Summary of Completed EIAs

As part of the University's commitment in conducting EIAs in compliance with equality laws, the following table provides a list of completed EIAs (most recent first).

Policy, procedure or service

Dates Summary of EIA

REF 2021 Code of Practice (signed-off by REF E&D Review Group)

Aug 2021 To be inserted. 

HR: Dignity and respect at work policy

27 Oct 2020

The policy makes it clear, that the University is committed to a zero-tolerance approach to bullying, harassment, discrimination or victimisation of any kind. Such behaviour is contrary to the values and ideals of our shared community which requires a commitment to treat everyone with dignity, courtesy and respect.  Examples of behaviour that may constitute harassment in the workplace is provided specific to protected characteristics.

HR: Overseas working procedure

7 Sep 2020

The procedure raises awareness of potential customs and restrictions of overseas countries, as provided by the UK Government’s foreign travel advice website.  The procedure also contains a risk assessment for employees and line managers.

HR: Gender-based violence (including Sexual Misconduct)

17 Jul 2020

The policy has a positive impact across the University, as it sets out the procedure for raising and responding to disclosures of GBV and sexual misconduct, to ensure the physical safety of our employees, and signpost access to specialist support. The policy also outlines the process for dealing with perpetrators of GBV and sexual misconduct including when the behaviour may also constitute a criminal offence. 

EDI: Policy and Guidance on Trans Staff and Students

22 May 2020

The policy stipulates the support provided to Trans staff and students.  Trans is an umbrella term to describe people whose gender is not the same as, or does not sit comfortably with, the sex they were assigned at birth, including people who are non-binary or otherwise gender non-conforming and women or men with a trans past.  It also stipulates that the University will treat all trans staff and students with dignity and respect and seek to provide a work and learning environment free from discrimination, harassment and victimisation. 

HR: Menopause guidance

21 Nov 2019

The guidance document positively raises awareness of menopause symptoms and provide a framework for requesting support in the workplace. The document is compliant external guidance, such as with ACAS guidance on Menopause at work, and guidance provided by Faculty of Occupational Medicine (FOM).  It also details support measurements, such as from line managers, risk assessments, and workplace adjustments. 

Procurement: Pre-Qualifying Questionnaire (PQQ) 

5 Jul 2013

Checklist to comply with the University's Equality Statement and policy and to provide evidence of the contractor's policy on equality is mainstreamed through:

Appendix 4 of the Supply Chain Code of Conduct of the University Sustainable & Ethnical Procurement Policy with the requirement to ”Treat employees, students, staff and visitors fairly” by adhering “to the University’s Equality Statement (Appendix 6) and Equality & Diversity Inclusion Policy to ensure the fair treatment of staff (including other contractors), students and visitors on University premises in line with the Equality Act (2010).

Procurement: Supplier Environment and Sustainability Appraisal

30 Jul 2013

10 forms of different legislative and good practice public sector guidance has been sourced and utilised for updating the policy which were recently published e.g. the Scottish Government Procurement Policy Note SPPN in Dec 2012 and the UK Government Procurement Policy Note – Public Procurement and the Public Sector Equality Duty in Jan 2013. To comply with the Scottish Specific Duties (2012) the Procurement Unit has actively agreed to ensure:

  • Staff complete the latest Diversity online training
  • Embed the University Equality Statement within the policy
  • Ensure people of different ‘protected characterises’ or with trades union membership are not discriminated against during the total procurement process
  • Create a mechanism to request copies of contractors equality policies – to be checked in partnership with the E&D Officer on an on-going basis

The next stage of the EIA will be to gain feedback from the diversity of the University’s community via online engagement facilitated by the E&D Officer and to create a revamped draft document taking into account of the recommended actions as set out in this EIA.

Students’ Union & Estates: SU Refurbishment 

19 Jul 2012 - Aug 2013 

Oct 2011: Access agency created a report for Estates and Students’ Association to utilise for has been involved in developing plans for disability access. Input has been provided by the Disability Advisers. The views of students have been taken into account through a host of engagement initiatives.

