Equality Impact Assessment Tool: Policy,
Strategy and Plans
(Please follow the EQIA guidance in completing this form)
1. Name of Strategy, Policy or Plan
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Mediation Framework
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This is a : Current Policy
2. Brief Description - Purpose of the policy, Changes and outcomes, services or activities affected
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NHS Greater Glasgow and
Clyde (NHS GG&C) is committed to promoting fairness in the workplace
and to encouraging good working relationships between co-workers.
Mediation has a key role to play in settling workplace disputes by
involving a neutral third party. The Mediator brings the conflicting
parties together with the aim of reaching a mutually agreed way forward.
Mediation will not be used to address allegations of bullying, harassment
and victimisation. These issues should be dealt with using the Dignity At
Work Policy or the Disciplinary Policy & Procedure for serious
incidents. |
3. Lead Reviewer
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Imran Shariff
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4. Please list all participants in carrying out this EQIA:
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Leslie J McQueen (Senior
Learning and Education Advisor); Watt, Paul (Senior Learning &
Education Advisor) |
5. Impact Assessment
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A. Does the policy explicitly promote equality of opportunity and anti-discrimination and refer to legislative and policy drivers in relation to Equality | |||||
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Yes, the policy states the underlying
principles of equality and diversity when carrying out mediations between
both parties. | |||||
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B. What is known about the issues for people with protected characteristics in relation to the services or activities affected by the policy? | |||||
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Source | |||||
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All |
No current information available on
how the mediation service is accessed by different staff groups.
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Sex |
No current information available on
how the mediation service is accessed by different staff groups.
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Gender Reassignment |
No current information available on
how the mediation service is accessed by different staff groups.
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Race |
No current information available on
how the mediation service is accessed by different staff groups.
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Disability |
No current information available on
how the mediation service is accessed by different staff groups.
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Sexual Orientation |
No current information available on
how the mediation service is accessed by different staff groups.
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Religion and Belief |
No current information available on
how the mediation service is accessed by different staff groups.
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Age |
No current information available on
how the mediation service is accessed by different staff groups.
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Pregnancy and Maternity |
No current information available on
how the mediation service is accessed by different staff groups.
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Marriage and Civil Partnership |
No current information available on
how the mediation service is accessed by different staff groups.
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Social and Economic Status |
No current information available on
how the mediation service is accessed by different staff groups.
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Other marginalised groups (homeless, addictions, asylum seekers/refugees, travellers, ex-offenders |
No current information available on
how the mediation service is accessed by different staff groups.
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C. Do you expect the policy to have any positive impact on people with protected characteristics? | |||||
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Highly Likely |
Probable |
Possible | |||
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General |
Yes. Some staff groups
who may be "under represented" in the workforce and may find it easier to
raise concerns through the Mediation Framework and may find the Mediation
fraemwork a positive opportunity to discuss issues and diasgreements in
the workplace. |
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Sex |
Yes. Some staff groups
who may be "under represented" in the workforce and may find it easier to
raise concerns through the Mediation Framework and may find the Mediation
fraemwork a positive opportunity to discuss issues and diasgreements in
the workplace. |
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Gender Reassignment |
Yes. Some staff groups
who may be "under represented" in the workforce and may find it easier to
raise concerns through the Mediation Framework and may find the Mediation
fraemwork a positive opportunity to discuss issues and diasgreements in
the workplace. |
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Race |
Yes. Some staff groups
who may be "under represented" in the workforce and may find it easier to
raise concerns through the Mediation Framework and may find the Mediation
fraemwork a positive opportunity to discuss issues and diasgreements in
the workplace. |
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Disability |
Yes. Some staff groups
who may be "under represented" in the workforce and may find it easier to
raise concerns through the Mediation Framework and may find the Mediation
fraemwork a positive opportunity to discuss issues and diasgreements in
the workplace. |
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Sexual Orientation |
Yes. Some staff groups
who may be "under represented" in the workforce and may find it easier to
raise concerns through the Mediation Framework and may find the Mediation
fraemwork a positive opportunity to discuss issues and diasgreements in
the workplace. |
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Religion and Belief |
Yes. Some staff groups
who may be "under represented" in the workforce and may find it easier to
raise concerns through the Mediation Framework and may find the Mediation
fraemwork a positive opportunity to discuss issues and diasgreements in
the workplace. |
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Age |
Yes. Some staff groups
who may be "under represented" in the workforce and may find it easier to
raise concerns through the Mediation Framework and may find the Mediation
fraemwork a positive opportunity to discuss issues and diasgreements in
the workplace. |
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Marriage and Civil Partnership |
Yes. Some staff groups
who may be "under represented" in the workforce and may find it easier to
raise concerns through the Mediation Framework and may find the Mediation
fraemwork a positive opportunity to discuss issues and diasgreements in
the workplace. |
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Pregnancy and Maternity |
Yes. Some staff
groups who may be "under represented" in the workforce and may find it
easier to raise concerns through the Mediation Framework and may find the
Mediation fraemwork a positive opportunity to discuss issues and
diasgreements in the workplace. |
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Social and Economic Status |
Yes. Some staff
groups who may be "under represented" in the workforce and may find it
easier to raise concerns through the Mediation Framework and may find the
Mediation fraemwork a positive opportunity to discuss issues and
diasgreements in the workplace. |
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Other marginalised groups (homeless, addictions, asylum seekers/refugees, travellers, ex-offenders |
Yes. Some staff
groups who may be "under represented" in the workforce and may find it
easier to raise concerns through the Mediation Framework and may find the
Mediation fraemwork a positive opportunity to discuss issues and
diasgreements in the workplace. |
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D. Do you expect the policy to have any negative impact on people with protected characteristics? | |||||
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Highly Likely |
Probable |
Possible | |||
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General |
No |
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Sex |
No |
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Gender Reassignment |
No |
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Race |
No |
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Disability |
No |
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Sexual Orientation |
No |
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Religion and Belief |
No |
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Age |
No |
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Marriage and Civil Partnership |
No |
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Pregnancy and Maternity |
No |
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Social and Economic Status |
No |
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Other marginalised groups (homeless, addictions, asylum seekers/refugees, travellers, ex-offenders |
No |
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