EDDS

The home of blue-sky thinking…

Equality Diversity Development Services (EDDS) is an equality and diversity specialist consultancy service with extensive experience in designing and managing the delivery of bespoke equality and diversity programmes, audits, assessments, training and performance monitoring systems.

We firmly believe that activities must result in some positive change in the performance of the organisation; if they do not then they have no relevant value.

We at EDDS believe that every organisation, whether Public, Private or Third sector, has its own characteristics and that legislation which demands compliance has to be sensitively interwoven into the organisation’s structure and culture. We like to move organisations into a stronger and deeper understanding of equality and diversity legislation, showing them productive and pragmatic techniques so they see equalities activities as a positive and beneficial direction to take.

We enter in to a continuous dialogue with our clients, listening to your needs and help you to achieve your programme goals. We have a select and diverse range of consultants and we will bring our expertise to bear on solving your problems.

As an organisation we specialise in equality and diversity and as such we bring focused attention and accuracy to any situation. Making our time spent with you extremely productive and cost effective.

Our team has an extensive background in the following:

Training

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Policy Development

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Conference management

Equality & diversity planning

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Consultation and engagement

Project design & management

Equality Impact Assessements

Monitoring & target setting

Management skills development

Critical friend auditing

Research & gap analysis

Logic frame project mapping

Our Story

We are proud to work with a whole range of clients and to help them and support them in getting the best results for their service users. Our work covers a large spectrum of activates but the chart shows the most popular services.

  • Helping to make savings safely 85% 85%
  • Helping organisations avoid judicial review 60% 60%
  • Critical friend assessment and supervision 90% 90%
  • Developing robust process for service delivery 50% 50%
  • Training staff 65% 65%
  • Writing reports, equality analysis and audits 95% 95%
  • Developing robust engagement and consultation strategies 60% 60%
  • Logic Frame programme management 25% 25%
  • In last 5 years number of clients renewing and extending initial contract 100% 100%
Barrie Stanhope

Barrie Stanhope

Managing Director

Barrie is managing director of ‘equality diversity development services’ (EDDS), an independent consultancy firm. He has over 30 years of experience of helping organisations; private, public and voluntary sector, to develop more cost effective and inclusive services, often when they are facing difficult and high risk times.

His team of associates have all had at least 10 years’ service in their specialist fields and will work in a very supportive and knowledgeable way with your staff.

Please contact us with any further questions or requests for support

Miss our glossary? Here it is!

