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Outcome 2: All of your organisation’s internal policies and procedures pay due regard to diversity.
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Requirement
Carry out equality impact assessments of key, prioritised human resource
policies and at least one key area of service delivery, for example:
- Coaching and coach education
- Club development
- Elite performance programmes
- Membership
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| Essential evidence |
Added value evidence |
Completed equality impact assessments for prioritised human resource policies and one key area of service delivery.
Evidence will include:
- Rationale for the policies selected
- Amended existing policies and procedures or development of new policies
and procedures as a result of impact assessment
- Evidence of ongoing policy impact assessment from the point at which the
assessment tool was developed
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Guidance
An equality impact assessment seeks to determine the differential impact of an
organisation’s policy or programme, that is, to determine whether or not a
priority group or subsets within that group have either benefited or been
disadvantaged by the existence, interpretation or implementation of any policy
or procedure.
Once policies have been equality impact assessed a review date for the policies
needs setting. The review date needs to be no less than 1 year and not more than
3 years which takes account of legislative obligations or regulatory change.
(See the impact assessment tools in the toolkit below)
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Requirement
Communicate the results of impact assessments to staff and board.
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| Essential evidence |
Added value evidence |
- Reports or alerts to all staff and board members
on the outcome of assessments
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