Equality impact assessment - Principles for the development of organisational structure and spans of control - guidance for managers

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1.1 Name of policy

Principles for the development of organisational structure and spans of control

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

The purpose is to identify ways to improve the effectiveness of the organisational structures and to make financial savings through the reduction of the manager headcount.

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

Statistical equalities breakdown of the managers deemed ‘at risk’ as a result of this process

Measure	At risk	%	WC	%
<25	3	0.61	353	6.26
25 - 54	382	77.17	3991	70.82
55+	110	22.22	1292	22.92
Female	316	63.84	3971	70.46
Male	179	36.16	1665	29.54
Disabled	13	2.63	131	2.30
Not disabled	306	61.82	3450	31.20
Unknown	176	35.56	2055	36.50
BME	4	0.81	84	1.50
Unstated	100	20.20	1173	20.80
WB	373	75.35	4193	74.40
WI / WO	18	3.64	186	3.30
Grand total	495	100	5636	1

The statistics in this table indicate that the number of at risk managers reflects the overall workforce make up with no adverse impact on any particular equalities characteristic.

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

A clearer definition of ‘what is a manager’ would have helped for consistency and understanding.

This definition is being made available on 21 October 2010.

Do we hold this data?

• Yes – obtain data prior to completing EIA
• No – do we need to start collecting this data? If so add to action plan

2 - Consultation

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

The principles were discussed in principal with the trade unions but formal consultation on this document did not take place due to the sensitive nature and timing of this process.

2.2 Is further consultation required? If so detail below and add to action plan

Not for this process

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?

This process will not have an impact on equality directly as it will be the selection processes which will have the impact on staff.

EIA’s completed for the Redundancy Procedure and Appointments Protocol have identified as actions that rigorous monitoring must take place throughout the process.

3.2 How will the policy affect different groups of staff?

The main group of staff to be affected will be managers. There is likely to be an impact on staff morale generally but this is not seen as an equalities issue.

3.3 Is there anything which could be included in the policy to help promote equality of opportunity and good staff relations or eliminate discrimination, harassment or unfair treatment?

No

3.4 Do any of your recommended actions to address any negative effects on one group of staff impact on any other groups? If so what actions could be taken to mitigate this?

No

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

• To have included a clearer definition of what is a manager for this process.
• To have publicised this process at the appropriate time.

4 - Summary

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

Yes, as it stands.

4.2 Have you identified anything through this EIA which should be more widely adopted in other policies or built into planning/strategy work?

• Undertake EIA’s at the earliest opportunity.
• Undertake consultation at the appropriate time with appropriate groups.
• Publicise policies/processes/procedures at the appropriate time.

5 - Action plan

Section of EIA	Actions	Target date	Review date	Responsible postholder
2.2 - Further consultation required	For future processes consult at he appropriate time			Service director, Human Resources
3.5 - Improving accessibility / understanding	To include the definition of a manager within this document To publish this process and future similar processes at the appropriate time	22 October 2010 22 October 2010	31 October 2010 31 October 2010	Service director, Human Resources Service director, Human Resources

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 - 20 October 2010
• Quality sign off - Equality and diversity partner - 20 October 2010
• Director sign off - Service Director, HR and Organisational Development - 10 November 2010

Last updated: 17 March 2011