Our arrangements for complying with the Disability Equality Duty

Involving disabled people

3.1 Our Equality and Diversity Committee was set up to improve inclusiveness and diversity. Its members are drawn from across the organisation, and its subgroups cover specific activities: communications, infrastructure, people and service delivery.

3.2 As well as encouraging disabled employees to take part in the Committee’s work, we have established a reference panel made up of volunteers who have a particular interest in disability, and we have given all of our staff the opportunity to comment on our Disability Equality Scheme. We have also consulted with and involved disabled people from outside the organisation through our membership of the Cheshire Public Authorities Disability Equality User Group. We have taken account of all of the comments and suggestions we have received in finalising the scheme.

3.3 We aim to continually improve our efforts to involve disabled people, their representatives and others who act on their behalf.

Collecting information on the effect of our policies and practices on disabled people

3.4 Collecting information is not an end in itself, but is there to help us with preparing action plans, assessing the impact of what we do, reviewing the effectiveness of our activities and developing plans for improvement.

3.5 To collect information about the impact of our policies and practices on the recruitment, development and retention of employees with disabilities, we will use:

• External research on workforce and community profiles
• Equal opportunities monitoring forms returned with application forms
• Statistics on applicants short listed and appointed
• The views of our Disability Reference Panel
• The views of our trade union representatives
• Feedback from all staff, including staff survey results
• Statistics on how our staff are divided up into types of jobs, grades and departments
• Statistics on performance appraisal markings and benefits
• Statistics on the numbers of people applying for and receiving training and promotion
• Statistics on staff grievances and on disciplinary action
• Statistics on the numbers of people leaving, including reasons for leaving
• Exit interviews and questionnaires

3.6 To collect information on the extent to which the services we provide take account of the needs of disabled people we will use:

• Service user satisfaction surveys and annual tracking surveys
• Website feedback and statistics
• Service user complaints and compliments about our service
• Feedback from disabled people on our disability reference panel.

3.7 Where consultation, involvement, or impact assessment reveals a gap in information needs, we will take steps to introduce methods of collecting the required information and update our action plan accordingly.

Our arrangements for assessing the impact of what we do on equality for disabled people

3.8 We are considering the impact of both our existing and future policies and practices on equality for disabled people so that we can make sure we do not disadvantage disabled people in any way, and also identify where we might better promote equality. We have therefore listed the functions within our organisation and identified the policies, procedures, practices and information currently in place, whether they are provided by us or by contractors on our behalf.

3.9 We have developed a template to help us decide if our policies, procedures, practices and information in all of the areas identified are relevant to our general duty to promote equality. In reaching these decisions we have considered the following things:

• whether the policy, procedure, practice or information is a major one in terms of scale or significance for our activities; and
• whether, if the policy, procedure, practice or information itself is minor, it is likely to have a major impact upon disabled people, regardless of the number of people affected.

3.10 If the area examined falls in to either of those categories, we then carry out a full impact assessment which involves a thorough consideration of:

• relevant available data and research to show us how the policy, procedure, practice or information works in practice, or may work when we introduce it;
• what effect it may or does have on disabled people; and
• any measures which might lessen any adverse impact, and alternative ways of doing things which might better achieve the promotion of equality of opportunity for disabled people.

3.11 When we have reached a decision, we will publicise the results of the impact assessment report and make arrangements to monitor for future adverse impact.

3.12 The Equality and Diversity Committee and its subgroups are responsible for involving disabled people, carrying out screening and impact assessments and identifying any actions required for improvement. It will also ensure that the same assessment is applied to future policies, procedures and practices throughout the ICO.

Our arrangements for using the information collected

3.13 Collecting evidence is part of the process of achieving greater equality for disabled people, and for making sure we are treating employees, service users and members of the community fairly and with respect.

3.14 The information we collect will allow us to:

• assess our performance;
• carry out effective impact assessments;
• identify barriers to good performance and potential improvements;
• review progress and adjust actions as appropriate;
• set targets for improving outcomes; and
• benchmark against other comparable organisations.

3.15 The Equality and Diversity Committee will consider the information collected and be responsible for identifying, exploring and acting on any trends or patterns. Our internal and external disability reference panels will help us to do this.

Our arrangements for publishing results

3.16 Each year we will publish progress in our Annual Report. You will be able to see a copy:
on our website at www.ico.gov.uk; or
by contacting our helpline on 08456 30 60 60 or 01625 545745.

Our arrangements for revising this scheme

3.17 We will review and revise this Disability Equality Scheme as necessary and at least every three years. We will work with disabled people in doing this.