Equality Impact Assessment - Business continuity plan

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1 - Scope

1.1 What are the main aims, purpose and outcomes of the policy, who benefits and how?

• Provides advice on HR issues that could arise in maintaining key services during an emergency.
• The policy supports the Corporate Business Continuity plan drawn up by emergency planning and the individual directorates.
• The policy is a temporary one and does not apply when council services are running normally.
• It explains a number of temporary working arrangements that might be implemented which could affect working hours, work locations, duties and working from home.

The priority is to maintain essential services but in doing this managers are reminded to balance these with the needs of staff who are covered by the protected characteristics particularly those covered by DDA, pregnant employees, young workers and those with caring responsibilities.

1.2 What data/research/evidence is available which is relevant to this Equality Impact Assessment (EIA)?

It is a legal requirement for local authorities to have a Corporate Business Continuity plan and this policy supplements that plan by providing specific guidance on HR issues.

Other local authorities and district authorities were approached on our behalf by SW Employers to find out what information they provided in similar circumstances.

1.3 Is there further data or information you think would be useful in carrying out this assessment?

Check with Emergency Planning to see if there is any data/information available from previous instances. If not see if Emergency Planning can collate this for the future.

2 - Consultation

2.1 Which groups were consulted when preparing the policy / EIA?

• JCC (Unions)
• Legal team
• Stakeholder panel
• Staffing policy
• Employers forum on disability
• Equal Chances, Better Lives

3 - Assessing impact and strengthening the policy

3.1 Using data collected (1.3) and information gathered from consultation ( 2.1) what implications might this policy have on equality?

N.B. The feedback from the EIA panel was positive in that the policy largely addressed the necessary equality issues. This is reflected in the content of the EIA documentation being minimal.)

3.2 How will the policy affect different groups of staff?

• Group
• How affected
• Any actions required
• Portected groups
• Point 15 in temporary redeployment section about giving special consideration to the needs of those with protected characteristics to be moved to beginning of ‘Temporary Working Arrangements’ as it applies to all possible work changes.
• Move to more appropriate section in policy.
• Gender and carers
• Consideration reimbursing childcare costs to also apply to other caring responsibilities.
• Add to policy
• Disability
• Link to Time Off in Exceptional Circumstances policy in relation to travelling and DDA protected employees.
• Link to policy

3.3 Is there anything that can be done to improve accessibility and understanding of the policy amoungst staff?

If the policy is implemented for it to be widely communicated amongst staff.

4 - Summary

4.1 Will the policy will meet the council’s responsibilities in relation to equality and human rights?

Yes, with changes highlighted in the action plan.

5 - Action plan

Action	Target date	Review date	Postholder to action	Progress	Completion date
See if data has been collected from previous instances. Liaise with emergency planning.	December 2010	March 2011	HR policy officer	After discussions with Emergency Planning - no specific data available	Completed December 2010
Point on giving consideration to the protected characteristics to be moved to the start of the different types of ‘Temporary Alternative’ arrangements that might be implemented. Amend policy.	December 2010	March 2011	HR policy officer		Completed December 2010
Consideration to reimbursing childcare costs to also apply to other caring responsibilities. Amend policy.	December 2010	March 2011	HR policy officer		Completed December 2010
Link to Time Off in Exceptional Circumstances.	December 2010	March 2011	HR policy officer		Completed December 2010
If policy needs to be implemented in an emergency by the Chief Executive it will have to be communicated quickly through HotWire (emergency email briefing) and by the Corporate Directors cascading down through their teams in accordance with their Service Level Business Continuity plans.	Need arises when policy is implemented	Not required	Corporate Directors		N/A

6 - Sign off

This policy has been fully assessed in relation to its potential effects on equality and all relevant concerns have been addressed.

• Panel sign off - 14 December 2010
• Quality sign off - Equality and diversity partner - 11 February 2011
• Director sign off - Service Director, HR and Organisational Development - 18 February 2010

Last updated: 16 March 2011