Most public bodies in the UK use them to help demonstrate they are meeting the Equality Act 2010 Public Sector Equality Duty. This duty requires the council to have due regard for (or consciously think about), the need to:
- eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the act
- advance equality of opportunity between people who share a protected characteristic and those who do not
- foster good relations between people who share a protected characteristic and those who do not
This means thinking about our different communities and their needs when designing and delivering services, creating an inclusive culture at work, and encouraging people to feel safe and included in their local communities.
When carrying out EIAs, if we identify that there is inequality, discrimination, or concerns about good relations then we must try and act to avoid or reduce these as best we can.
When carrying out EIAs as a minimum we must consider the 9 protected characteristics set out in the Equality Act 2010. These are:
- age
- disability
- gender re-assignment
- marriage and civil partnership
- pregnancy and maternity
- race
- religion and belief including non-belief
- sex
- sexual orientation
Additionally, we also consider issues such as human rights, the needs of ex-service personnel, the law on British Sign Language, deprivation and other forms of inequality and any issues relating to living in rural areas, all things that can add to the inequality people can experience.
Once completed EIAs are often published alongside reports to Cabinet and other decision-making groups. They are done ideally early in the process if you are reviewing policies and services or needing to make changes due to budget constraints, rather than at the end, as they should help shape such proposals.
Guidance and record forms
To help colleagues who need to complete Equality Impact Analysis we have developed a set of guidance notes and a standard record form, so that all the necessary information will be included.
We have also developed a specific form for the EIAs needing to be carried out as we prepare our budget for 2024/25.
For employment based reviews and changes please use this guidance and template form. There is also an example of the template with advice within to help you understand what goes where.
Help and advice is available to help officers carry out an equality impact analysis, including from our Principal Policy Officer, Equalities, John Cowings, email john.cowings@derbyshire.gov.uk
Equality impact analysis training
Online training is currently being developed and will be available in the near future. In the meantime, if you wish to receive a briefing about EIAs please contact John Cowings, email john.cowings@derbyshire.gov.uk