Equality Impact Assessment - Grievance Procedure

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Function being assessed:

Grievance Procedure.

Is this a new function or a review of an existing function?This is a review of an existing function.

What are the aims/purpose of the function?

The aim of the procedure is to provide a framework for employees to raise a grievance when they consider they have not been treated fairly and consistently in relation to an employment matter.

Is the function designed to meet specific needs such as the needs of minority ethnic groups, older people, disabled people etc?

The function is designed to meet the needs of all employees regardless of age, sex, race, sexual orientation, religion or belief, ethnic origin and have their grievances addressed in a consistent and timely manner.

What information has been gathered on this function? (Indicate the type of information gathered e.g. statistics, consultation, other monitoring information)? Attach a summary or refer to where the evidence can be found.

Consultation took place with managers and staff via the Staff Consultative Committee, and the Directorate Consultative Groups regarding the Grievance Procedure before it was implemented. This ensured that concerns regarding the procedure could be raised and that all staff were aware that the procedure was going to be put in place.

All cases relating to employee relations which arise are recorded on a central spreadsheet and analysed on an annual basis. In the case of Grievances, however, the total number of grievances in any one year is so small that no effective comparisons can be made from the composition of those raising grievances to the overall composition of RBK’s workforce and therefore no practical conclusions could be drawn from this process.

In addition to this, if analysis was carried out on these low numbers (3 from 07/08 and 3 from 08/09) individual members of staff may become identifiable.

Does your analysis of the information show different outcomes for different groups (higher or lower uptake/failure to access/receive a poorer or inferior service)? If yes, indicate which groups and which aspects of the policy or function contribute to inequality?

From the consultation process, no specific concerns were raised in regards to the function creating potential different outcomes for different groups of people.

As described above, the numbers of grievances are too low to draw any conclusions regarding the effect of the function on different groups of people. However the monitoring of grievances will continue and will also take account of department and directorate and type of grievance in order to monitor any trends.

Are these differences justified (e.g. are there legislative or other constraints)? If they are, explain in what way.

See above.

What action needs to be taken as a result of this Equality Impact Assessment to address any detrimental impacts or meet previously unidentified need? Include here any reasonable adjustments for access by disabled people. Include dates by which action will be taken. Attach an action plan if necessary.

Continuing monitoring of grievance cases and monitoring of the 6 equality strands along with department, directorate, and manager details in order to identify trends.

If low numbers of grievances were identified in particular areas of work, it could be advisable to investigate staff awareness levels in that areas of work and establish whether this is due to limited access to the procedure which is available via the RBK intranet, in which case, further promotion of the procedure in Staff Update and making paper copies could be made available could raise awareness.

As part of the Grievance Procedure, meetings will be held with the member/s of staff and a hearing may be convened. In order to meet the needs of the employees, reasonable adjustments are always considered and accommodated where practical.

When will you evaluate the impact of action taken? Give review dates.

The action will take place over the next year and will be reviewed again in March 2010.

Assessment completed by:

Fiona Ginty

Human Resources

March 2009