How to complete an EIA
The analysis should describe how the work takes account of these needs.
A pro-forma template with guidance is available. This provides prompts that support the delivery of the aims and principles set out in this policy.
Equality Impact Assessment training for staff
We've put together Equality Impact Assessment training for staff that introduces you to a tool that is fundamental to the University being a truly inclusive organisation. It will show you how to build an effective, embedded approach to equality consideration and impact assessment. It also aims to increase your confidence in the delivery of Equality Impact Assessments (EIA) and help Loughborough University meet the requirements of the Equality Act 2010 and Public Sector Equality Duty.
What needs to be done following an Equality Impact Assessment
Where an Equality Impact Assessment (EIA) identifies differential, adverse or unintended impacts, further action must be taken to avoid, remove or mitigate those impacts wherever possible. Actions should be proportionate to the level of impact identified and clearly recorded within the EIA.
Completed EIAs must be reviewed and approved by the relevant Dean, Director, Committee or Group with ownership of the policy, practice, service or process. Where responsibility has been delegated, approval may be provided by a nominated EIA Reviewer, with overall accountability remaining with the Dean, Director or Chair.
Where adverse impacts are identified and assessed as unavoidable, advice must be sought to ensure that the proposed approach is lawful, proportionate and justified. This may include:
- Consulting Human Resources and Organisational Development (HR/OD) where impacts relate to staff;
- Consulting the Academic Registry and/or Student Services where impacts relate to students;
- Seeking advice from Legal Services or EDI Service, particularly where issues relate to freedom of speech, academic freedom, discrimination or harassment.
All completed EIAs must be recorded and retained added to the EDI Hub, add your document to the EIA log and upload to the EIA repository. This log provides an audit trail demonstrating compliance with the Public Sector Equality Duty and other legal obligations and supports organisational learning by creating a shared evidence base from which good practice can be developed.
EIAs are living documents. Where actions are identified, the responsible lead should ensure that progress is monitored, outcomes are reviewed, and the EIA is updated where necessary, particularly if the policy, practice or context changes.
It should be noted that completed EIAs may be subject to Freedom of Information (FOI) requests. EIAs should therefore be written clearly, accurately and professionally, and any personal or sensitive data should be removed or anonymised in accordance with data protection legislation.