Accessible venue: a building designed and / or altered to ensure that people, including disabled people, can enter and move round freely and access its events and facilities
Act: a law or piece of legislation passed by both Houses of Parliament and agreed to by the Crown, which then becomes part of statutory law (ie is enacted)
Affirmative Action: positive steps taken to increase the participation of under-represented groups in the workplace. It may encompass such terms as positive action and positive discrimination. The term, which originates from the United States of America, is not used in the Equality Act
Age: this refers to a person belonging to a particular age group, which can mean people of the same age (e.g. 32 year olds) or range of ages (e.g. 18 – 30 year olds, or people over 50)
Agent: a person who has authority to act on behalf of another (‘the principal’) but who is not an employee
All reasonable steps: in relation to harassment by an employee, all the things which the employer could reasonably have done to stop it; in relation to reasonable adjustments,
‘reasonable steps’ is another term for the things that the employer could reasonably have done to remove the disadvantage
Alternative format: media formats which are accessible to disabled people with specific impairments, for example Braille, audio description, subtitles and Easy Read
Anticipatory duty: for service providers, the duty to make reasonable adjustments is anticipatory; within reason, it is owed to all potential disabled customers and not just to those who are known to the service provider
Armed forces: refers to military service personnel
Associate members: a person who has access to some or all of an association’s benefits, facilities and services because they are a member of another associated private club
Associated with: where a victim of discrimination does not have a protected characteristic but is discriminated against because of their association with someone who does e.g. the parent of a disabled child
Association: an association of people sharing a particular characteristic or interest which has at least 25 members, where admission to membership is regulated and involves a process of selection
Association with: see associated with
Auxiliary aid: usually a special piece of equipment to improve accessibility
Auxiliary service: a service to improve access to something often involving the provision of a helper/ assistant
Bill: a draft Act, not passed or in force
Breastfeeding: when a woman feeds her baby with breast milk. Breastfeeding is specifically protected for the first 26 weeks after birth by the pregnancy and maternity discrimination provisions in relation to non-work cases
By association: in the Act, this refers to discrimination against a person who does not have a protected characteristic because of their association with someone who has a protected characteristic. See also ‘associated with’
Charity: a body (whether corporate or not) which is for a statutory charitable purpose that provides a benefit to the public
Civil, diplomatic, armed or security and intelligence services: respectively, this refers to (i) the civil service, (ii) the diplomatic service (iii) the armed forces, (iv) organisations responsible for internal security and counterintelligence (but not civil police forces)
Clients: a customer or patron of a service or organisation, generally where the service provider is professional and is in a position of trust and confidence
Code of Practice: a statutory guidance document which must be taken into account by the Courts when applying the law and which may assist people comply with the law
Comparator: a person with whom a claimant compares themselves to establish less favourable treatment in a discrimination case
Customers: people who buy or use goods or services
Data Protection: safeguards concerning personal data provided for by statute, mainly the Data Protection Act 1998
Different needs: refers to the different requirements that people with protected characteristics may have which either must or should be met to provide equality, including equality of opportunity and access
Direct discrimination: less favourable treatment of a person compared with another person because of a protected characteristic
Directly discriminatory: see direct discrimination
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
Disabled person: someone who has a physical or mental impairment that has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities
Disadvantage: a detriment or impediment – something that the individual affected might reasonably consider changes their position for the worse
Disadvantaged: when someone suffers a detriment or finds an impediment to enjoying a benefit in comparison with others because of a characteristic of theirs; encountering a pre-existing barrier which is inherent in their workplace but which doesn’t have the same effect on others
Discriminate unlawfully: when an employer has treated someone less favourably because of a protected characteristic (discriminated against them) and does not have a valid defence
Discriminating directly or indirectly: refers to discrimination because of a person’s protected characteristic (direct); or discrimination that occurs when a provision, criteria or practice is applied that creates disproportionate disadvantage for a person with a protected characteristic as compared to those who do not share that characteristic (indirect)
Discrimination arising from disability: when a person is treated unfavourably because of something arising in consequence of their disability
Disproportionately low: refers to situations where people with a protected characteristic are under-represented (e.g. in the workforce or among service-users) compared to their numbers in the population
Diversity: where many different types of people are included
Duty to make reasonable adjustments: where a disabled person is at a substantial disadvantage in comparison with people who are not disabled, there is a duty to take reasonable steps to remove that disadvantage by (i) changing provisions, criteria or practices, (ii) altering, removing or providing a reasonable alternative means of avoiding physical features and (iii) providing auxiliary aids
Educational establishments: schools, colleges and higher educational institutions
Employee : a person who carries out work for a person under a contract of service, a contract of apprenticeship, or a contract personally to do work; or a person who carries out work for the Crown or a relevant member of the Houses of Parliament staff
Employer: a person who makes work available under a contract of service, a contract of apprenticeship, the Crown or a relevant member of the Houses of Parliament staff.
