Rank: New forum user 
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I have recently recently had an external H&S audit , and one of the high risk actions was that we did not have equality assessments followed by ` we can do this for you `.
We have extra duty of care assessments and an equality & diversity policies in place and we always consult with staff.
We are a charitable organisation in Scotland and provide housing for vulnerable groups , so equality to our staff and service user`s is high on our agenda.
Are these assessments a legal requirement , i have read on the internet saying they are and they are not.
Needing some advice form m my peers please.
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Rank: Super forum user 
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Brian, I think you will find it is Accessibility assessments, not Equality?
You need to ensure all persons can access all facilities, i.e. Entrances and exits, you may need hearing loops, PEEPs for emergency evacuation and plans as a result of, etc. etc. etc.
Yes there are companies that will offer to assist but you may be able to do it all yourself and may find you have done it all but just not have it all in writing?
There are other issues regarding the characteristics mentioned in the Equality Act as well.
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Rank: Super forum user
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I think you might be referring to equality impact assessments (EIA)
Essentially you look at all of your policies and you establish that they do not contravene any of the equality requirements in relation to the protected characteristics under the Equality Act. It is not a legal requirement but it is a policy requirement in many public sector organisations.
It can be very bureaucratic.
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Rank: Super forum user
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Ask your auditor what the heck they mean... Then find someone else to do your auditing. Someone who knows what you do, what you need, how you work and (perhaps most importantly) what needs to be done.. Far too many people think they can audit because they have been educated in auditing. It doesn't mean they have a clue about your business or the requirements on your business.
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Rank: Super forum user
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Oh. And make sure your new auditor will be there for you after they have delivered their report... Audit benefits come from working through the findings...
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Rank: Super forum user 
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Or it may be that they want you to talk to you people who fall under the Equality Act and ascertain if there are any reasonable adjustments you can make to the workplace that will make their lives easier. People with hidden disabilities like Crohns Disease, diabetes, etc etc where they are not obviously disabled but they have additional needs.
This is something we do, mainly just by talking to the affected person and putting it down in writing with any recommended adjustments. This could be as simple as allowing the person to work flexi-time or take their holiday leave as hours rather than half days so that fatigue can be combatted. It could be arranging breaks for diabetics differently so they eat a regular intervals - very simple changes but it shows you have complied with the Equality Act.
Whether these assessments are legally required or not, they are a positive way of showing that you are in full compliance with the requirements of the Equality Act. Remember, you can get into trouble for not doing something that is legally required but you are unlikely to get into trouble for doing something that is not legally required.
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Rank: New forum user
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Thank for all your advice .
We decided that we do more than enough to comply with the Equality Act and wont be doing equality assessments.
I will use this forum more often.
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Rank: Super forum user 
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brian gunn wrote:Thank for all your advice .
We decided that we do more than enough to comply with the Equality Act and wont be doing equality assessments.
I will use this forum more often. Which begs the question: why did the auditor come to the opposite conclusion? Touting business instead of doing what they are paid to do??? Get shot of them.
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