Equality Impact Assessment

Lead officer(s)

Michelle Morrison

Date relevance assessment conducted

16 Nov 2020

Which groups of people do you think will be, or potentially could be, impacted (positively or negatively) upon by the implementation of this policy?

People with disabilities : No

People from black and minority ethnic communities and different racial backgrounds : No

Women and men (boys and girls) : No

Older people : No

Lesbian, gay, bisexual and transgender people : No

People from different religions or beliefs and people with no belief : No

Women who are pregnant or on maternity leave : No

People who are married or in a civil partnership : No

Children and young people : No

Do you have evidence or reason to believe that this policy/function/review will, or may potentially impact on Children's Rights 4?

N/A

Do you have evidence or reason to believe that this policy/function/review will, or may potentially impact on Human Rights 8?

N/A

Do you have evidence or reason to believe that this policy/function/review will, or may potentially:

Eliminate discrimination faced by particular groups : low

Impact upon the promotion of equality of opportunity between particular groups : low

Impact upon good relations between particular groups : low

Does it have overall relevance to equality? low

Impact on communities, including communities of interest: low

Reduce inequalities of outcome caused by socio-economic disadvantage:

Equality impact assessment required?

No

Rationale for decision

This Policy, whilst recognising that in some circumstances compulsory redundancy may become necessary, aims to offer alternatives such as the redeployment of staff, retraining and career change opportunities. Where there is a need to reduce workforce numbers, it seeks to explore voluntary options so that employees who can afford to leave their employment can do so over those who cannot. Whilst it is not likely that this Policy would adversely effect any one equality group over another regarding decisions for redundancy, it may be more difficult for older employees to secure future employment if made redundant. The Policy offers more favourable treatment of older employees who are in the pension scheme by offering enhanced pension benefits.



it helps to ensure a fair, consistent and transparent process is in place for all affected staff and ensure that staff are effectively consulted and supported through the process.