Equality Impact Assessment (EIA) is a tool used by Imperial to comply with the Public Sector Equality Duty.
While the Equality, Diversity and Inclusion webpages provide overarching guidance on the Equality Impact Assessment (EIA) framework, the content on this page sets out the principles for applying that framework specifically within the context of organisational restructures.
When undertaking restructuring exercises in accordance with Imperial's Change Management Policy and Procedure, it is especially important to consider the potential impact of changes or decisions. Imperial adheres to the principles below when carrying out EIA in relation to organisational restructures.
Principles:
- Avoid disproportionate disadvantage
- Understand the potential impacts of making changes.
- Ensure that EIA forms part of planning restructures
- Mitigate negative effects and maximise positive outcomes
- Use EIA for all restructures and share information appropriately
- Support each other in understanding roles and responsibilities re: EIA
Imperial aims to ensure that changes resulting from restructuring do not disproportionately disadvantage employees with characteristics that are protected under the Equality Act 2010.
When undertaking restructuring exercises in accordance with Imperial's Change Management Policy and Procedure, it is especially important to consider the potential impact of changes or decisions.
When undertaking a restructuring exercise, it is necessary to understand the potential impacts of any proposed changes or decisions and who these impacts may affect.
It follows that EIA should be an integral part of fair decision-making during restructures.
EIA is carried out during the planning phase of any restructure and is used to inform the proposals that support the restructure. EIA should be considered as part of routine planning processes - alongside risk, budget, health, and safety. This helps to ensure we get things right at an early stage, reducing the likelihood of having to make changes later or the need for corrective action due to unanticipated negative consequences.
EIA helps pre-empt any unintended equality issues that may arise during a restructuring process.
An EIA focuses on the potential effects on underrepresented groups or individuals who identify with the nine protected characteristics outlined by the Equality Act 2010.
EIA helps us to identify the impacts of proposed changes on different groups and consider what action can be taken to mitigate any negative effects and maximise positive outcomes.
Although our aim is to mitigate negative impacts where possible, it will not always be possible to remove such impacts altogether.
We use EIA for all restructures, even where a restructure may only affect a small minority, or even just one person.
EIA outcomes will be shared with impacted colleagues and the joint trade unions, as appropriate.
EIA outcomes will usually be shared at the same time as the Consultation Document, setting out the business case for the proposed restructure.
In cases where the number impacted is very low, we exercise caution around sharing data because it is more difficult to preserve anonymity.
Although the authority for restructuring decisions resides with managers, the People Partnering Function will provide support with completing EIA.
People Partners will provide advisory support to managers who are responsible for reviewing EIA and determining the appropriate response.