Equality Impact Assessment - Employment Equality (Age) Regulations 2006 Guidance

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• Equality Impact Assessment - Employment Equality (Age) Regulations 2006 Guidance

Function/Service Being Assessed:

Employment Equality (Age) Regulations 2006 Guidance Documents covering retirement (guidance for managers and employees) and recruitment under the regulations.

Populations served/affected:

All Employees

Is it relevant to the general duties as specified by the Race Relations Act and the Disability Discrimination Act? (see Guidance notes)

Which of these aspects does the function relate to (if any)?:

1. Eliminating Discrimination  
2. Promoting Equality of Opportunity
3. Promoting good relations  
4. Preventing harassment
5. Enabling participation in public life

Do you monitor your users?

Yes  - for recruitment purposes – the ages of applicants, those interviewed and those appointed are monitored and statistics are produced on a 6 monthly basis. For retirement purposes, the number of staff requesting to and permitted to work beyond 65 are monitored however this is not currently analysed.

Is there any evidence or reason to believe that some groups could be differently affected?

No, the guidance underwent a full consultation process using the SCC and DCG’s along with several managers’ briefings outlining the implications of the regulations. In addition to this, the analysis of recruitment activities in relation to age has not identified any groups who may be adversely affected by the guidance.  

  

Which equality groups are affected?

What is the degree of relevance?

In your view, is the information you have on each category adequate to make a decision about relevance?

N/A

Are there any triggers for this review (for example is there any public concern that functions/services are being operated in a discriminatory manner?) If yes please indicate which:

No

Conclusion

On the basis of the relevance test would you say that there is evidence that a medium or high detrimental impact is likely?

No, however the data relating the recruitment and retirements will continue to be monitored and a full EQIA will be carried out if deemed necessary following future analysis.

Note: if a medium or high detrimental impact has been identified then a full equality impact assessment must be undertaken using Form B.