Equality Analysis Checklist
Members of Inclusion Working Group
Summary of change
,  or N/A
Is the purpose of the policy, function or service clearly set out?
 Reasons for the change; how this change can impact on equality groups,
as well as whom it is intended to benefit; and the intended outcome.
Note: a series of changes to different policies or services could have a
severe impact on particular equality groups.
Information and research
Has sufficient research been carried out and available local and national data
taken into account?
Is it clear how the decision will affect people with different protected
characteristics?
Consultation and involvement
Have those likely to be affected by the proposal been consulted and involved?
Have relevant external agencies been involved?
Have you identified any gaps in the consultation / involvement process?
Is the EA relevant to the aims of the equality duty?
Does the relevance and proportionality demonstrate due regard to the
equality duty:
Elimination of discrimination, harassment and victimisation.
Advancement of equality of opportunity between persons who share a
relevant protected characteristic and persons who do not share it.
Fostering good relations between persons who share a relevant protected
characteristic and persons who do not share it.
Has relevance been established with regard to:
Identifying the extent to which a service is/is not used by particular groups
within the community.
Identifying whether different groups have different needs or requirements in
the area the policy relates to.
Is the weight we give to equality proportionate to the relevance of the
document?
Has the relevance and impact of the change on people with different
protected characteristics been assessed?
Disability
Sex
Religion and belief
Race
Sexual Orientation
Gender reassignment
Pregnancy and maternity
Marriage and civil partnership*
Age
Has the relevance and impact of the change on human rights been
assessed?
* For marriage and civil partnership, only the first aim of the duty applies in relation to
employment.
EA Checklist IWG Members
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Identifying impact
Have potential negative impacts been identified?
If yes, are you satisfied that the EA Action Plan will minimise or mitigate the
impact and is SMART?
Have potential positive impacts been identified?
Have opportunities for promoting equality been maximised.
Outcomes
The EA should clearly identify the option(s) chosen, and their potential impacts,
and document the reasons for this decision. There are four possible outcomes
of an EA, which are listed below. More than one may apply to a single proposal.
Is the outcome (course of action) determined?
Is it justifiable?
Are you satisfied that the piece of work is non-discriminatory?
EA Outcomes
Outcome 1: No major change required when the EA has not identified any potential
for discrimination or adverse impact and all opportunities to promote equality have
been taken.
Outcome 2: Continue: Adverse impact (potential or actual) has been identified and
an EA Action Plan has been submitted which will minimise or mitigate that impact.
Justification has been included in the EA, is in line with the duty to have ‘due regard’
and does not breach human rights. If missed opportunities to promote equality have
been identified plans to better promote equality must be provided within the EA.
Outcome 3: Stop: EA Action Plan is required to minimise or mitigate adverse
impact. The justification must be included in the EA, be in line with the duty to have
‘due regard’ and must not breach human rights.
Outcome 4: Stop and rethink when an EA shows actual or potential unlawful
discrimination.
EA Checklist IWG Members
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