Equality Impact Assessment - Homeworking Policy

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1 - Scope

1.1 List the main policy aims/outcomes, who benefits and how

• To support employees who ask to work from home.
• To guide managers about who can work from home and the process to manage this request
• To provide a toolkit for managers to make home-working a success.
• To provide links to flexible working and health and safety policies.

1.2 What data, research or evidence is available which are relevant to this EIA?

• We have data about the number of employees who claim home working allowance (160 total).

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

• It would be useful to know how numbers will increase with workplace transformation – ask the Strategic Development Manager if they have projected figures.
• No way currently to track equal-opportunities data for those who home-work on an ad hoc basis. Better tracking may be available with new IT solutions-raise with IT.

Do we hold this data?

• No – add to Action Plan

2 - Consultation

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

• Staff Disability Forum
• JCC (Unions)
• Workplace transformation team, human resources

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

• No

3 - Assessing impact and strengthening the policy

3.1 Using data collected (1.2) and information gathered from consultation ( 2.1) what implications might this policy have on equality?

• Not applicable

3.2 How will the policy affect different groups of staff?

Group	How affected (positive or negative)	Any actions required (add to action plan)
Disabled	May be more likely to want to work from home as hard to access offices	Will need to make managers aware that this could be a reasonable adjustment –add frequently asked questions to policy
Disabled	If have mental health issues may find home-working too isolating, lacking support.	Add information for managers’ guidance
Carers / parents	May be unable to concentrate at home if child / dependant is there	Add frequently asked questions

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?

• Could highlight that this policy may enable disabled staff or staff with health issues to be based at home if this is more accessible. Add frequently asked questions to policy.
• Should highlight need to ensure that adjustments made to workstations etc. are not put at risk by need to share workspace etc. Add Equal Opportunities in flexible working guidance.

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

• Ensure managers are made aware of toolkit via communications channels and brief their teams
• Ensure managers of non-PC users brief their staff

4 - Summary

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

• Yes – with changes highlighted in the action plan

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

• No

5 - Action plan

Section of EIA	Actions	Target date	Review date	Responsible post holder
1.3 – Further research required	Ask Workplace Transformation about projected figures for home working Query with IT re tracking home-workers	1 August 2010 1 August 2010	1 September 2010 1 September 2010	HR Policy Officer HR Policy Officer
3.2 – Mitigating negative impact on different groups of staff	Add frequently asked questions to policy regarding reasonable adjustments where home working is requested by disabled employees / those with health issues Add info to managers guidance re stress / isolation of home-working Add frequently asked questions re difficulty of working from home if children / dependants are there	1 August 2010 1 August 2010 1 August 2010	1 September 2010 1 September 2010 1 September 2010	HR Policy Officer HR Policy Officer HR Policy Officer
3.3 – Promoting equality of opportunity / good relations	Add an “Equal opportunities in flexible working” guidance document – include need to retain adjustments to desks above hot desking	1 August 2010	1 September 2010	HR Policy Officer
3.4 – Improving accessibility / understanding	Ensure managers are aware of new policy and toolkit via comms and HR online Ensure new policy is on team brief for non PC users	1 September 2010 1 September 2010	1 December 2010 1 December 2010	HR Policy Officer HR Policy Officer

6 - Sign-off

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

• Quality sign-off - Equality and Diversity Partner - 22 July 2010
• Director level sign off - Service Director, HR and Organisational Development - 3 August 2010

Last updated: 18 April 2011