The Integrated Equality Scheme is the tool we have developed to help us promote equality and eliminate discrimination in the areas of gender, race and disability. As a UK public body we are legally required to promote equality in these areas, but because we are an international organisation our Integrated Equality Scheme applies worldwide, not just in the UK.

The easiest way to understand the Integrated Equality Scheme is to read the Executive Summary, along with the equality objectives outlined for disability, gender and race.  We will report each year on the progress we have made against our Integrated Equality Scheme.

• Integrated Equality Scheme - Full document
• Integrated Equality Scheme - Executive Summary
• Disability, Gender, and Race objectives - how we propose to deliver equality in these three areas

Our first annual progress report is available to read, outlining the action that has been taken over the first year of our Integrated Equality Scheme.

• Year One Progress Report
• Year One Action Plan
• Annex 1 - Progress in Disability
• Annex 2 - Progress in Gender
• Annex 3 - Progress in Race
• Implementation of the IES 2006-2009: Progress in Year One

Below is our second year's progress report outlining the action taken up to December 2008 during the second year of our Integrated Equality Scheme.

• Year Two Progress Report
• Appendix 1 - Examples of work to promote race, gender and disability equality in our programmes and services.
• Year 2 - Action Plan
• Annex 1 - Progress in Disability
• Annex 2 - Progress in Gender
• Annex 3 - Progress in Race

Diversity Assessment Framework (DAF)

What is the DAF? The purpose of the DAF is to evaluate progress in the mainstreaming of Equal Opportunity and Diversity (EO&D) across the organisation. It shows up strengths and weaknesses, highlights development opportunities and supports risk management with respect to EO&D. It also supports the organisation’s Diversity Strategy and assists in the achievement of common standards, as well as contributing to the monitoring of progress against the Integrated Equality Scheme.

The DAF takes the form of a continuum of five levels, each consisting of a number of indicators reflecting performance around a specific area of EO&D. For more information on what the Diversity Assessment Framework (DAF) is please read this document.

For the moderation process the completed self-assessment forms are sent to the Diversity Unit, along with all supporting evidence which is centrally moderated to ensure rigour and consistency across the organisation.For more information please read the 2009 moderation process. The moderation reports of previous years are available to read:

• DAF moderation report 2006 - 07
• DAF moderation report 2007 - 08
  

Equality Impact Assessment (EIA)

Whenever we introduce new policies or revise existing ones, or when we introduce new ways of working or deliver activities in a different way, we need to consider these changes from different perspectives, to ensure we have considered the needs of diverse groups of staff and customers. Equality Impact Assessment is the formal name given to this process of consideration, as we are assessing the impact of the change on people from different groups and trying to ensure equality.

In 2006 over 200 policies owned by Facilities (now Global Estates), Finance, HR, IT (now Global IS), Procurement and Records Management underwent equality screening, carried out by colleagues in Corporate Affairs and BC Northern Ireland. The list of policies and the results of the equality screening is contained within this table.

These policies will need to go through Equality Impact Assessment when they are next reviewed or amended by the policy owners.

We have developed an extended approach to Equality Impact Assessment that covers the nine equality grounds protected by equality legislation in Northern Ireland and also covers the organisation's values. The UK process guide can be viewed below:

• UK EIA Process Guide

In addition we have developed a lighter touch process to be used outside the UK, still covering nine grounds and the values. Please view the overseas guide below:

• Overseas Equality Impact Assessment Guidance

Equality Impact Assessment carried out during 2007/08 include:

Overseas Section

• Cyprus - Recognised Public Holidays and Compulsory Leave between Christmas and New Year
• Cyprus - Call Center
• Egypt - policy for receiving visitors
• Japan - Flexitime Working System (FWS) for Country-appointed Staff
• Kazakhstan - Closing Library and opening Information and Learning Centre
• Libya - practice of not paying for chaperones to accompany female staff when travelling
• Poland - Training and Development Policy
• Qatar TC Ramadan timetable 2008
• Spain - Mutua Services
• Turkey - Learning & Development Policy
• Turkey - Chevening Programme - Scholarships and Fellowships
• Turkey - Emergency Policy

UK Section

• Acceptable Usage Policy
• Anti-Fraud and Corruption policy
• Arts Group restructuring
• Decision to withdraw free car parking for UK staff
• De-diplomatisation policy
• EIA Report Resourcing Large Scale Products 1st October 2008 - 31st March 2009
• English and Exams Job Family Teacher Recruitment Pilot
• Evaluation of Personal Circumstances
• Fraud Response Plan
• Leadership Development frameworks
• Learning and Development plan for staff in Contracts and Projects
• Learning & Performance Management Process for Teachers
• New shift rota for FABS service desk
• Performance Management
• UK Pay review
• Religion and Belief Guide
• Revised quality standards for teaching centres and exam delivery operations
• School fees as timebound, non-contractual benefit for E&E middle managers in tiers MM2a and MM2b
• Strategy for leaders