Publication of equality data

HSE publishes two sets of equality data annually. The information will show that we have due regard to the three aims of the Equality Duty. One set of data relates to our workforce. The second set of data provides details of the equality considerations made when developing HSE policy and interventions.

The data helps to show that HSE has considered how our activities affect people with different protected characteristics.

HSE workforce diversity data

The data is published, with supporting narratives that demonstrate the equality and diversity policies and processes we have in place. We include information on initiatives and activities that show the support available to HSE staff with protected characteristics; and that demonstrate that these staff are not disadvantaged in any way.

Diversity data illustrating HSE's workforce

As part of our commitment to the Equality Duty, HSE publishes diversity data that illustrates the diverse make-up of our workforce. The data indicates the groups of people within HSE who have the protected characteristics of age, gender, ethnicity and disability.  Where appropriate, narratives are provided to explain how the data supports HSE’s commitment to achieve our Equality Duty specific duties:

• eliminate unlawful discrimination, harassment and victimisation and any other conduct prohibited by the Equality Act;
• advance equality of opportunity between people who share a protected characteristic and people who do not share it; and
• foster good relations between people who share a protected characteristic and people who do not share it.

All HSE staff are encouraged to share their diversity details by recording them, confidentially, on HSE’s electronic HR system. The data helps to evaluate the performance of our policies and processes, and to identify issues that might need addressing. 

Diversity data on age, gender, ethnicity and disability is collected, and regularly reviewed. We acknowledge that our declaration rates in relation to ethnicity and disability continue to be lower than we would like them to be. Data is now also collected on religion or belief, and sexual orientation. Declaration rates for these new areas is particularly low, and the data available for reporting purposes is for such small numbers that we are not including them at this time. One of our equality objectives for 2012/13 will be to continue to explore ways of encouraging people to share their diversity data. Increased declaration rates will help us to understand equality and diversity issues more effectively and to provide more detailed equality analysis in future years.

Equality analysis

Meeting the requirements of the Equality Duty means that HSE must consider the aims of the Duty as part of the decision making process, understanding the potential effects of the organisation’s activities on different people.

There is no longer a legal requirement to complete the formal Equality Impact Assessment (EIA) process.  However, we have been successful in embedding equality and diversity considerations in HSE's work through our comprehensive, easy to use EIA toolkit and on-line template. For this reason HSE continues to produce EIAs as a vehicle to demonstrate that the necessary considerations are being made.