Employment service provider: a person who provides vocational training and guidance, careers services and may supply employers with workers
Employment services: vocational training and guidance, finding employment for people, supplying employers with workers
Equal pay audit: comparing the pay of women and men who are doing equal work in an organisation, and investigating the causes of any pay gaps by gender or working pattern. The provisions in the Act directly relating to equal pay refer to sex equality but an equal pay audit could be used applied to other protected characteristics to help an employer equality proof their business
Equal work: a woman’s work is equal to a man’s in the same employment (and vice versa) if it is the same or broadly similar (like work); rated as equivalent to his work under a job evaluation scheme or if she can show that her work is of equal value to his in terms of the demands made of her
Equality clause: a sex equality clause is read into a person’s contract of employment so that where there is a term which is less favourable than that enjoyed by someone of the opposite sex doing equal work, that term will be modified to provide equal terms
Equality policy: a statement of an organisation’s commitment to the principle of equality of opportunity in the workplace
Equality training: training on equality law and effective equality practice
Exceptions: where, in specified circumstances, a provision of the Act does not apply
Flexible working: working different hours or at home to accommodate childcare commitments
Gender reassignment: the process of changing or transitioning from one gender to another
Gender Recognition Certificate: a certificate issued under the Gender Recognition Act to a transsexual person who has, or has had gender dysphoria, has lived in the acquired gender throughout the preceding two years, and intends to continue to live in the acquired gender until death
Goods, facilities or services: goods refer to moveable property, facilities to opportunities to enjoy a benefit or do something and services refer to provisions for meeting people’s needs. Goods, facilities and services are available to the public or any part of it
Guaranteed interview scheme: this is a scheme for disabled people which means that an applicant will be invited for interview if they meet the essential specified requirements of the job
Guests: people invited to enjoy an association’s benefits, facilities or services by that association or a member of it
Harass: to behave towards someone in a way that violates their dignity, or creates a degrading, humiliating, hostile, intimidating or offensive environment
Harassment: unwanted behaviour that has the purpose or effect of violating a person’s dignity or creates a degrading, humiliating, hostile, intimidating or offensive environment. See below for sexual harassment
Impairment: a functional limitation which may lead to a person being defined as disabled according to the definition under the Act. (see disability)
Indirect discrimination: the use of an apparently neutral practice, provision or criterion which puts people with a particular protected characteristic at a disadvantage compared with others who do not share that characteristic , and applying the practice, provision or criterion cannot be objectively justified
Indirectly discriminatory: see indirect discrimination
Information Society Service Provider (ISSP): a service provider which provides electronic data storage, usually for payment, for example, selling goods online
Instruction to discriminate: when someone who is in a position to do so instructs another to discriminate against a third party. For example, if a GP instructed her receptionist not to register anyone who might need help from an interpreter, this would amount to an instruction to discriminate
Insurance business: an organisation which provides financial protection against specified risks to clients in exchange for payment
Job evaluation study: this is a study undertaken to evaluate jobs in terms of the demands made on a person, using factors such as effort, skill and decision-making. This can establish whether the work done by a woman and a man is equal, for equal pay purposes. (see equal work)
Judicial review: a procedure by which the High Court supervises the exercise of public authority power to ensure that it remains within the bounds of what is lawful
Less favourably: worse, not as well as
Like work: see equal work
Manifest: see manifestation: refers to the appearance or expression of a protected characteristic. For example, manifestations of sexual orientation can include the person’s appearance, the places they visit or the people they mix with
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 no less favourably than married couples
Maternity: see pregnancy and maternity
Maternity leave: leave which a woman can take whilst she is pregnant and after the birth of her child divided into compulsory, ordinary and additional maternity leave. How much leave a woman is entitled to will vary, but all women employees are entitled to 26 weeks
Members: people who have been formally accepted into membership of an association
Minister : someone who is authorized to perform religious functions, such as weddings, baptisms and communion, in a Christian church.
Monitor : see monitoring
Monitoring: monitoring for equality data to check if people with protected characteristics are participating and being treated equally. For example, monitoring the representation of women, or disabled people, in the workforce or at senior levels within organisations
Monitoring form: a form which organisations use to collect equality monitoring data – from, for example, job applicants or service users. It records information about a person’s sex, age, disability, race, religion, or sexual orientation. It is kept separately from any identifying information about the person
More favourably: to treat somebody better than someone else. This is unlawful under the Act if it is because of a protected characteristic except in very limited circumstances e.g. the duty to make reasonable adjustments for a disabled person. The law can require pregnant workers to be treated more favourably in some circumstances
National security: the security of the nation and its protection from external and internal threats, particularly from activities such as terrorism and threats from other nations
Needs that are different: see different needs
Normal retirement age: the retirement age at which in practice employees in a particular job and workplace would normally expect to retire. Normal retirement age can differ from the contractual retirement age. If it is under 65, it must be objectively justified
Objective justification: when something (e.g. an otherwise discriminatory action) can be objectively justified
