version controlled. The master
More informationEquality and Diversity Policy
Equality and Diversity Policy Cheshire Academies Trust Cheshire Academies Trust This policy was written in November 2015 by the Trustees in line with Bowne Jacobson HR guidance. The Board of Cheshire Academies
More informationEqual opportunities policy
Equal opportunities policy 1. Policy statement 1.1 The Company is committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment in which all individuals
More informationIGPr002 - Information Governance Management Framework
IGPr002 - Information Governance Management Framework Page 1 of 10 Table of Contents Information Governance Management Framework... 1 Why we need this Framework... 3 What the Framework is trying to do...
More informationHighfield Equality and Diversity Policy. Review date: 29 March Version 4. Highfield Equality and. Diversity Policy
Highfield Equality and 1 Diversity Policy 1. Introduction 1.1 This policy is aimed at all parties involved in the design, delivery and award of Highfield qualifications, be their involvement direct or
More informationEquality, Diversity and Inclusion Policy
Equality, Diversity and Inclusion Policy Policy Statement Jesus College is fully committed to equality of opportunity and fairness in all aspects of its community. The College values the rich social and
More informationEquality of Opportunity in Employment Policy
Equality of Opportunity in Employment Policy DOCUMENT INFORMATION CATEGORY: THEME: Policy Workforce Inclusion, Equality and Diversity DOCUMENT REFERENCE: 3.12 POLICY LEAD: DIRECTOR LEAD: Associate Director
More informationEquality, Diversity & Inclusion Strategy
Equality, Diversity & Inclusion Strategy April 2017 March 2020 Contents Our commitment to equality, diversity and inclusion 3 Our equality duties 4 Strategy development 6 Our EDI objectives 10 Contact
More informationEquality Policy. St. Peter s Farnworth In accordance with Bolton LA Model Policy
Equality Policy St. Peter s Farnworth In accordance with Bolton LA Model Policy June 2016 CONTENTS Page No 1. Introduction 3 2. The legislative context: Equality Act 2010 3 3. The School s response 4 June
More informationSUBJECT: NHSL WORKFORCE PLAN 2015/16
Meeting of Lanarkshire NHS Board: 26 th August 2015 Lanarkshire NHS Board Kirklands Fallside Road Bothwell G71 8BB Telephone: 01698 855500 www.nhslanarkshire.org.uk 1. PURPOSE SUBJECT: NHSL WORKFORCE PLAN
More informationEquality and Diversity Policy. Policy Owner: Executive Director of Corporate Services
Equality and Diversity Policy Policy Owner: Executive Director of Corporate Services Policy Control Policy Level - Regulatory / Operational Policy Reference CorServ/OD/001/2014 (Corp) Link to Strategy
More informationEquality and Diversity Policy
Equality and Diversity Policy Author/owner: Principals/Directors Date adopted: Summer 2016 Anticipated review: Summer 2019 Contents 1. Introduction... 3 2. Scope and purpose... 3 3. Roles and responsibilities...
More informationDisclosure & Barring Service (DBS) Check Policy
Disclosure & Barring Service (DBS) Check Policy Version: Final Author: HR Manager Date Issued: December 16 Date Approved by SMT: January 17 Impact Assessment Completed Yes Date of Next Review: January
More informationInternal Verification Policy and Procedure
Internal Verification Policy and Procedure Author: Jenny Stalker, Head of Quality and Learner Services Date: March 2017 Review Date: March 2020 Equality Impact Assessment Date: April 2017 History of Changes
More informationEquality and Diversity Policy
Equality and Diversity Policy 1. Introduction Stanmore College is committed to an Equality and Diversity Policy which meets the requirements of the Equality Act 2010 and aims to provide equality of opportunity
More informationEquality and Diversity Policy 2017/2018
Equality and Diversity Policy 2017/2018 Responsible Officer: Executive Director of Human Resources Date of issue: September 2017 Next review date: September 2018 Policy available: Staff Intranet site /
More informationPolicy for Equality and Diversity
Policy for Equality and Diversity HR01 Related Policies: HR07 Disciplinary Procedure for Doctors and Dentists HR16 Disputes and Grievances HR29 Time off for Special Circumstances HR33 Recruitment & Selection
