Equality impact assessment - Lone working policy

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1.1 Name of policy

Lone working policy

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

This is an overview policy which provides guidance about reducing the risks of lone working and putting appropriate procedures in place.

This policy will guide managers in creating specific lone working procedures for their teams.

• Benefits for managers – guidance and tools.
• Benefits for lone workers – ensuring appropriate safety measures are in place.

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

We don’t have exact figures for numbers of lone workers but know that the trend will be for numbers of lone workers to increase due to workplace transformation, the introduction of more community based services and a requirement for people to work more flexibly.

We have health and safety statistics showing reported incidents but these do not state whether they occurred in a lone working situation or not.

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

Flag with the health and safety team the possibility of collecting information about whether incidents occurred when the employee was lone working.

Also the possibility of collecting equalities monitoring data to identify whether certain groups of staff are more likely to experience abuse / injury. Feedback on outcome.

2 - Consultation

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

• JCC (Unions)
• Other - A specific stakeholder panel was set up including managers from departments with high numbers of lone workers – met on 4 May 2010

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

Staff Disability forum and Black and Minority Ethnicity (BME) forum staff were invited to attend a meeting reference EIAs in order to establish how they wish to be invloved.  This gave them the opportunity to comment on this EIA is they wish.  

Recognise that this will become a bigger issue in the future and flag with workplace transformation team as an area where further consultation and equal opps monitoring may be required.

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?

No implications from data held currently – this will become clearer when equality monitoring commences.

3.2 How will the policy affect different groups of staff?

Group	How affected (positive or negative)	Any actions required (add to action plan)
Disability / race / age / sex	Managers may be less inclined to recruit if they feel this group is less well suited to lone working.	A frequently asked questions to be added to polic. Create guidance document 'Equal Opportunities in Lone Working' for toolkit.
Disability	Acces for home visits / inspections	Include example in guidance document 'Equal Opportunities in Lone Working' for toolkit
Age	Lack of experience in dealing with difficult situation	Include example in guidance document 'Equal Opportunities in Lone Working' for toolkit
Race	Client may refuse to deal with person of certain race	Links to training courses Include examples in toolkit
Disabled	May not be able to use particular types of communication / tracking equipment	Add information to flowchart and suggest Access to Work contact

These are just some examples of how different groups may be affected by the policy and is not exhaustive. It illustrates the fact that people will have different needs and there are diverse issued to consider. These will be addressed more fully in the “Equal opportunities in lone working” guidance document in the toolkit.

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?

Including information about recruitment as a frequently asked question.

Speak to Learning and Development about a lone workers training package as a future requirement.

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?

• Ensure dissemination via managers at team meetings
• Workplace Transformation team to promote

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

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

• Toolkits to include equalities guidance for managers where appropriate.
• Earlier consultation with external groups built into policy writing process.

5 - Action plan

Section of EIA	Actions	Target date	Review date	Responsible postholder
1.4 - Further research required	Equality and diversity performance partner to contact Health and Safety to raise the possibility of collecting information about whether incidents occurred when the employee was loneworking. Also the possibility of collecting equalities monitoring data to identify whether certain groups of staff are more likely to experience abuse / injury. Feedback on outcome.	30 June 2010	1 September 2010	HR policy officer
2.2 - Further consultation required	Staff Disability Forum and BME Staff Forum– Policy officers will brief them at next meetings (13/7/10 – BME and 15/7/10 – Disability) re EIA’s and the panels in order to establish how they wish to be involved. Will give them an opportunity to comment on this EIA if they wish. Comments back by 26 July 2010. HR policy officer to flag with workplace transformation that this is an area where further consulation and equal opportunities monitoring may be required.	13 July 2010 and 15 July 2010 30 June 2010	1 August 2010 1 September 2010	Equality and diversity performance partner and Equality and diversity policy officer HR policy officer
3.2 - Mitigating negative impact on different groups of staff	Frequently asked questions to be added to policy regarding recruitment – flagging the need to make reasonable adjustments. Add info about reasonable adjustments to equipment flowchart and suggest Access to Work contact Create guidance document "Equal Opportunities in loneworking" for toolkit.	30 June 2010 30 June 2010 30 June 2010	1 August 2010 1 August 2010 1 August 2010	HR policy officer HR policy officer HR policy officer and Equality and diversity policy officer
3.3 – Promoting equality of opportunity / good relations	Speak to L&D about a ”loneworkers training package as a future requirement.	23 July 2010	1 September 2010	HR policy officer
3.5 – Improving accessibility /understanding	Ensure dissemination of policy via managers at their team meetings Workplace Transformation team to promote	1 August 2010 1 August 2010	1 October 2010 1 November 2011	HR business partners Strategic Development Manager
4.2 Wider adoption	Toolkits to include equalities guidance for managers where appropriate Amend policy writing process to ensure earlier consuultation with external groups	1 August 2010 30 June 2010	ongoing 1 August 2010	Policy team 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.

• Panel sign off - 23 June 2010
• Quality sign off - Equality and diversity partner - 16 July 2010
• Director sign off - Service Director, HR and Organisational Development - 16 July 2010

Last updated: 17 March 2011