Equality Impact Assessment - Staff fatalities / Death in service

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1 - Scope

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

To give advice on the actions required if an employee dies or is injured whilst working for the council

1.2 What data / research / evidence is available which is relevant to this EIA?

Other local authorities and district authorities were approached by SW Employers to see what information they provided in similar circumstances.

2 - Consultation

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

• JCC (Unions)
• Legal team
• Stakeholder Panel
• Staffing Policy Committee
• 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?

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?

Staff may be affected depending on their religion and belief e.g. Chinese. Certain cultural groups have their own particular views and beliefs on death which manager’s need to be aware of. Stress manager’s responsibility to be sensitive to different cultural beliefs and practices.

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

Section of EIA	Actions	Target date	Responsible postholder
3.2 - Mitigating ngative impact on different groups of staff	Highlight the need for manager's to be aware of the different cultural beliefs and practices of their staff. Add to manager's responsibilities.	Done December 2010	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 - 14 December 2010
• Quality sign off - HR Equality and Diversity partner - 11 February 2011
• Director level sign off - HR and Organisational Development - 18 February 2011

Last updated: 16 March 2011