E&D Legislation: Impact Assessment, Equality Analysis & Single Equality Schemes – 2012
Meeting the Challenges of 2012
This workshop majors on Equality Analysis (Impact Assessment) and Single Equality Schemes (SES) but also provides guidance on how the 2012 public sector duties regulations can best be met.
The introduction of the Equality Act and the requirements within means it is now essential for all Public Sector Bodies and Organisations which receive public funding, or work with organisations that do - including private and voluntary bodies who bid for tenders and other procurement opportunities from the public sector - consider extending their policies, procedures and processes in a way that meets the requirements of the Equality Act.
This workshop updates participants on the latest requirements of the Equality Act. It explores the implications for organisations and business and demonstrates how the requirements can be met efficiently and effectively without excess burden through the use of Equality Analysis and Single Equality Schemes. (NB. this workshop includes the core content from our earlier workshop on Equality Impact Assessments Made Easy but is updated to reflect latest terminology, eg Equality Analysis and extended to include coverage of Single Equality Schemes.)
The Equality Act and the most recent Government decisions have, in some areas, re-formulated and/or extended existing protections found in the anti-discrimination legislation previously in force. The Act already embodies new policy initiatives which seek to embed equality and fairness in employment and service provision in both public and private sector organisations.
The latest Government announcements are about less "red tape" in meeting the Equality Act and consequently align well with Excellence in Learning’s pragmatic approach. Building on this flexibility, the Government has just laid before Parliament new regulations for approval which they say will "assist public authorities in the better performance of the Equality Duty". Specifically, the regulations will require public authorities to publish:-
- equality objectives, at least every four years
- information to demonstrate their compliance with the equality duty, at least annually
Public Authorities will need to include in particular, information relating to their employees (for authorities with 150 or more staff) and others affected by their policies and practices, such as service users. The Government are setting great store on greater transparency without "burdening public authorities with unnecessary bureaucratic processes or the production of superfluous documents.". Public authorities will have flexibility to decide what information to publish and will be held to account by the people they serve.
Public authorities and bodies including FE Colleges have been required to publish their equality information and objectives since January 2012 and Schools by 6 April 2012.
Excellence in Learning's pragmatic approach and top quality Equality Act compliant toolkits will assist you and your organisation in meeting these different deadlines.
We show you how to
- carry out an audit of present arrangements for service users/clients and ensuring they are Act compliant.
- plan a strategy for removing any identified policies, procedures or barriers that hinder equality in the provision of services or employment opportunities
- establish, with regard to the strategy and its planned implementation, a clear and comprehensive policy on equality towards staff and service users/clients.
- ensure that policy is communicated to all staff together with the clear message that it is unlawful to discriminate.
- provide staff with training on their legal responsibilities together with awareness of the Equality Act, in order to enable them to apply the law effectively, intelligently and sensitively.
- gather and make available within the organisation, the relevant information needed by staff, enabling them to comply with their responsibilities under the Equality Act.
- ensure that all service users/clients are aware of the organisation's complaints procedure. The procedure itself must be accessible to people with communication difficulties and should be monitored for complaints which reveal practices or conduct suggesting a possible breach of the Equality Act.
This is an advanced workshop for those with a robust understanding of current equality and diversity legislation and good practice. The workshop assumes participants are fully conversant with the legislation that underpins the Equality Act. For those who need to update their knowledge and understanding we recommend attending our workshop on understanding the latest legislation. This workshop runs, typically, the day before this more advanced session. Both days can be booked at reduced overall price via the link below.
This workshop is designed to help participants to understand how to meet the requirements of the Equality Act 2010 and the Specific Duties Regulations 2011.
It is suitable for representatives from all organisations and businesses, especially those involved in strategic operational and HR management roles within public sector and/or national/large regional organisations receiving government funding, including representatives from:
- FE Colleges
- Independent Training Provider Organisations
- Infrastructure Organisations
- Public Sector Bodies
- All Bodies using or hoping to use, Public Funding
Participants are encouraged to bring their Equality and Diversity Impact Assessment and Single Equality Scheme toolkits to the workshop to use as a base for discussion and review. Exemplar toolkits are provided for those keen to introduce impact assessments for the first time or wishing to evaluate different approaches.
