Public Sector Equality Duty & Equality Impact Assessment Training

Example Programme

Duration: 3 hours

Session Overview:

This course will provide participants with an in-depth understanding of the current legislative landscape and equip them with tools and strategies to manage dignity and respect within their teams and the public. It will address legal obligations, recent rulings, and cultural approaches to ensure workplaces are free from bullying, harassment, and discrimination. It is also a practical session covering implementing Equality Impact Assessments

This program balances legal updates with practical implementation and interactive discussions to ensure that managers leave with both knowledge and actionable strategies

Course Programme:

Legal Framework Update

  1. Equality Act 2010 & Worker Protection Act 2023
    • Overview of key provisions and recent updates.
    • Introduction to the Worker Protection Act 2023: scope, implications for employers, and key compliance points.
  2. Public Sector Equality Duty
    • Reminder of responsibilities of public sector bodies under the Duty.
    • How to ensure compliance and promote equality in day-to-day operations.
  3. Recent Tribunal Rulings
    • Analysis of recent landmark cases affecting Equality legislation.
    • Discussion on implications for workplace practices, specifically on harassment and discrimination claims.
    • How these rulings influence manager responsibilities.
  4. Likely Forthcoming Changes
    • Short speculative discussion on potential legislative changes
    • What to anticipate in equality legislation moving forward.

Practical Tools and Implementing Equality Impact Assessments

Overview:
This section introduces the principles of Equality Impact Assessments (EIAs) and provides hands-on experience in their application. Participants will learn how to identify potential equality impacts, document evidence, and develop mitigation strategies.

  • Introduction to the Equality Impact Assessments
    • The purpose of EIAs in promoting fairness and preventing discrimination. Legal obligations: How EIAs align with the Public Sector Equality Duty.
    • When and why you should conduct an EIA.
  • Workshop: Identifying Impacts
    • 1: Identifying Policies and Practices
      Participants work in groups to identify one policy or practice within their workplace (e.g., recruitment, promotion, flexible working) that might have an impact on equality.
    • 2: Assessing Potential Equality Impacts
      • Participants will assess how this policy may impact different groups (based on protected characteristics).
      • Discussion on direct and indirect impacts, with real-life examples (e.g., indirect discrimination in job advertising or performance appraisals).
    • 3: Evidencing Impacts
      • What evidence to collect (e.g., employee surveys, demographic data, feedback mechanisms).
      • Sources of evidence
      • Documenting the data: How to ensure the evidence is robust and reflective of diverse perspectives.
    • 4: Developing Mitigation Strategies
      • Identifying ways to minimise negative impacts or promote equality more effectively.
      • Practical solutions such as adjusting criteria, offering alternative working arrangements, or targeted interventions (e.g., diversity training, reviewing recruitment criteria).
      • Ensuring follow-up: How to monitor the effectiveness of the mitigations over time.