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Equality impact assessment - New Staff Induction

Title of policy

New Staff Induction

Key findings of the equality impact assessment

The equality impact assessment identified a positive impact of the new staff induction across all strands, and possible adverse impact for disabled people.

The online booking form for the new staff induction asks people to let Staff Development know if they need any additional support and usually these can be met, however, evidence collected from evaluations indicated that the visit to Security and the Ecoversity Tour maybe impacting negatively on people with mobility problems. Alternative provision through seating (security) or 1:1 briefings could be offered in future.    

It is difficult to know from the evaluation evidence collected whether there is an adverse impact against the other equality strands. However access issues for certain groups of staff (for example cleaners who tend to be mostly women and from ethnic groups) does have the potential to cause a negative impact. A statistical analysis needs to be carried out comparing lists of new starters against actual attendees to ascertain gaps in attendance and the reasons for this. Alternatives or amendments such as the bespoke session organised for cleaners, could then be arranged. 

Information and data used in the equality impact assessment

Feedback from attendees; feedback from equality networks and the Equality Unit; review of booking forms and other logistical arrangements; evidence gathered from another equality impact assessment of staff induction in another School; analysis of the breakdown of attendees at previous new staff induction sessions.

Actions taken

In delivering the New Staff Induction session consideration will be given to the following:

  • Ensure delegates have the opportunity to inform us of any special dietary needs or any additional needs or adjustments. The on-line booking form already asks the delegates to give any 'special requirements e.g. access requirements or dietary needs'. However, we will include a section in the joining instructions making people aware of the modes of delivery (i.e. that an outdoor tour is included and they will be using IT facilities to access some materials) so that they can inform us of any adjustments or alternative provision they might need.   
  • In line with best teaching practice, we will ensure that the session continues to be delivered using a variety of learning styles and a multi-media approach. Also, that there will be opportunities for full participation by participants (e.g. through group and individual exercises).
  • Ensure the session continues to be delivered at different times (rather than always Wednesday lunchtimes) and on different days, to allow access to staff on different working patterns. (Special provision is being arranged on a bespoke basis for staff in estates).   
  • We will also continue to ensure that the timings of events avoid, as much as is reasonable, any major religious festivals or knows timings when participants may require not to be present due to religious events. Where this may not be possible, an alternative date will be offered, or, an alternative means of accessing the information (either through one-to-one support and/or via handouts, booklets or the Staff Development website).
  • Ensure that managers are trained on policies, procedures and best practice with regard to the induction of new staff. Information will also be made available for managers and staff through the Staff Development website.
  • Consideration given to providing supporting material in alternative languages. The language used as standard for all communications and for training in the University is English and under normal circumstances an alternative is not offered. However, should a member of staff request information in an alternative language, this would be considered on an individual basis.