The primary function of an EQIA is to determine the extent, if any, of differential impact upon the relevant equality groups affected by the restructure and in turn defines whether any impact is adverse, neutral or positive. Where adverse impact is identified, the organisation must consider measures that can be employed to mitigate against adverse impact in the future.
An impact assessment can be conducted internally as long as it is undertaken in line with statutory duties. However, for reasons of probity and transparency many organisations use an external ‘expert’ to demonstrate that the EQIA has been undertaken without prejudice.
External challenge demands that the review takes account of the following:
- Aims and objectives of the change
- Outcomes of consultations that took place; response and process by which the restructuring process was communicated to staff and response to concerns
- Any specific measures designed to promote equality and equity in the process
- Demonstration that the process is in line with other related policies and is mutually complementary
- Use of available data which has been used to measure adverse impact
- Any evidence of direct or indirect discrimination
- Factors which may have hindered the implementation of measures and processes undertaken
- Actions arising for the future
- Publication of the results