Equality Impact Assessments (EIAs), although not a legal
requirement, are an extremely useful mechanism for preventing
any potential discrimination before it occurs; ensuring that
everything your organisation does is as inclusive as possible; and
providing a defence if a discrimination claim is made against your
organisation. A template EIA has been produced by the
Why use EIAs
EIAs, although not a legal requirement, are an extremely useful
a) preventing any potential discrimination before it
b) ensuring that everything your organisation does is as inclusive
c) providing a defence if a discrimination claim is made against
They should be undertaken when any new procedure, policy or
activity is planned or when substantial changes are planned
to current procedures, policies or activities which could have and
effect on stakeholders. The EIA should be undertaken before
the procedure, policy or activity or changes to them take
effect. There should be enough time to carry out any
potential changes to the EIA.
EIAs should include more than one person and people involved
should be prepared to think outside of the box!
Undertaking an EIA
- EIA participants should read through any relevant paperwork
before the EIA.
- The procedure, policy or activity should be considered against
each of the Protected Characteristics (established in the Equality
Act 2010) in turn and any potential problems should be considered
- Where possible, remedial actions should be identified. If
it is not possible to find a solution to the problem, this should
be noted on the EIA along with an explanation.
- Ensure the EIA is signed off by the responsible Director of
Department Manager and filed.
- Ensure all the remedial actions are carried out.
Download the EIA template »