Ravensbourne is committed to promoting Equality and Diversity. Whilst impact assessments are no longer a legal requirement under the Equality Act 2010, they will still be undertaken for all equality areas as good practice and will be conducted as necessary by the HR Officer or Department Heads to determine whether a policy or initative has a differential impact on a particular group.
Process and resources
The first step in the process is to complete an Initial Screening. This is done by the line manager or HR Officer, depending upon who is responsible for the new policy or initiative.
If it is felt that further assessment is needed, Form B, a Full Assessment is then completed by the HR Officer. This stage examines the initiative in more detail to obtain information about its potential adverse or positive impact on protected groups. It will help inform whether any action needs to be taken and may form part of a continuing assessment framework.
The final stage taken, is a full consultation with members of staff from various protected characteristic groups in order to establish whether any amendments need to be made.
Please view our impact assessment flowchart which summarises the process.