Jun 2011: E&D Officer recommendations for alcohol free environments were made to the Sabbaticals during their Diversity Awareness training following engagement with societies and equality groups to cater for users of different beliefs, cultures and health requirements – these have been taken into account – and also complies with the EHRC Equality Act Code of Practice for Services, Public Functions and Associations. Creating initiatives for further engagement specific to accessibility to key service provision and non-alcohol zones. 

REF 2014 Code of Practice (signed-off by REF E&D Review Group)

30 Aug 2011 - 20 Feb 2014 

Alignment to the EHRC Equality Act Statutory Code of Practice for Employment’ sections 2.3 to 2.30; 2.35 to 2.69; 5.1 to 6.39; and 7.1 to 7.34. 

The REF process impacts positively on staff of different ‘protected characteristics’ to advance in their careers, which is due to the provision of adjustments available in terms of reduction of output if circumstances impact their research.  

HR: Volunteering Agreement & Guidelines  

21 Jul 2011 Documents are inclusive of volunteers at the University being protected under the Equality Act (2010) according to their ‘protected characteristic’. Volunteers to adhere to the Equality Statement. Action to create an ‘Equality Briefing’ for managers in addition to the Guidelines about volunteers now being protected from Direct discrimination; Discrimination arising from a disability; Indirect discrimination; Harassment; Victimisation. 

HR: Consultation on pension proposals for changes to the Universities Superannuation Scheme (USS) 

24 Nov 2010

A proposed new flexible retirement scheme enabling the option of taking some benefits from age 55 whilst continuing to work part-time may provide better working options for single parents, carers of dependents and disabled family. University Harassment and bullying at work and study Policy & Procedure embraces the value of older staff by emphasising their strengths and respecting their views in the workplace and studying environment. University Retirement Policy – Rights to requests flexible retirement options and the opportunity for members of staff to request to work beyond the age of 65 is already honoured and operational: section ‘3.2 Request to work on’.

Staff who may have issues with reading the paper (hard-copy) consultation received by internal post are able to access information on-line via the on-line ‘Friday Memo’ staff memo. Staff with mental health issues or who may suffer from stress who may require information about the content of the consultation affecting them, are able to contact the HR Salaries & Pension staff to speak about the consultation in person or via the phone. 

