The document presents a guide from Sherpa on understanding and assessing the impact of policies regarding diversity, equality, and inclusion in the workplace. It highlights the importance of addressing age, disability, sexual orientation, and other factors for improving organizational performance and avoiding economic losses due to discrimination. The 10eye toolkit is introduced as a resource for conducting thorough impact assessments to ensure that policies promote equality and benefit both employees and customers.

1. SHERPA The Studio,
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2. seeing the elephant: statistics and trends
2 rigorous impact assessment that speak for themselves 3
Americans have an expression, “See the elephant.” We don’t pretend the elephant isn’t there. We don’t
It means to see life or gain experience and, as the old bury our heads in the sand. We take it full on.
adage goes, variety is the spice of life. For us, this It’s perilous not to. Just look at these statistics.
variety is human diversity. It is estimated that age discrimination costs the economy
between £19 and £31 billion a year in lost output.
This diversity, or difference, can be difficult to understand, scary even. But it
Source: CIPD, 2007
needn’t be. We’ll help you see the elephant. And our belief is that if you
embrace it, your organisation’s performance will improve. Disability increases with age: 10% of adults aged 16-24 are
disabled, while one third of people between the age of 50
In fact, this is our speciality area. And first and foremost we’re pragmatists. We and retirement age are disabled.
can help you assess what impact your policies and procedures have on your
people and your services and therefore ultimately on your bottom line. Ours is a 6% of the UK population is estimated to be gay, lesbian or
practical approach to minimise risk, promote equality and deliver a real bi sexual.
difference.
Recent staff opinion surveys and independent research indicate
that LGB staff are more likely to experience harassment at
work than heterosexual colleagues.
According to a report for the journal Equal Opportunities
Review, during 2006 £4million was awarded in employment
tribunal payouts in respect of claims brought in under equalities
legislation covering, disability, ethnicity, gender, faith and belief
and sexual orientation.
By 2011 only 18% of the UK workforce will be
white, male, not disabled, under 35 and heterosexual.
To attract the best you can simply not afford to
leave barriers in place.

3. 4 the need to assess help at hand 5
“Your customers and staff don’t come in just one
“An inclusive, knowledgeable workforce is the size. So, it makes sense that one size doesn’t fit all
foundation for getting your services right, first time.” in the way things are done. But how do we get it
right for everyone?”
The need to assess the impact of policies and procedures is a key requirement Most of our clients tell us that they are not equipped to effectively assess the
of the various public duties covering disability, gender and race. It requires impact of their policies and procedures. They get bogged down in paperwork
those who provide public services to undertake a review of all existing policies and panic they might have missed something. At the Board, people tell us they
in order to identify any adverse impact on equality and, at the same time, are not that sure what they are looking for when it comes to promoting equality.
ensure that promotion of equality is built into new policy developments.
That’s why we have developed a knowledge based impact assessment tool for
Looking beyond legislative compliance, we know that effective equality impact workforce and service policies.
assessment is the foundation for inclusive and effective workforce policies that
create the climate where staff can realise their potential and ensure services We combine this with a pragmatic approach, helping to develop change agents
are the best for customers. within your organisation who will be equipped to assess the impact of policies
relevant to their area in the future. Giving you the confidence, that put into
Increasingly, Public Sector bodies are also recognising the need to build key practice, your policies are really helping your people achieve their potential
indicators into their procurement processes to ensure that their suppliers are and your organisation improve performance.
also promoting equality.
So whatever your sector there’s an advantage to be gained if you’re able to
demonstrate that you’ve considered equality in your decision making and taken
steps to ensure your actions don’t have negative consequences on your people,
your customers or your bottom line.

4. the sherpa 10eye toolkit TM
6 that delivers the difference 7
The 10eye toolkit considers the impact on individuals by
TM
looking at issues such as human rights, housing, poverty,
social status, transport, education and the dimensions of
age, disability, ethnicity, faith, gender and sexual
orientation.
It is designed in a modular way to respond appropriately to the different stages If a full impact assessment is necessary and you need to go on the second
of your journey towards inclusion. leg of the journey, we can help you with that too.
If you’re on the first leg of your journey we work with a core team of your staff We’re experienced in equality scheme development, employee engagement
to give your policies and procedures an MOT with a difference. and public involvement and can manage the whole process for you or provide
support to your internal team on discrete projects. Our extensive networks
mean that if you just need a little direction we can provide you with access
The results of this are: to relevant research and expertise as required.
• A completed Basic Impact Assessment ready for
publication. But maybe we’re jumping the gun? Perhaps you just don’t know where to
start? Don’t worry. This stage is a bit like looking at a map before setting out.
• Knowledgeable impact assessors within your team who We can help here too. We can undertake an audit of your policies providing
will be able to transfer their skills when working on you with a ‘risk table’. This highlights which policies and procedures in your
future policies with other colleagues. organisation present the biggest risk in terms of legislative compliance and
TM impact on your bottom line. This might include lost customers, impact on
• 10eye also informs your training needs. It highlights
where you have strengths and weaknesses. This enables productivity or recruitment and retention issues.
you to avoid falling into the ‘sheep dip’ trap of diversity TM
The diagram on the next page maps out the 10eye toolkit that will help you
training as it ensures investment in training and
successfully complete the journey towards inclusion.
development targets the areas that need it most.

5. 8 PREPARATION 9
work out your ITINERARY
• Readiness for assessment journey
the 10eye TM
LEG 1
toolkit
ssm act
(de
t
INVENTORY
INT op ac ns)
en
vel
sse mp
(establish a knowledge
EN tion
baseline)
• AFull I
TIO
pla
N
• INVESTIGATION
(assess gaps)
INVITATION IMPROVEMENT
• INSPIRATION
(grasp the issues)
(engage people LEG 2 (demonstrate
in the process) distance travelled)
• IDENTIFICATION
asu nin S
(locate the risks)
IM ect n
me mea TION
ent l
rem gfu
(ef nge)
PL
s)
cha
f
•
EM ecess
lish CA
ILLUMINATION
EN ary
tab INDI
(clarify opportunities)
TA
TIO
• Basic Impact
N
(es
Assessment
Possible joining stages

6. 10 in summary contact us 11
So, whether you need a policy health check, need to For further details or to arrange
review existing policies or are at the start of something a no-obligation introductory meeting
new, we can deliver the expertise and evidence to please contact Lynn Anderson on
ensure you make a difference now and in the future.
T: 0845 452 4096
E: lynn@thesherpaway.co.uk