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Equality Impact Assessments

An Equality Impact Assessment (EIA) is a way to check that our work (be it a policy, process, service, project, etc.) doesn't disadvantage or discriminate against different groups. EIAs help to design and deliver better and inclusive services, projects, and procedures. This is crucial for us to drive the structural changes required to see everyone living Warwick’s values and nurturing a culture that truly recognises, respects, and fosters diversity.

Conducting EIAs also helps us to meet our legal responsibilities under the Public Sector Equality Duty. Learn more about EIAs and the PSED

The Equality Act (2010) created the Public Sector Equality Duty (PSED), which aimed to place a responsibility on organisations to actively promote equality, not simply avoid discrimination.

Organisations subject to the duty, including Warwick, must have ‘due regard’ to the need to eliminate discrimination, advance equality of opportunity, and foster good relations between different groups. Assessing the impact on equality of any work is a meaningful way in which organisations can demonstrate that they have done this.

A number of discrimination claim court cases have demonstrated the importance of assessing equality impact as a way to show that the organisation has complied with the PSED.


If you have any questions about EIAs, email us at .


Complete an EIA

This template includes guidance on how to answer the questions and examples.


How EIAs work

Development and approval for new work should follow the steps outlined below:

  1. Planning . Define and plan the work.
  2. Assessment . Identify the implications for different groups - if negative, make changes and/or identify mitigations. If you're not yet sure of the implications, note this in the EIA and identify a date to review any impact once the work is underway. Keep a copy of the EIA.
  3. Approval . Seek approval for the work through relevant governance processes - add information from the EIA to your report (see guidance on recording equality implications in reports here).
  4. Review . Review the impact for different groups as the work is carried out and reviewed. If negative impact is found, make changes and/or identify mitigations.

When to complete an EIA

To determine if you need to complete an EIA, ask the following questions:

  • Does your work impact upon staff, students, or any other groups of people?
  • Do different groups have different needs or experiences in relation to the work?
  • Does the work relate to Warwick's Social Inclusion Strategy objectives (increase diversity of staff and students, develop an inclusive culture, become a recognised leader on inclusion)?
  • Has previous consultation, data, or complaints identified that equality issues are important in this work?

If yes to any of the above, conduct an EIA.

If no to all of the above, an EIA is likely to not be required. But, you should build in monitoring (e.g., differential experiences, diversity of uptake) where it is not clear if there will be impact/what it will be.

Examples of EIAs in practice

You can also see examples of EIAs in practice, and the difference they have made, below.

These examples are from outside of the University, they have been taken from Advance HE, UNISON, and the Equality and Human Rights Commission and are based on real life scenarios where EIAs have been carried out.

Looking for the old EIA Portal? You can find it here, but please note this has not been in use since February 2023 so is not an up to date record of EIAs.