More informationEQUAL OPPORTUNITIES AND DIVERSITY POLICY
EQUAL OPPORTUNITIES AND DIVERSITY POLICY BMAT 1 EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. Scope and Purpose of this Policy 1.1 The Trust is committed to promoting and achieving equality of opportunity
More informationHUMAN RESOURCES POLICY
North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY REDEPLOYMENT Policy Number: HR28 Version Number: 2.0 Issued Date: May 2015 Review Date: May 2017 Sponsoring Director: Prepared By:
More informationEquality and Diversity Policy
Equality and Diversity Policy Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 15 DOCUMENT CONTROL SHEET Document Owner: Director of Workforce Document Author(s): Louise Thomas,
More informationEquality, Diversity and Dignity Policy
Equality, Diversity and Dignity Policy This document articulates operational and performance guidance for Northgate Information Solutions companies, employees and business partners. This Policy does not
More informationRESEARCH COUNCIL EQUALITY AND DIVERSITY POLICY
RESEARCH COUNCIL EQUALITY AND DIVERSITY POLICY Content Policy statement 1. Principles 2. Definitions 3. Research Council commitment 4. Employee accountabilities and responsibilities 5. Recruitment 6. Training
More informationEqual Opportunities Policy
Equal Opportunities Policy [Company Name] Drafted by Solicitors Contents Clause 1. Policy statement... 1 2. Who is covered by the policy?... 1 3. Who is responsible for this policy?... 1 4. Scope and purpose
More informationCHANNEL FOUR TELEVISION CORPORATION 2014 REPORT ON COMPLIANCE WITH THE GENERAL EQUALITY DUTY
CHANNEL FOUR TELEVISION CORPORATION 2014 REPORT ON COMPLIANCE WITH THE GENERAL EQUALITY DUTY Background Channel 4 s public service remit makes us a different kind of broadcaster, one that broadcasts different
More informationResearch Excellence Framework: Equality & Diversity
Human Resources & Research Services Research Excellence Framework: Equality & Diversity Athena Swan Conference September 2012 Outline of the session Importance of equality in the REF Changing equalities
More informationEquality & Diversity Policy
Equality & Diversity Policy The Equality Act 2010 is the law which bans unfair treatment and helps achieve equal opportunities in the workplace and in wider society. The act replaced previous antidiscrimination
More informationEquality & Diversity Policy and Procedure
Equality & Diversity Policy and Procedure Contents 1. Policy Statement 2. Purpose and Scope 3. The Definition of Equality and Diversity 4. Forms of Discrimination 5. Legislative and Regulatory Context
More informationEqual Opportunities Policy
Equal Opportunities Policy Approved by the Board: 2 December 2011 Contents Clause Page 1. Policy statement... 1 2. Who is covered by the policy?... 1 3. Who is responsible for this policy?... 1 4. Scope
More informationProvision of Use of Work Equipment Policy
Provision of Use of Work Equipment Policy Ratified Status Approved Approved Issued March 2017 Approved By Consultation Equality Impact Assessment Formal Executive Team CCG Corporate Governance & Risk Manager
More informationSQA Equality Strategy
SQA Equality Strategy 2013 17 Publication Date: April 2013 Publication Code: FE6577 Published by the Scottish Qualifications Authority The Optima Building, 58 Robertson Street, Glasgow G2 8DQ Lowden, 24
More informationEquality and Diversity Policy
Equality and Diversity Policy Policy/Procedure Title Equality and Diversity Policy Issue Date July 2016 Author (Name/Department) Kelly Haddrell, Head of HR Michael Dalton, Head of Student Services Approved
More informationosborneclarke.com The Equality Act 2010
As the election dust settles and the new Government begins to deliver in practice on its coalition agreement, the Equality Act 2010, which seems to have been hovering over employers for an eternity, will
More informationEquality and Diversity Policy
Equality and Diversity Policy Policy Statement BIC Innovation is committed to encouraging diversity and eliminating discrimination in both its role as an employer and as a provider of services. BIC Innovation
More informationEQUALITY AND DIVERSITY STRATEGY
