Equality Impact Assessment - Redundancy policy and procedure

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1.1 Name of policy

Redundancy policy and procedure

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

This policy outlines Wiltshire Council’s approach to dealing with staff facing the prospect of redundancy.

It explains the process for consultation, the two approaches to redundancy (voluntary and compulsory) and answers the most common questions.

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

Between 1 April 2009 and 31 March 2010 - One Council first year redundancies:

• Managers - 27
• Non managerial - 35
• Overall - 62

Not equalities tracked

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

Need to be able to track whole process from being put at risk to being made redundant / redeployed or given ownership/position. In particular need for ability to equality monitor the process.

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?

• Staff disability forum
• BME staff forum
• JCC (Unions)
• Legal team

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

None

3.2 How will the policy affect different groups of staff?

Group	How affected (positive or negative)	Any actions required (add to action points)
Older staff	May be more likely to apply for voluntary redundancy (specifically those able to take pension – i.e. over 55)	None
Any	Any group with protected characteristics may find it more difficult to get a new job, or to access assistance	Ensure design of EAP takes into account these different groups
All	Managers will be making subjective judgements about whether to allow people to take voluntary redundancy	Ensure managers understand how to use selection criteria. Explain this to all staff at risk via consultation meetings
Schools staff	Issue with schools raised where their policy does not specifically invite volunteers in situations where there is a single person in a defined post being made redundant.	Work with HR policy officer to amend schools policy. Strategic HR Manager to consult with head teachers.
DDA staff	May find that they score lower on selection criteria as, for example, their disability means they are less able to be flexible/adaptable etc.	Add space to application form to allow people to explain any reason for scores being low which relates to a protected characteristic or specific need.

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?

Already include requirement for a second manager to review scores and right to appeal.

Managers should consider, when making organisational changes, whether proposed redundancy decisions could have a more adverse impact on a particular minority group. Add this into policy under "Line Manager’s responsibilities" and also add to appointments policy.

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?

Not applicable

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

Ensure that collective consultation meeting at start of the process is used to brief staff on policy and that they have the opportunity to clarify any points at one to one meetings.

Ensure that all individual and collective meetings are fully accessible taking account of any reasonable adjustments required or potential language barriers. This includes any written communication.

Give staff a named HR contact who they can ask if they have any queries.

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?

Consider conducting an EIA around decision processes (e.g. financial decisions made within the organisation) to gauge any adverse impact on particular groups.

Section of EIA	Actions	Target date	Review date	Responsible postholder
1.4 – Further research required	Need to be able to track full process from being put at risk to redundancy / redeployment and use this data fro equality monitoring. Need to be able to produce reports of this data. MI Team to take this into consideration when designing the tracker spreadsheet.	11 October 2010	1 November 2010	Management Information team
3.2 – Mitigating negative impact on different groups of staff	Schools – work with Lorraine Nowlan to amend schools policy to ensure staff have the same opportunity to volunteer. Business partners to ensure that managers leading consultation meetings understand the selection criteria and explain these to staff at risk. Managers also need to be made aware of the possibility that some staff may score lower because of a protected characteristic or specific need. Ensure EAP design takes into account the needs of different groups of staff – Paula to email Trica Glover to put forward the points raised at the EIA and ask her to feedback how these were taken into account. Add space to application form to allow people to explain any reason for scores being low because of a protected characteristic or specific need.	1 November 2010 1 November 2010 5 October 2010 5 October 2010	15 November 2010 30 November 2010 30 November 2010 30 October 2010	HR Policy Officer HR business partners HR Policy Officer HR Policy Officer
3.3 – Promoting equality of opportunity / good relations	Managers should consider whether proposed redundancy decisions could have a more adverse impact on a particular minority group. Add this into policy under "Line Manager’s responsibilities" and also add to Appointments Policy.	5 October 2010	30 October 2010	HR Policy Officer
3.5 – Improving accessibility / understanding	Ensure that collective consultation meeting at start of the process is used to brief staff on policy and that they have the opportunity to clarify any points at one to one meetings. Ensure that all individual and collective meetings are fully accessible taking account of any reasonable adjustments required or potential language barriers. Give staff a named HR contact who they can ask if they have any queries.	01 November 2010	30 November 2010	HR Business Partners
4.2 – Wider adoption	Consider conducting an EIA around decision processes (e.g. financial decisions made within the organisation) to gauge any adverse impact on particular groups	1 November 2010	1 January 2011	Business partners to discuss with heads of service in their areas

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 - 4 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