Examples of our work
Equality-proofing studies of appraisal reports in two large government agencies
We looked at the reasons for disparities in performance ratings between women and men and white and ethnic minority staff. We found that women were less likely to be considered ready for promotion than men with equivalent performance markings. Different standards appeared to being applied to women and men, with women’s minor weaknesses given greater emphasis than those, often more serious, of men. Weaknesses in ethnic minority staff also tended to be given greater weight than corresponding weaknesses in white staff. We made suggestions for improving and moderating the assessment process.
Delivering on Statutory Duties at the Institute of Education
Entailed designing and running Equality and Diversity Workshops, to support the implementation of the statutory equality duties; and work with faculties and heads of departments to implement equality and diversity measures within their own units.
Equality review of recruitment for a government agency
We found that some women and ethnic minority applicants with relevant skills failed to be shortlisted for technical positions because the criteria for determining relevant experience were too narrowly drawn. We recommended changes which would increase diversity in the pool for interviews in future.
Equality-checking a new performance management system in a government agency
We looked at the outcome of a pilot of a new system and found that there were disparities in the standards applied to assess high performers between different divisions. We recommended tighter definitions of performance standards and the use of more specific evidence of ‘high performance’ We prepared diversity guidance for reporting officers.
Devising guidance on equality impact assessment for the DRC
This included a review of impact assessment arrangements across a range of public sector organisations, in particular the experiences and perceptions of the people required to put the arrangements into action, which highlighted a widespread negative reaction to what were often seen as formulaic ‘box-ticking’ approaches. The resultant guidance emphasised the need for flexibility of approach while ensuring that relevant policies were ‘screened in’ for assessment; that the impact assessment process was robust and effectively managed; and most importantly that it could lead to timely and meaningful policy change.
Equality impact assessment of organisational change/restructuring plans
In reviewing organisational change plans in two organisations, we analysed monitoring data to help assess the potential differential impact of ‘where the axe falls’, in terms of grade and department/section, and of possible ways of selecting for redundancy or for new jobs. We also looked at the rationale behind proposed restructuring arrangements and advised on the extent to which these might or might not provide a valid justification for any adverse impact that could arise from the changes.
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