1. Which of the following phrases best describes the term Equality ?  Please tick one box only Treating Everyone Equally Providing Equal Rights For Everyone Ensuring Equality of Outcome Providing Equality of Opportunity Which of the following phrases best describes the term Discrimination ?  Please tick one or more boxes Picking on People Make or see A difference between Making Rules / Policies that Some groups Find hard to Comply with Less Favourable Treatment Equality Impact Assessment Events 2016 – Introductory Exercise © 2016 McKenzies LLP  www.diversiitymckenzies.co.uk  0844 800 2744

2. Which of the following characteristics are protected against Discrimination by The Equality Act 2010 ? (  please tick the number of boxes you believe apply) Political Belief © 2016 McKenzies LLP  www.diversiitymckenzies.co.uk  0844 800 2744 Qualifications or Experience Criminal Convictions SmokersSocio / Economic Status Size (Height or weight) Marital Status Gender Re Assignment Age Sex (Gender) Sexual Orientation Pregnancy / Maternity DisabilityReligion / Belief RaceGinger Hair Morris Dancers Transvestite Equality Impact Assessment Events 2016 – Introductory Exercise

3. Which of the following phrases best describes the term Diversity ?  Please tick one box only Treating People As You Want to Be Treated Yourself Recognising that we are all Different and Respecting or Embracing Difference Providing Different Services for Minority Groups Respecting Minority Groups © 2016 McKenzies LLP  www.diversiitymckenzies.co.uk  0844 800 2744 Equality Impact Assessment Events 2016 – Introductory Exercise

4. Why is performing an Equality Impact Assessment important To be politically correct To assess any risks of inequality Because minority groups have more rights We have a statutory duty to promote Equality Because it is ‘flavour of the month’ Legal compliance To assist in the commissioning and designing of our services We wish to provide Inclusive services and employment © 2016 McKenzies LLP  www.diversiitymckenzies.co.uk  0844 800 2744 Other Reasons (please list) Equality Impact Assessment Events 2016 – Introductory Exercise

5. What is an Equality Impact Assessment ? It is a risk assessment. The aim being to identify potential risks of discrimination or adverse impact in our policies and functions. Once equality implications have been identified, steps can be taken to amend the proposed policy, project or function or amend the way in which it is currently implemented to ensure it is inclusive and does not discriminate (either deliberately or accidentally). Equality Impact Assessment Events

6. Why are Equality Impact Assessments Important ?  Improved service delivery outcomes  Facilitate the delivery of Equality objectives  Legal Compliance  Meet the requirements of the Public Sector Equality Duty  Meet the need of our diverse residents  Ensure employment practices are inclusive  Identify risks of discrimination before it is identified for us  Requirements of The Equality Standard  Include Equality considerations in the commissioning cycle

7. Integrating EqIAs into the Commissioning Cycle ? Focussed on Outcomes For Residents High Quality Robust Evidence Informing Our Decisions Commissioning Cycle Principles Analysis of the profile of service uses by equality groups Analysis of the differing needs and expectations of different equality groups Equality Data EqIA Action Planning Review Equality Outcomes Planning, design and implementation of inclusive and tailored services

8. The Equality Act 2010: Protected Characteristics Characteristic: EmploymentGoods and Services Duty to Positively Promote Gender Gender Reassignment Pregnancy and Maternity Marriage / Civil Partnerships Sexual Orientation Race Disability Religion or Belief Age                           

9. The Equality Act Public Sector Duty April 2011 Publish E&D Info The Specific Duties Interpreted from: Technical Guidance on the Public Sector Duty: Equality and Human Rights Commission May 2013 Publish E&D Objectives Assess Impact of Activities Data Collection / Monitoring Outcomes Publish equality profile and ‘decision’ information of employees (150+) and service users SMART Objectives to meet the general duty Evidence of consultation, info used and progress report Equality Impact Analysis Information detailing the effect of policies and activities on employees and service users Collect and analyse equality profile and ‘decision’ information of employees (150+) and service users e.g. evidence of: Satisfaction rates Research / surveys Consultation Attainments / results Equality and Diversity Strategy and Action Plan

10. Essential Briefing: Direct and Indirect Discrimination Equality Impact Assessment Events

11. Briefing: Understanding Discrimination Policy Requirement: Risk of Direct Discrimination: Risk of Indirect Discrimination: A Police force has a minimum height requirement of 6ft for all Constable job applicants Smaller People (Not a Protected Characteristic) Women Certain Racial Groups Essential Knowledge: Indirect Discrimination is a criteria or practice that may appear to be neutral but has a disproportional impact on certain groups which is not capable of being justified. In this example, considerably more women would find the height restriction harder to comply with than men.

12. Policy Requirement: Women Certain Racial Groups The height restriction imposed by this policy appears to apply equally to all job applicants – irrespective of their equality profile. However, a risk of indirect discrimination exists towards: Women – who are statistically shorter than men and may therefore find this requirement harder to comply with compared to male applicants. Certain Racial Groups e.g. Chinese people who may find this requirement harder to comply with than applicants drawn from other racial groups Example EqIA Wording:

14. EqIAs Five Stage Approach:  Initial Screening  Data Collection / Analysis  Consultation  Equality Impact Assessment  Action Planning / Review