Equality Impact Assessment: What It Is, Who Needs It, and How to Do It Well
An Equality Impact Assessment is a structured process for identifying how a proposed policy, procedure, project, or change in practice is likely to affect people with different protected characteristics. For public sector organisations, carrying out an EIA is one of the principal ways of demonstrating due regard under the Public Sector Equality Duty, it is mandatory in Scotland and Wales. Done well, it helps organisations get things right first time, avoids costly retrofitting, and shows that equality is embedded in decision making rather than treated as an afterthought.
Who needs to carry out Equality Impact Assessments
The Public Sector Equality Duty, established under the Equality Act 2010, applies to all public sector organisations including local authorities, NHS trusts, schools, universities, central government departments, and police forces. The duty requires these organisations to have due regard to the need to eliminate discrimination, advance equality of opportunity, and foster good relations between different groups. An EIA is the evidence that due regard has been given.
Private sector organisations that deliver public services, or that are committed to embedding equality into their decision making as a matter of good practice, also benefit from the EIA process. The discipline of thinking through the impact of a decision on different groups is useful regardless of whether there is a statutory requirement.
What the process involves
A well-run Equality Impact Assessment considers the likely effect of a proposed change on each of the nine protected characteristics under the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
It draws on data, research, and consultation to understand the needs of different groups. It identifies where a proposed action might inadvertently disadvantage anyone, and sets out what steps will be taken to remove or mitigate that disadvantage, it also identifies where we can advance opportunities for different groups. Done well, it looks at intersectional impact, maximizing its benefit. The aim is to get to the right answer before implementation, rather than responding to problems after the fact.
Why it matters in practice
Failing to carry out an EIA, or carrying one out as a paper exercise without genuine engagement, creates real risk. Judicial review challenges against public bodies frequently cite inadequate equality impact assessment as a ground of challenge. The Equality and Human Rights Commission monitors compliance with the Public Sector Equality Duty and has powers to investigate and enforce where organisations are falling short.
Beyond compliance, organisations that embed EIA into their planning processes make better decisions. Consulting with different groups at the outset surfaces needs and perspectives that would otherwise be missed, and avoids the cost of policies that need to be redesigned after implementation.
How we can help
Were EIA processes are not in place, we create templates and provide guidance toolkits. We facilitate Equality Impact Assessment sessions for public sector organisations and for private sector clients committed to embedding equality in their decision making. We work with teams to understand the process, apply it to specific policies or projects, and build the internal confidence to carry out assessments independently going forward. We also provide EIA training for HR teams, project managers, and senior leaders.
Find out more about our Equality, Diversity, and Inclusion training and our Diversity Research and Analysis services.
Get in touch to discuss an EIA facilitation session or training programme for your organisation.
