aware of individual needs where people have a change of line management, especially where the line manager may not be aware of aspects of individuals’ identities. There restructure has as one of its objectives a more interactive and supportive staff team that is better placed to support ALL STAFF. All staff within the teams will also be expected to undergo training relevant to supporting LGBT people including undertaking the UWE Trans Awareness e-learning programme. Trans staff who have changed their name may be wary of getting a DBS check, as there is potential for the process to reveal their birth name to their employer – any offences committed under a previous name will appear with that name on the DBS certificate. It is important to ensure that there is a sensitive discussion regarding the request for DBS checks and any member of the team with concerns can contact the HR team in confidence. There is currently no information provided by the University regarding so the restructure is unable to further evaluate the impact of the existing policies and procedures. Black and minority ethnic groups There are no envisaged impacts on BME groups. There is however, an of staff in the BME group within the team and it does not reflect the BME percentage of the service users.
Equality analysis - action plan Appendix 1 Name of activity: Restructure of Operations and Security, Transport and Distribution and Room Management within Estates and Facilities. Plan completed by: Annette Hennessy Service / faculty: Estates and Facilities Issues Actions required Responsible Person Resources required Target date Success Indicators What progress has been made? Information/data required Staff details and information, for example known disability, flexible working arrangements, reasonable adjustments. Joseph Ebe-Arthur/ Annette Hennessey/ Jemma Dix/ Unison rep/ Unite rep. 01/10/17 Consultation HR and Union consultation process to include any potential impacts under the Equality Act. 1:1 meetings with all affected staff may be required. May require Occupational Health input on a basis. Joseph Ebe-Arthur/ Annette Hennessey/ Jemma Dix/ Unison rep/ Unite rep. 1/11/17 All parties agree with the Equality Analysis and commit to implementing indicated actions. Initial EA submitted reviewed on the advice of the unions. Monitoring and review arrangements Employees on maternity and paternity leave will be Joseph Ebe-Arthur Information from HR on staff currently away on maternity/ 08/12/17 All Employees away on maternity/ paternity or adoption HR has carried out the review to identify staff on
offered a suitable alternative. paternity or adoption leave. leave accept the alternative roles offered. maternity/ paternity or adoption leave. There are no actions required regarding Marriage and civil partnership. N/A N/A N/A N/A N/A HR will ensure that requirements and adjustments identified from confidential conversation with Lesbians, Gays, and Bisexuals are incorporated in the selection of staff for roles. Jemma Dix Providing information on the support available from HR to staff who want to engage with HR on this issue. 06/11/17 N/A All currently employed Lesbians, Gays, and Bisexuals are confident that their concerns were taken into consideration in the slotting or process and no complaints are made to HR or the TU. To ensure that there is no impact on people of different religions and believes, 1-2-1’s will ensure that any holidays or time off required for the practice of religion are noted and included in the new working shift patterns for example request to celebrate Eid can be submitted at short notice Annette Hennessy N/A Within 6 months. All 1-2-1 are completed and any reasonable adjustments to support religious practices are noted. N/A
adjusted to accommodate those with DDA arrangements to change, Ensure there is consideration for any existing arrangements during the transition period and during the implementation of the new structure. accommodated in the new structure. All management involved in managing the change process have been on training relevant to supporting LGBT people including undertaking the UWE Trans Awareness programme. Further training will be provided to all team members. Joseph Ebe-Arthur/ Annette Hennessey N/A Ongoing Completion of training to all staff within the first 6 months. Review the options for further bespoke and roles where this will attract more females to the roles. Joseph Ebe-Arthur/ Annette Hennessey N/A Ongoing 30% of all new staff recruited over the next 3 years are females. Bespoke/ job-share roles created across all teams.
Ensure that there is more information about what roles exist in the service. To prevent any unnecessary level of stress on all groups of affected staff, it is essential that the process be clearly managed, promptly concluded and with sensitivity. Staff should be encouraged to call the Employee Assistance Programme if they have any concerns regarding stress related issues. Joseph Ebe-Arthur/ Annette Hennessey/ Jemma Dix/ Unison rep/ Unite rep. N/A Ongoing Restructure completed without any staff being taken ill. UWE Change Process followed so far. Publication To be confirmed by the Equality and Diversity Unit. Equality and Diversity Unit N/A Published and all parties made aware of this. Other actions Please return form to the Equality and Diversity Unit