HR: Equality Statement & Policy (Further EIA) 16 Jul 2011  The Equality Statement will actively minimise the risk of potential offensive environments (homophobic, racist, gender bias), including by those associated with the University (e.g. visitors, contractors and service providers). The draft policy was inclusive of engagement initiatives with the student societies and external equality groups and agencies. Review the policy once the Scottish Specific Duties of the Public Sector Equality Duty are announced following an EIA on the Equality Schemes. Take into account the wider remit of equality data monitoring by HESA. Mainstream the reviewed Equality Statement and/or signposting into equalities related polies and procedures including handbooks via: Service Directors Group Heads of Schools Procurement for Contractors Equality Staff & Manager Briefings Student Inductions via Student Services Students’ Association Assess impact of equalities monitoring data for setting objectives in the proposed Single Equality Scheme. 
HR: Equality Statement & Policy 22 Nov 2010  Both the printed and webpage version of the policy are promoted to staff to be aware of at the stages of Job application; Staff interview; Staff and student induction; Referencing to equality related University polices; ‘Diversity Awareness’ training sessions; ‘Diversity for Managers’ training sessions; Staff awareness documents such as ‘Equality Briefings’. Printed and website versions to be aligned once updated with the Single Equality Act (2010) and the proposed Scottish Public Sector Equality Duties (2011) and be promoted more widely. Feedback via engagement with equality agencies community groups should be carried out as part of an EIA Full Assessment. 
HR: Harassment and Bullying at Work and Study Policy and Procedure 21 Jul 2010  Policy & Procedure was promoted on pages 47 & 48 of the University Staff Magazine title ‘The Standard’ (hardcopy and online) in Issue 17, November 2009 with the following good practice areas covered: Effectiveness of Harassment and Bullying Procedures; Feeling harassed?; andInformal help and guidance available through Harassment Contacts on a confidential basis.Importance of having a non-intimidating/offensive workplace and studying environment is delivered in every Staff Induction and School/Unit through ‘E&DI’ Awareness training since February 2010. Procurement/tender documents to contain a specification that not only covers equality and diversity issues, but includes a reference to the institution’s bullying and harassment policy. Evidence per Equality Strand’ to be collated by Harassment Staff Contacts. Online anonymous staff feedback initiatives to be put into place. Plan to review policy once Scottish Specific Duties have been passed. 
HR & CAPOD: Event & Meeting Inclusion Guide 30 Jun 2010  Online University-wide guidance which promotes the need for anyone arranging or facilitating an event, meeting, seminar, learning activity to consider the needs of different attendees of different ‘equality strands’ for: Venue Location & Accessibility; Timing; Fair Participation; Dietary Requirements; Content of Events & Meetings; and Presentations & Handouts. Attendees’ needs are inclusive as the practice encourages organisers to open to comments and asking for guidance on how best to meet their particular needs. Sign positing to use the on-going equality guidance created by the E&D Officer.  
HR: Adverse Weather Guide  29 Jun 2010  Consideration is given to staff if they have caring responsibilities to take leave under the Carer’s Leave Scheme during adverse weather conditions. Create linkages with ‘Family Friendly’ polices similar to consideration shown for the Carer’s Leave Scheme. Staff feedback from users of this policy is required to ensure staff experiences match the processes provided by line management and HR – possibly through the next staff survey. 
HR: Qlikview (Further EIA)  18 Jun 2010  Statistics illustrated in text in addition to the graphics would be more ‘screen-reader’ friendly for sight impaired users (staff access only). 
HR: Qlikview  17 Jun 2010  Staff confidentiality is an important part of the new software and inclusive of regulations: Employment Equality (Age) Regulation 2006; Disability Discrimination Act (DDA) 1995; Employment Equality (Sex Discrimination) Regulations 2005; Employment Equality (Religion or Belief) Regulation 2003; Gender Recognition Act 2004; Sex Discrimination Act 1975; Race Relations Act 1976 (Amendment) Regulation 2003; Racial and Religious Hatred Act 2006; Equality in Employment Regulations (Religion or Belief) 2003; Employment Equality (Sexual Orientation) Regulation 2003; Work and Families Act 2006. Qlikview Project Team consulted with HR resulting in data being consistent with the updated Equal Opportunities Monitoring Form which is in use following the EIA on staff monitoring. 
HR: Communication Document – Restructuring  11 Jun 2010  A good practice 90-Day consultation period is used, providing time for those on leave, working part-time or those with caring responsibilities to be factored in. Consultations carried out with the staff affected involve gathering feedback from staff regarding their age; disability; gender; gender identity; race; religion or belief; sexual orientation; and caring responsibilities. Ensured that any staff affected genuinely have equal opportunities for re-training and/or redeployment. Initiatives to provide support to those affected are offered equally to all staff. The process is dealt with in a consistent and sympathetic manner and setting out formal processes of consultation with the affected groups. 
IT: Unimail (Further EIA)  18 May 2010  Braille users did not find any disability related issues with the new Unimail service. 
IT: Unimail  23 Feb 2010  Ensured that the service is inclusive of protecting individuals from suffering abuse, harassment, defamation or discrimination at the hands of others: Human Rights Act 1998 'right to respect for private and family life, home and correspondence'. Protection from Harassment Act 1997, Defamation Act 1996, Discrimination law (age, sex, race, disability, sexual orientation and religion or belief). 
HR: Staff Induction   17 Feb 2010  Information for staff relocating available on the website.Online E&D training is provided. Basic E&D training is mainstreamed as part of Staff Induction. E&D Officer to align training to the Equality Act (April 2010) and the Public Sector Equality Duty (2011). E&D Officer to deliver Staff Induction sessions in addition to awareness across the University through School/Unit specific sessions and creating Equality Briefings for each Equality Strand. Such briefings and learning material to be inclusive of feedback from equality agencies and University equality groups. 
HR: Equal Opportunities Monitoring Form 10 Nov 2009 Update form to be more reader friendly for disability and learning difficulty.  Provide wider examples of disability in order to promote disability disclosure.  Update criteria to include in preparation of the Public Sector Equality Duty proposed in 2011 such as including sexual orientation, religion and belief.  Align the E-Recruitment process to be inclusive of the equality data criteria.