'Good foundation knowledge coupled with great examples.'
E&D Coordinator, John Leggott College
'Excellent. I would recommend.'
The workshop is split into 5 distinct but related sections
1 Prevailing legal situation and expectations
- Snapshot of the existing equality law framework
- Steady shift in the burden of proof
- Vicarious liability
- Implications for public sector organisations
- Implications for stakeholders
- Expectations - Ofsted Inspection and similar scrutiny regimes
2 What should real compliance with the Equality Act look like?
- Aims behind the new three public equality duties– governance/management/implementation
- Existing data and intelligence
- New sources of data and intelligence
- Fast-track equality and diversityassessments
- In-depth assessments – positive/neutral/adverse
- Consultation and Involvement strategies/processes
- Action Planning – Joining up to Single Equality or Diversity Specific Schemes
- Monitoring and Review
- Quality Assurance
- Links to Single Equality Schemes or Equal Opportunities Policies
3 Working through and engaging with each of the processes
This session looks in more detail at each of the above key stages and processes and explains how they can be made to work in practice - in a way that's user friendly for you!
The session includes
- a user-friendly Equality Analysis tool for, and within, a Single Equality Scheme
- case studies showing how the Equality Analysis tool can either "fast track" policies and procedures (employment or service delivery) OR subject them to a more detailed journey through consultative and subsequent decision-making stages
- an illustration of how to use an Equality Analysis Tool to identify areas for improvement in employment or service delivery
4 Making the Link to Real Action! - A Single Equality Scheme or an Equal Opportunity Policy?
Session 4 joins up the "dots" linking equality impact assessments with the actual content of your Single Equality Scheme or Equal Opportunity Policy. This session includes:-
- An A to Z template covering the nine essential topics for inclusion in a Single Equality Scheme. These nine topics embrace employment service delivery and stakeholder topics. They also cover access issues, corporate governance and links to other policies or procedures.
- Integration of your Impact Assessments within a Single Equality Scheme
- Information about tried and trusted Equality Steering Groups - their importance with quality assurance and consistency
- Elephant traps to avoid - such as having a cumbersome policy process and series of action points which might look nice on paper but don't actually meet the equality duties in a way that works for you!
5 Sources of further help/signposting to other support
Many organisations approaching the new public equality duties and the Equality Act for the first time are likely to find that others have met the same or similar situations before. Using the experiences of others can often provide a fast and effective range of ways to assess impact. This session highlights some of the options available for tapping into such resources.
The workshop concludes with the latest breaking political and legal news - inviting delegates to collectively speculate about the further direction and thrust of the Equality Act with sources of post-workshop advice and often free resources.
The workshop delivery style is lively, participative and sensitive to your needs. Throughout the day a range of activities will be undertaken, including:-
- Formal tutorials
- Templates Checklists and Guidance
- One-to-one Interviews
- Group Workshops
- Open Plenary Debates
- Problem Solving and Sharing
- Open “Surgery” on your policies and practice
Internal Staff Training and Development
This workshop, as with most of our good practice workshops, can be delivered on your premises. This approach is favoured by many of our clients as it provides a quality, value-for-money and highly effective route for staff development.
Running workshops internally, allows participants explore how key issues will impact on them and their organization and as a team begin to agree development action and priorities.
Typical costs for a one day good practice workshop, excluding VAT, are just £1290 + £30/person. Even with groups as small as 6 costs per person costs for internal workshops are lower than attending our open events and savings increase further when delegate travel-time costs and convenience are factored in.
More information at:
Related Equality and Diversity Workshops
- E&D in Education: Narrowing Gaps in Student Achievement - Core & ClassroomTechniques
- E&D Legislation: Understanding Latest Legislation 2013
Certificates of Professional Development.
Formal Certificates of Development will be issued, by post, to participants who complete this workshop. These certificates will detail the key learning aims and the face-to-face learning hours undertaken, enabling participants to update their CPD records and logs accordingly. The workshop also allows time, during the day, for participants to reflect on and record their personal learning development and consider how best to apply the knowledge gained on return to work. This element of the programme is designed to maximise the benefits from attending and enable participants to make better review judgments when recording their CPD activities.