Diversity Proofing Process: Diversity Proofing is the COPFS 'Impact Assessment' process for finding out whether and how a policy, practice or other activity will affect different people and community groups - staff and the public - once it is in operation. This allows policies and practices to be examined, reviewed and changed in light of any adverse effect or unfair differences (identified or perceived). It is a basic part of any good policy or practice development - to identify in advance problems and areas of concern, and address them before things are put into operation.
We have moved from seeing equal opportunities as a final thought or gesture, to recognising the need to build equality into all of our policies and functions. The guiding principle behind this process is that COPFS aims to treat everybody fairly, and promote equality of access and opportunity. To achieve this, we want our policies and practices to be 'proofed' for all aspects of diversity: race, gender, age, disability (physical, sensory, mental health and learning), sexual orientation and religion and belief.
The statutory equality duties require us to eliminate unlawful discrimination and harassment; promote equality of opportunity; promote positive attitudes and good community relations; and take account of people's disabilities. Impact Assessment is the cornerstone of these duties.
The Diversity Proofing Tool is an on-line resource to guide staff through the impact assessment process with 6 or less easy steps. This tool helps us check that what we do, or how we do it, has taken account of the impact/potential impact of our policy and activities on different individuals and groups within our staff and communities.
Impact Monitoring is a basic step of any good policy or practice development and the follow up to all impact assessments. COPFS has to be able to check if what it has done is working properly and if it is effective and fair. Consultation and community engagement are essential and ongoing parts of policy and practice development and review. The results of Impact Monitoring serve as a further impact assessment and review and will help to inform improvements that can be made to policies or practice.
COPFS uses the
Diversity Proofing Progress Chart (DPPC) to show how we thought about the likely impact of our policies, and how we are monitoring what impact they have had. The DPPC is a public document and appears on the COPFS website.
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Step 1: Aim for Fairness - consider any negative impact or unfair bias in relation to people within all diversity groups: Race; gender; age; disability (physical, sensory, mental health and learning disability); sexual orientation; religion and belief
Step 2: Involve and Consult. COPFS has the benefit of a Staff Disability Advisory Group, a Gender Focus Group and an independent Equality Advisory Group, as well as Area community organisations and networks. Consultation and involvement is a key part of the Diversity Proofing Process.
Step 3: Promote Equality and Positive Attitudes - COPFS seeks opportunities to use a new policy or practice guidance to
promote a more positive attitude towards persons of a different race or religion, different ages, differing sexual orientations, or different disabilities.
Step 4: Revise Policy, plans, documents or working practice - Some diversity issues may already be covered by other departmental guidance/policies. If so then we will make sure that those who will be involved in implementing the policy are aware of the relevant guidance and consider cross-references.
Step 5: Plan the Impact Monitoring: COPFS needs to measure the effect of our policies and how we will be monitoring and evaluating the impact to ensure that we are continuing to achieve the expected outcomes for all groups.
Step 6: Complete and Submit the Policy/Practice Proofing Record. This record is the evidence of our diversity proofing/impact assessment and gets added to the
Diversity Proofing Progress Chart and published on the intranet and COPFS website.
Further advice and assistance in relation to proofing and impact assessment across all the diversity strands can be located on the Scottish Executive's
Equality Web Site.
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