EQUALITY AND DIVERSITY STRATEGY 2017-2020 1 CONTENTS Foreword 5 Introduction 9 Strategic Themes and Equality Objectives 11 Operational Delivery 12 Organisational Process 14 People and Culture 15 Governance
More informationEquality and Diversity Policy
Equality and Diversity Policy Author HR Manager Date September 2016 Person Responsible Vice Principal Finance and Resources Approval/ review bodies Equal Opportunities and Diversity Committee/SLT /Corporate
More informationBRITANNIA BUSINESS MANAGEMENT SYSTEM Equal Opportunities Policy
COMPANY POLICY STATEMENT Britannia committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment in which all individuals are able to make best
More informationEqual Pay Statement and Gender Pay Gap Information
Equal Pay Statement and Pay Gap Information April 2017 1 Accessibility If you would like this document in alternative formats such as Braille, large print, audio or in a language of your choice, please
More informationDepartment HR Operations. Approved by Pay and Reward Sub Group. Approval and Review Process Workforce & Organisational Development Committee
Document Control Title Job Evaluation Policy Author s job title HR Manager Directorate Workforce Development Date Version Issued 0.1 May 2013 Status Draft Department HR Operations 0.2 Sept 2013 Final 0.3
More informationEqual Opportunities and Dignity at Work Policy
RIVERSIDE SCHOOL Equal Opportunities and Dignity at Work Policy APPROVED BY GOVERNORS RESPONSIBLE PERSON HEADTEACHER 1. Policy statement Riverside School is committed to promoting equality of opportunity
More informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust. Sustainable Procurement Policy
The Newcastle upon Tyne Hospitals NHS Foundation Trust Sustainable Procurement Policy Version No.: 1.1 Effective From: 14 April 2016 Expiry Date: 14 April 2019 Date Ratified: 1 March 2016 Ratified By:
More informationEQUALITY, DIVERSITY AND INCLUSION POLICY
EQUALITY, DIVERSITY AND INCLUSION POLICY 1. POLICY STATEMENT Live & Local helps our community breathe Live & Local volunteer promoter. 1.1. Live & Local respects, values and embraces diversity and difference.
More informationThe Essential Guide to the Public Sector Equality Duty
GUIDANCE The Essential Guide to the Public Sector Equality Duty England (and Non-Devolved Public Authorities in Scotland and Wales) Equality and Human Rights Commission www.equalityhumanrights.com Contents
More informationEqual Opportunities and Diversity Policy
Policy Code: HR8 Policy Start Date: July 2015 Policy Review Date: April 2018 Please read this policy in conjunction with the policies listed below: TL1 Access to Fair Assessment Policy SW6 Anti-Bullying
More informationEQUALITY AND DIVERSITY POLICY
EQUALITY AND DIVERSITY POLICY 1 Introduction Edinburgh Women s Aid is a women only feminist organisation which exists to provide services to women, children and young people experiencing or at risk of
More informationEQUAL OPPORTUNITIES POLICY. Issued: May 2016 Reviewed: August 2017 Next Review Due: August Page 1 of 7
EQUAL OPPORTUNITIES POLICY Issued: May 2016 Reviewed: August 2017 Next Review Due: August 2020 Page 1 of 7 CONTENTS Page No 1. Policy statement 3 2. Who is covered by the policy? 3 3. Who is responsible
More informationXTP Recruitment Ltd ( the Company ) Model equal opportunities and diversity policy
Company Name: XTP Recruitment Ltd ( the Company ) Model Policy No. XTP001 Model Policy Name: Model equal opportunities and diversity policy Date: January 2014 OUR POLICY XTP Recruitment Ltd embraces diversity
More informationEquality and Diversity in Employment Policy
RCCG/GB/16/163 v. Equality and Diversity in Employment Policy Version No Author Date Comments Approved by V1.0 Lynne Sharp 8-9-16 First draft for comments AGEM HR BP November HR Comments 2016 17-11-16
More informationEquality, diversity and inclusion policy
Equality, diversity and inclusion policy Valid from 26 September 2013 Aims Action to promote equality, diversity and inclusion is an integral part of DCH s strategy and business objectives. We can only
More informationHome-Start Cotswolds (Home-Start) Equality, Fairness and Diversity Policy
Home-Start Cotswolds (Home-Start) Equality, Fairness and Diversity Policy Policy Statement Home Start is committed to The 2010 Equality Act and 1998 Human Rights Act by developing an organisational culture
