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Management Review

Last updated 8 May 2021


The assessment


A signed version of this EqIA is available to download; please note it may not be accessible for users of assistive technology.

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The assessment


Council wide

New or existing service or policy?


Officer(s) completing the assessment

Ian Miller, Head of Paid Service


8 May 2021

What is the purpose and expected outcomes?

To undertake a management Review in response to Council decision on 1 March 2021

Will there be any effect on other Council procedures or strategies e.g. Corporate Plan or the council’s workforce?

Yes, constitution will be reviewed.

Are there any statutory requirements?

  • Employment Law
  • The three statutory posts within the council.

Are there any other organisations/bodies involved?

West Midlands Employers, external consultancy support.

Who are the main customer groups / stakeholders?

  • Corporate Leadership Team
  • Senior managers

What information / statistics / evidence are you using?

Information about age profile and gender of current postholders.

What impact does the service/policy/project have on the nine protected characteristics as defined by the Equality Act 2010.

Prior to the Equality Act 2010, there were 3 separate public sector equality duties covering race, disability and gender. The Equality Act 2010 replaced these with a new single equality duty covering the protected characteristics listed below.

Characteristic and definition Impact and evidence

Age - where this is referred to, it refers to a person belonging to a particular age (e.g. 32 year olds) or range of ages (e.g. 18 - 30 year olds).

The proposals have greater adverse impact (as measured by loss of employment) on older staff. This arises purely from the personal characteristics of the senior managers who are the main focus of the review. It is not unusual for the most senior staff in any organisation to be older than other groups of staff. Conversely, the proposals could be said to have a beneficial impact for younger staff as several of them would have opportunities for advancement and progression in higher paid roles.

Disability – a person has a disability if s/he has a physical or mental impairment which has a substantial and long-term adverse effect on that person's ability to carry out normal day-to-day activities.

No impact


No impact

Gender reassignment – the process of transitioning from one gender to another.

No impact

Marriage and civil partnership – marriage is defined as a 'union between a man and a woman'. Same-sex couples can have their relationships legally recognised as 'civil partnerships'. Civil partners must be treated the same as married couples on a wide range of legal matters.

No impact

Pregnancy and maternity – pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding.

No impact

Race – it refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.

No impact

Religion and belief – religion has the meaning usually given to it but belief includes religious and philosophical beliefs including lack of belief (e.g. Atheism).

The make-up of the Council’s management is predominantly female, as has been demonstrated in successive years of gender pay gap reporting. 50% of the Corporate Leadership Team is female. The proposals to be considered by Council affect only members of CLT and will affect either all members of CLT or two women and one man. This reflects the posts that the individuals hold.

Sexual Orientation – whether a person's sexual attraction is towards their own sex, the opposite sex or to both sexes.

No impact


e.g. Deprivation, health inequalities, urban/rural divide, community safety



Is a full assessment required?


Signed: Ian Miller
Dated: 8 May 2021

Agreed: Rachael Simpson
Date: 8 May 2021

We will only contact you regarding this feedback.
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