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Equality Impact Assessments (EIAs)

A Guide to Completing EIAs


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 CII.

Why use EIAs

EIAs, although not a legal requirement, are an extremely useful mechanism for:

a) preventing any potential discrimination before it occurs;
b) ensuring that everything your organisation does is as inclusive as possible;
c) providing a defence if a discrimination claim is made against your organisation.

Starting EIAs

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

  1. EIA participants should read through any relevant paperwork before the EIA. 
  2. 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 and noted.
  3. 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.
  4. Ensure the EIA is signed off by the responsible Director of Department Manager and filed.
  5. Ensure all the remedial actions are carried out.

Download the EIA template »

Diversity and Equality

Document links

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