More informationCORPORATE REPORT Grievance policy and procedure 2015/17 FEBRUARY 2016
CORPORATE REPORT FEBRUARY 2016 Policy Title: Grievance Policy and Policy Number: 008 Procedure Issue Number: 007 Date of First Issue: May 2001 Date of Last Review: November 15 Date of Next Review: November
More informationNATIONAL SAVINGS & INVESTMENTS EQUALITY AND DIVERSITY INFORMATION STATEMENT
NATIONAL SAVINGS & INVESTMENTS EQUALITY AND DIVERSITY INFORMATION STATEMENT Foreword I am pleased to present this Equality and Diversity Information Statement for National Savings and Investments ( NS&I
More informationHCUC CORPORATION EQUALITY AND DIVERSITY POLICY
HCUC CORPORATION EQUALITY AND DIVERSITY POLICY Subject: Equality and Diversity Origination Date: September 2002 Last approved: November 2015 Effective date: September 2017 Person responsible: Approved
More informationPromoting excellence. equality and diversity considerations
Promoting excellence equality and diversity considerations Promoting excellence: equality and diversity considerations About this guide This guide aims to support organisations in designing and providing
More informationFALKIRK COMMUNITY TRUST EQUAL OPPORTUNITIES POLICY
FALKIRK COMMUNITY TRUST EQUAL OPPORTUNITIES POLICY INDEX PART 1 POLICY STATEMENT Page Number 1.1 Policy Statement 3 PART 2 PROCEDURE 2.1 Introduction 3 2.2 Scope 3 2.3 Service Delivery 4 2.4 Employment
More informationAll Star Leisure (Group) Ltd Gender Pay Report 2017
All Star Leisure (Group) Ltd Gender Pay Report 2017 All UK employers with 250 or more employees during the snapshot date; 5 April 2017 are required, by law to publish gender pay gap information within
More informationEQUALITY, DIVERSITY AND DIGNITY POLICY January 2017
EQUALITY, DIVERSITY AND DIGNITY POLICY www.ngahr.com Document Control Document Information INFORMATION Document Id Equality, Diversity and Dignity Policy Document Owner SVP, Human Resources Document Author
More informationEQUALITY & DIVERSITY POLICY 2016
EQUALITY & DIVERSITY POLICY 2016 Version 2016 Policy Level: Last Review Date: 01/09/2016 Last Amendment Date: Next Review Date: 01/09/2019 Reviewed By: David Blower Document Control Information: The master
More informationEquality and Diversity Policy
Equality and Diversity Policy September 2017 Approving authority: Professional Services Board Consultation via: EDAG Approval date: 6 September 2017 Effective date: 6 September 2017 Review period: 3 years
More informationIncremental Pay Progression Policy and Procedure
Incremental Pay Progression Policy and Procedure Date Impact Assessed: Version No: 1 No of pages: 14 Date of Issue: March 2015 Date of next review: March 2016 Distribution: All employees Published: Contents
More informationRECRUITMENT AND SELECTION POLICY
RECRUITMENT AND SELECTION POLICY Effective from: 12 October 2015 Review date: October 2017 Version/Reference: Version 4 (HR15/27) Document owner: Human Resources Section CONTENTS Page(s) 1. INTRODUCTION
More informationEquality and Diversity Policy No.
Equality and Diversity Policy Policy/Procedure Title and Number Equality and Diversity Policy No. Issue Date December 13 Author (Name/Department/Curriculum area) Approved by Approved date Review date December
More informationAPPLICATION FOR EMPLOYMENT. Thank you for the interest you have shown in the vacancies within Stockton on Tees Borough Council.
APPLICATION FOR EMPLOYMENT Thank you for the interest you have shown in the vacancies within Stockton on Tees Borough Council. Completed forms can be e-mailed to recruitment@xentrall.org.uk or posted to
More informationORKNEY AND SHETLAND VALUATION JOINT BOARD EQUALITIES MAINSTREAMING AND EQUALITIES OUTCOMES
ORKNEY AND SHETLAND VALUATION JOINT BOARD EQUALITIES MAINSTREAMING AND EQUALITIES OUTCOMES April 2013 Introduction The Orkney and Shetland Valuation Joint Board and the Assessor for Orkney and Shetland
More informationNHS SOUTH DEVON AND TORBAY CLINICAL COMMISSIONING GROUP INFORMATION LIFECYCLE MANAGEMENT POLICY
NHS SOUTH DEVON AND TORBAY CLINICAL COMMISSIONING GROUP INFORMATION LIFECYCLE MANAGEMENT POLICY Version Control Version: 2.0 dated 17 July 2015 DATE VERSION CONTROL 04/06/2013 1.0 First draft of new policy
More information