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Contact Information

01228 817000

Carlisle City Council,
Civic Centre,
Carlisle,
Cumbria,
CA3 8QG

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Equality Impact Assessment Personnel Health and Safety Organisational Development

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Equality Impact Assessment: Personnel Services, Health and Safety and Organisational Development

Page updated 24/01/2012

Areas of work:

Pay, conditions and employee relations	Pay policy Contracts Expenses Salary protection Changes to establishment Flexible working policy Job share Secondment Flexible retirement Criminal records Pensions Redundancy Redeployment Recruitment and selections Car parking – permits Car allowances Long service awards Special leave for Public Duties Probationary
Employee wellbeing and equality	Equal opportunities in employment Sickness absence and sick pay Attendance management (sickness) Annual leave Flexi leave Compassionate leave Maternity and paternity leave Carers leave Adoption leave Special leave and family emergencies Grievance and disciplinary procedures Dignity and respect Confidential reporting Confidential counselling Code of conduct for officers Capability procedure
Health and Safety	Health and safety policy First aid Violence to staff Abuse of drugs or alcohol VDU users Occupational health
Organisational Development	Organisational Development Plan Employee survey Induction Training Skills for life Qualification Study Appraisals

Linked documents and information:

Jobs at the Council webpages
Equal opportunities in employment webpage
Health and Safety Policy
Organisational Development Plan
Workforce profile

Evidence

Screening for impacts

Does the policy/service impact on the following?

Equality Impact Screening	Impact Yes/No?	Positive impact?	Negative impact?
Age	Yes	Continued monitoring of Percentage of Early Retirements Request to stay on post retirement age are considered and often granted. Flexible retirement is considered and often granted. Pre-retirement training is offeredfor all employees. Apprenticeship scheme aims to recruit young people to the City Council.
Disability	Yes	Continued monitoring workforce through Percentage of Employees with a Disability and Top 5% of Earners: with a disability Reasonable adjustments are made. Disability Awareness courses run as part of the Corporate Training Programme
Race	Yes	Continued monitoring of workforce through . Ethnic Minority representation in the workforce – employees and Top 5% of Earners: Ethnic Minorities
Gender/ Transgender	Yes	Implementation of Pay Policy in March2010. Continued monitoring of workforce through Top 5% of Earners: Women Maternity and paternity leave legislation changes transferred to practice
Sexual orientation	No
Religion or belief	Yes	Faith and Belief module included in the e-Learning programme.
Health inequalities	Yes	A wide range of health and wellbeing initiatives are offered to staff. In 2011/12 – a specific project focussing on men’s health.
Rurality	Yes	Free parking for all staff
Human rights	No
Other	No	Policies are updated with latest legislation, best practice and organisational changes. Flexible working enables adjustments to be made, often beyond the current legislation. Redeployment register provides an opportunity for people to change roles based on ongoing health requirements. Flexi-time allows employees to manage their work/life balance needs.	Tension between the individual needs versus organisational need.