Equality Impact Assessment - RBK's People Strategy

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• Equality Impact Assessment - RBK's People Strategy

Function being assessed:

RBK’s People Strategy

Is this a new function or a review of an existing function?

Review of previous People Strategy

What are the aims/purpose of the function?

This is an overarching strategy designed to oversee our workforce planning activities to ensure that we have the right staff in place to deliver our strategic objectives.  

The strategy sets out the priorities in the Kingston Plan and Destination Kingston and mirrors the five themes in the National Pay and Workforce Strategy.  Equality objectives are embedded within the five themes.

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

It is designed to promote equality of opportunity.  It ensures that our employment policies and procedures do not have an adverse impact on any groups of employees.  

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.

The draft strategy has been sent for consultation to Unison, DCGs, the BME and Disabled Staff Group and the Fast-Forward Network.  Feedback from this consultation will be taken into account in producing the final version of the Strategy.

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?

No

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

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.

We have revised the draft to be more explicit about the links to the Equality Standard/Framework and to list the six equality strands.  We have included equalities in one of the rings in the diagram at the end to reflect that it has an overarching influence and is embedded within the five themes.

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

Once the document is finalised we will review in a year.

Assessment completed by:

Marie Gadsden

Human Resources

25 February 2009