EIA guidance
A blank pro-forma is available. This guidance document provides signposting to areas or topics that might be considered, or some outcomes that might be seen for each question throughout the process of your conducing an EIA.
Guidance for understanding and assessing impact for different groups
- What evidence or consultation has been used to determine the impact on different groups? If you have identified gaps in the evidence required to assess impact, how will you address these?
- Set out the range of evidence you have used to analyse the impact / potential impact of your work.
- How have you maximised engagement?
- How have you consulted staff / students / the community to inform development and delivery?
- What methods do you use to engage with your intended beneficiaries and how can these be regarded as accessible for different groups?
- Highlight where gaps prevent you from understanding what the impact might be for different groups.
- Indicate your actions for addressing any gaps you have identified.
- After consideration of evidence, how will different groups of people benefit? Is there a differential impact (positive or otherwise) on different groups of people? Please outline what these are.
- Is there a differential impact on different groups? Is this intended?
- Is the approach the same for everyone?
- Do you use alternative modes of delivery or incorporate flexibility to meet different needs?
- What, if any, positive impact have you identified for other groups?
- Are there areas where different approaches are required to meet the needs and/or enhance the experience of staff/students from different groups? What will these be?
Guidance for consideration of opportunities to enhance equality
How will improving the experience and outcomes of people from different groups contribute to effective policy/project/operational delivery?
For example:
- Recruitment and retention of talent from a diverse range of staff at all levels.
- Variations in outcomes for staff and students across all protected characteristic groups start to reduce.
- Staff and students are more confident in thinking about and engaging with diversity in the delivery of their work and in their relationships with each other.
- Increasing the likelihood of retention for students at risk.
- Contribution to closing awarding/attainment gaps between different groups of students. Increased wellbeing of staff and students to aid retention and productivity.
- Piloting innovative approaches and mainstreaming of effective practice.
- Contribution to inclusive culture.
- Staff and students are more confident in thinking about and engaging with diversity in the delivery of their work and in their relationships with each other.
Guidance for planning actions to address negative impact or promote positive impact
For areas where you have identified that the experience and outcomes for people from different groups could be improved, please record the actions in the plan below, identifying your timeframe and who will be responsible for delivery.
Where adverse impacts are found that are believed to be unavoidable, guidance must be sought from HROD regarding the legality of the impact.
Remember to include actions to communicate and promote effective practice and positive outcomes and to address gaps in evidence where identified.