Equality, Diversity and Inclusion

Equality Analysis

The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. One of the provisions of the act was the introduction of the public sector equality duty (PSED). It means that public bodies have to consider all individuals when carrying out their day-to-day work – in shaping policy, in delivering services and in relation to their own employees. The PSED requires public authorities, in the exercise of their functions, to have due regard to the need to:

  • Eliminate discrimination
  • Advance equality of opportunity
  • Foster good relations between different people when carrying out their activities.

The University uses equality analysis as part of major projects and significant policy/business decisions. Equality analysis should be completed by the policy or project owner or a member of the team supporting them. To be completed effectively it requires a detailed understanding of the policy area and the proposed actions. Guidance on equality analysis, how to conduct one effectively and the form for recording the analysis are provided below.

You can use the draft advice and guidance [PDF 710KB], and equality analysis form to help completion of an equality analysis [PDF 197KB].  

Please note that the guidance on equality analysis is in draft. Any feedback on the guidance or the form should be sent to the edi.unit@sussex.ac.uk

 

Covid-19 Equality Analysis

In addition to our standard guidance the Equality and Human Rights Commission has published employer guidance on Covid-19 and guidance in relation to reasonable adjustment and Covid-19

There has been no change to the legal requirements on equality or reasonable adjustments. Managers considering how to set up working options at each stage of the recovery need to ensure that they do not disadvantage workers with different protected characteristics, such as those in particular age groups, disabled employees, women or pregnant workers. Managers must ensure that:

  • decisions about ways of working for a team and for individuals are chosen based on business requirements and not on a particular protected characteristic
  • what the employee wants to do is considered and accommodated

If managers need advice on individual cases they should contact their HR Business Partner. Anybody requiring general advice on equality analysis should contact edi.unit@sussex.ac.uk.