Objectively justified: when something can be shown to be a proportionate means of achieving a legitimate aim – that is, the way of achieving the aim is appropriate and necessary.
Occupational health: occupational health can be defined as the ongoing maintenance and promotion of physical, mental and social well-being for all workers
Occupational health practitioner: a health professional providing occupational health services
Occupational pension: a pension which an employee may receive after retirement as a contractual benefit
Occupational requirement: where having a protected characteristic is an occupational requirement, certain jobs can be reserved for people with that protected characteristic (e.g. Women support workers in women’s refuges; Ministers of Religion)
Office-holders: there are personal and public offices. A personal office is a remunerated office or post to which a person is appointed personally under the direction of someone else. A public office is appointed by a member of the government, or the appointment is recommended by them, or the appointment can be made on the recommendation or with the approval of both Houses of Parliament, the Scottish parliament or the National Assembly for Wales
Organised religion: refers to a religion which manifests its beliefs through organised worship
Palantypist: also known as ‘Speech to Text Reporter’. A palantypist reproduces speech into a text format onto a computer screen at verbatim speeds for deaf or hard of hearing people to read
Past disability: a person who has had a disability as defined by the Equality Act
Perception: in the Act, the belief that someone has a protected characteristic, whether or not they do have it
Physical barriers: a physical feature of a building or premises which places disabled people at a substantial disadvantage compared to non-disabled people when accessing goods, facilities and services or employment
Physical features: anything that forms part of the design or construction of a place of work, including any fixtures, such as doors, stairs etc. Physical features do not include furniture, furnishings, materials, equipment or other chattels in or on the premises
Positive action: refers to a range of lawful actions that seek to overcome or minimise disadvantages (e.g. in employment opportunities) that people who share a protected characteristic have experienced, or to meet their different needs
Positive Discrimination: treating someone with a protected characteristic more favourably to counteract the effects of past discrimination. It is generally not lawful although the duty to make reasonable adjustments is an exception where treating a disabled person more favourably may be required by law
Practicable: capable of being carried out or put into effect
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
Pregnant: see pregnancy and maternity
Private disposals: when an owner-occupier disposes of property (i.e. sells or leases etc) without using an estate agent or publishing an advert in connection with the ‘disposal’
Procurement: the term used in relation to the range of goods and services a public body or authority requires and delivers. It includes sourcing and appointment of a service provider and the subsequent management of the goods and services being provided
Professional organisations: a body of persons engaged in the same profession, formed usually to provide advice, maintain standards, and represent the profession in discussions with other bodies about professional concerns
Proportionate: refers to measures or actions that are appropriate and necessary. Whether something is proportionate in the circumstances will be a question of fact and involve weighing up the discriminatory impact of the action against the reasons for it, and asking if there is any other way of achieving the aim
Protected characteristics: the grounds upon which discrimination is unlawful. The characteristics are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation
Protected period: this refers to the time when the specific prohibition against unfavourable treatment of expectant and new mothers applies. The period begins at the start of a woman’s pregnancy and continues until the end of her maternity leave
Provision, criterion or practice: identifying a provision, criterion or practice is key to establishing indirect discrimination. It can include for example, any formal or informal policies, decisions, rules, practices, arrangements, criteria, conditions, prerequisites or qualifications.
Public authority: organisations and individuals that carry out public functions – this would include government departments, local authorities, health authorities and hospitals, schools, prisons, and police for example
Public bodies: public bodies are defined as bodies which have a role in the processes of national Government but are not a Government department or part of one. They operate to a greater or lesser extent at arm’s length from Ministers
Public functions: any act or activity undertaken by a public authority in relation to delivery of a public service or carrying out duties or functions of a public nature e.g. the provision of policing and prison services, healthcare, including residential care of the elderly, government policy making or local authority planning services
Public sector equality duty: the duty on a public authority when carrying out its functions to have due regard to the need to eliminate unlawful discrimination and harassment, foster good relations and advance equality of opportunity
Qualifications bodies: an authority or body which can confer qualifications
Questions procedure: a discrimination law procedure whereby a pre-action questionnaire is issued to the respondent/defendant, i.e. the person or organisation against whom a discrimination claim may be made
Race: refers to the protected characteristic of race. It refers to a group of people defined by their race, colour, nationality (including citizenship) ethnic or national origins
Rated as equivalent: an equal pay concept – see equal work
Reasonable: what is considered reasonable will depend on all the circumstances of the case including the size of an organisation and its resources, what is practicable, the effectiveness of what is being proposed and the likely disruption that would be caused by taking the measure in question as well as the availability of financial assistance
Reasonable adjustment: see the duty to make reasonable adjustments
Reasonable steps: see the duty to make reasonable adjustments
Reasonably: see reasonable
Reasonably believe: this refers to a belief based on objective grounds
Regulations: secondary legislation made under an Act of Parliament (or European legislation) setting out subsidiary matters which assist in the Act’s implementation
