Agenda item

The report outlines the Council’s Equality Analysis (also known as Equality Impact Assessment) process of assessing the potential / likely impacts of proposed changes on service users with protected characteristics. The Equality Analysis (EA) process aims to ensure that the Council’s decision-making is evidence-based and robust.

The organisation has a similar internal EA process for restructures which is outside the scope of this report.

Andreyana Ivanova (the Council’s Head of Equality) introduced CounBrent's Equality Analysis process report, explaining that it focused on the Equality Analysis (EA),also known as Equality Impact Assessment, process adopted by the Council to assess equality impact of Council’s decisions on service users and communities. The Council also has an internal EA process for assessing impact on employees with protected characteristics from restructures but this is not within the scope of this report. She reminded Members that in early 2015 the Council introduced an online EA system, which was supported by a comprehensive communications and face-to-face programme.

The system incorporates an initial screening and a second stage full equality impact assessment. The online system provides users with guidance of every stage of the process and they can access useful statistics and examples of best practice. Apart from a mandatory e-learning module, the Equalities team  provide face-to-face training and ongoing support to service areas. Equality considerations are part of the Council’s business processes and Equalities implications have to be considered in all decision-making. Directors have to sign the final version of the analysis; and the EA has to be published as part of the relevant decisions and reports. However, Ms Ivanova pointed out that the system had not been used efficiently as some report writers preferred to complete the paper version of the EA. The Equalities team sought feedback from EA users who acknowledged that the system had not been very intuitive and user-friendly. In addition, the reporting and monitoring function of the system is very limited and in order to extract relevant Equalities Analysis information (e.g. negative, positive, neutral impacts identified) the team has to interrogate the EAs manually.

Ms Ivanova highlighted that the annual contract for the software had been due for renewal and a decision had to be made whether the system was fit for its purpose. The Chair commented that if the Council had been paying £1,000 per year for a system that had not been efficient, other options had to be explored. David Veale (the Council’s Director of Human Resources and Organisational Development) explained that the team had been considering the introduction of an internal electronic form on the Intranet if necessary.

In responses to questions that related to the functionality of the system, accessibility of EAs by Members, data available, and any potential training, Ms Ivanova explained that Appendix 1 (page 37 to the Agenda) showed what the system interface looked like, with the only difference being that Members couldn’t see the relevant supporting information and guidance which provided useful context to EA writers. In addition, the Equalities team would overview the draft EA and make comments and suggestions. Sometimes one EA would be reviewed by the team two or three times until a comprehensive version had been developed. EAs are included in all relevant reports that are presented to committee meetings. Mr Veale encouraged Lead Members to approach the Equalities team if they had specific questions on Equalities.

RESOLVED that

(i)    The contents of Brent's Equality Analysis process report be noted; and

(ii)  An update on the decision regarding the contract renewal of the Equality Analysis online system, and the potential implementation of any changes, be provided to a future meeting of the Committee.