Religion or belief: religion has the meaning usually given to it but belief includes religious and philosophical beliefs including lack of belief (e.g. atheism). Generally, a belief should affect your life choices or the way you live for it to be included in the definition
Religion or belief organisations: an organisation founded on an ethos based on a religion or belief. Faith schools are one example of a religion or belief organisation
Religious organisation : see religion or belief organisation
Retirement age: the age at which an employee retires. This may be the national default retirement age, if there is one, or an age which is set in the contract of employment but which must be capabale of being objectively justified
Right to request flexible working: the legal right to request flexible working, e.g. a change in the way you work or the hours you work
Same employment: an equal pay concept (see equal work). Generally, women and men can compare their pay and other conditions with those employed by the same or an associated employer
Separate services: services only provided for one sex
Service complaint: a complaint about service delivery
Service provider: someone (including an organisation) who provides services, goods or facilities to the general public or a section of it
Service users: those accessing or using a particular service
Services: see goods, facilities and services
Services, Goods or Facilities: this refers to services, goods or facilities provided to the public by public or private providers. The definmition excludes public functions and benefits, facilities and services provided by clubs and associations. See also goods, facilities and services
Sex: this is a protected characteristic. It refers to whether a person is a man or a woman (of any age)
Sexual harassment: any conduct of a sexual nature that is unwanted by the recipient, including verbal, non-verbal and physical behaviours, and which violates the victim’s dignity or creates an intimidating, hostile, degrading or offensive environment for them
Sexual orientation: whether a person’s sexual attraction is towards their own sex, the opposite sex or to both sexes
Single-sex facilities: facilities which are only available to men or to women, the provision of which may be lawful under the Act
Single-sex services: a service provided only to men or women. It is not always discriminatory to provide single-sex services, for example provision of single-sex changing facilities in a leisure centre
Small premises: premises are small if they are not normally sufficient to accommodate more than two other households (and no more than six people in addition to the owner-occupier and/or their relatives and/or close relations)
Stakeholders: people with an interest in a subject or issue who are likely to be affected by any decision relating to it and/or have responsibilities relating to it
Substantial disadvantage: a disadvantage which is more than minor or trivial
Terms of employment: the provisions of a person’s contract of employment, whether provided for expressly in the contract itself or incorporated by statute, custom and practice or common law etc.
Textphone: a type of telephone for deaf or hard of hearing people which is attached to a keyboard and a screen on which the messages sent and received are displayed
Trade unions: organisations formed to represent workers’ rights and interests to their employers, for example in order to improve working conditions, wages or benefits. They also advocate more widely on behalf of their members’ interests and make recommendations to government, industry bodies and other policy makers
Transsexual person: refers to a person who has the protected characteristic of gender reassignment. This may be a woman who has transitioned or is transitioning to be a man, or a man who has transitioned or is transitioning to be a woman. The law does not require a person to undergo a medical procedure to be recognised as a transsexual
Two Ticks’ Symbol: a sign awarded by Jobcentre Plus to employers who are positive about employing disabled people and are committed to emply, keep and develop disabled staff
UK Text Relay Service: a national telephone relay service for deaf, deafened, hard of hearing, deaf-blind and speech-impaired people. It lets them use a textphone to access any services that are available on standard telephone systems
Unfavourably: the term is used (instead of less favourable) where a comparator is not required to show that someone has been subjected to a detriment or disadvantage because of a protected characteristic – for example in relation to pregnancy and maternity discrimination
Unlawful : not permitted by law (as distinct from illegal which means ‘forbidden by law’). On occasions, unlawful and illegal may be synonymous, but unlawful is more correctly applied in relation to civil (as opposed to criminal) wrongs
Unlawful disability discrimination: see unlawful discrimination
Unlawful discrimination: when an employer has engaged in prohibited conduct against someone with a protected characteristic and does not have a valid defence
Unlawful discrimination because of disability: see unlawful discrimination and discrimination arising from disability
Unlawful indirect discrimination: see indirect discrimination
Unlawfully discriminated: see discriminate unlawfully and unlawful discrimination
Unlawfully discriminated: see unlawful discrimination
Unreasonable: not reasonable, beyond what’s practicable. (see also Reasonable)
Victimisation: subjecting a person to a detriment because they have done a protected act or there is a belief that they have done a protected act i.e. bringing proceedings under the Act; giving evidence or information in connection with proceedings under the Act; doing any other thing for the purposes or in connection with the Act; making an allegation that a person has contravened the Act
Victimise: the act of victimisation
Vocational service: a range of services to enable people to retain and gain paid employment and mainstream education
Vocational training: training to do a particular job or task
Work of equal value: see equal work
Work situation: refers to the employment and workplace context – if disputes or discrimination complaints arise in relation to work they will be heard in the Employment Tribunal
Workstep: The WORKSTEP employment programme provides support to disabled people facing complex barriers to getting and keeping a job. It also offers practical assistance to employers
Worker: the definition of ’employee’ given above also encompasses that of ‘worker’. However, in employment law, worker is generally a wider category than employee and includes a contract personally to do work
Worse: when someone is treated less favourably they are treated worse than someone else, literally something which is not as good as someone or something else

Some of our previous clients

EDDS has been in operation for over 10 years and during that time we have worked with numerous organisations and people, these are just a few:

NHS North West Commissioning Support Unit, Liverpool Clinical Commissioning Group (CCG), South Sefton, Southport and Formby CCG, Wirral CCG, St Helens CCG, Knowsley CCG, East Cheshire CCG, West Cheshire CCG, Halton CCG, NHS England, NHS Maternity Review, Aintree University Hospital Foundation trust, Royal Liverpool Hospital,  Halton, Stockport, Trafford, Salford, Local Authorities & City Councils, Sefton Borough Council, Sefton Equality Partnership, Sefton CVS South, IDeA – Local Government Association. NACAB, NHS, LEA, Probation service, The Court Services, Crown Prosecution Service, Department of Works and Pension, Ministry of Defence, The Home Office, BBC, Institute of Directors, CBI, Jamaica society (Manchester) Victim Support, Legal Aid Board, Voluntary Action Manchester, Greater Manchester Police, NW Social Services, Dale & Valley Homes (ALMO), Sandwell Homes (ALMO) Walsall ALMO, Clear Mind Business solutions, British Aerospace, Employment Tribunal Services. East Regional Development Agency, North East RDA, North West RDA South East Regional development Agency, Kings College London, Greenwich University, Kent University, Dialogue, Centre for Local Policy Studies, Jamaica Society, North Yorkshire Fire & Rescue Services, Equality Human Rights Commission, Commission for Racial Equality, Disability Rights Commission.

hate crime packs

As part of our work we have helped organisation to win awards and to develop cutting edge tools, our recent collaboration with the Crown Prosecution Service produce the ground breaking anti-hate crime school resource. These are available free to schools and community groups

We are constant innovators in training and delivering training – as well as teaching and delivering material on technical subjects such as the equality Act, consultation and engagement, we also develop training that tackles hidden problems or hard to tackle problems. Our recent programme on Unconscious bias and the effect of this is proving exceptionally popular with organising this clip (a girl like me) will give you an example of some of the difficulties in unpicking discrimination and inbuilt bias.


 

We have lots of experience and we can bring this to your organisation.

Get in touch