Northern Ireland Transport Holding Company Report On The Screening Of Policies
Introduction | Responsibilities for policies | Preliminary consultation | Screening criteria | Results of the screening process | Prioritisation of policies | Consultation | Appendix 1 – Summary of policies | Appendix 2 – Results of the screening process
| Chamber of Commerce House 22 Great Victoria Street Belfast BT2 7LX |
Drawn up in accordance with Section 75 of |
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Translations and other formats
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Catherine Burns Telephone Fax |
Introduction | Responsibilities for policies | Preliminary consultation | Screening criteria | Results of the screening process | Prioritisation of policies | Consultation | Appendix 1 – Summary of policies | Appendix 2 – Results of the screening process
1. INTRODUCTION
1.1 Section 75 of the Northern Ireland Act 1998 requires NITHCthe Commission in carrying out all our functions, powers and duties affecting Northern Ireland, to have due regard to the need to promote equality of opportunity:
- between persons of different religious belief, political opinion, racial group, age, marital status or sexual orientation;
- between men and women generally;
- between persons with a disability and persons without; and
- between persons with dependants and persons without.
1.2 Section 75 also requires us, without prejudice to this obligation, to have regard to the desirability of promoting good relations between persons of different religious belief, political opinion or racial group.
1.3 NITHC is a public corporation established under the Transport Act (NI) 1967 to oversee the provision of public transport in Northern Ireland. It is responsible for the operation of its subsidiary companies, Citybus (now Metro), NI Railways and Ulsterbus, which operate together under the brand name Translink to deliver the public transport services. NITHC has been designated as a public authority for the purposes of Section 75 and our Equality Scheme was approved by the Equality Commission on 14 September 2005.
1.4 In line with the Equality Scheme we have now completed the process of screening our policies to determine which, if any, have significant implications for equality of opportunity. This report summarises the findings of the screening process and indicates which policies we intend to subject to a detailed Equality Impact Assessment (EQIA).
1.5 Appendix 1 lists all the current and developing policies we have identified and provides a short summary of each. Appendix 2 sets out the results of the screening process.
Introduction | Responsibilities for policies | Preliminary consultation | Screening criteria | Results of the screening process | Prioritisation of policies | Consultation | Appendix 1 – Summary of policies | Appendix 2 – Results of the screening process
2. RESPONSIBILITIES FOR POLICIES
2.1 NITHC is accountable to the Department for Regional Development (DRD) which develops transport strategies for Northern Ireland and determines public transport policy.
2.2 The NITHC Board is responsible for approving the strategies of its subsidiary companies and the annual Corporate Plan and for their proper governance. It meets on a regular basis to review the implementation of policy objectives and to monitor financial performance. NITHC also owns a portfolio of property investments that generate funds for capital investment throughout the Group.
2.3 Translink is the brand name of the three operating companies which operate scheduled bus and rail services in Northern Ireland, including cross-border and cross-channel links.
2.4 Briefly, the DRD is responsible for transport policy, NITHC for governance and Translink for the operation of services.
2.5 The DRD is a designated public authority for the purposes of Section 75 and has its own Equality Scheme and a programme of EQIA which includes a number of transport policies, such as the review of the concessionary fares scheme and the policy on transport for disabled people. There are therefore a number of operational policies which we are involved in implementing but which are the primary responsibility of the DRD and are subject to their Equality Scheme.
Introduction | Responsibilities for policies | Preliminary consultation | Screening criteria | Results of the screening process | Prioritisation of policies | Consultation | Appendix 1 – Summary of policies | Appendix 2 – Results of the screening process
3. PRELIMINARY CONSULTATION
3.1 The first step in the screening process was to identify all policies, written and unwritten; this was undertaken at various training workshops with a range of managers and supervisors from NITHC and Translink. Once the list had been compiled, we arranged an informal meeting on 19 October 2005 and invited a range of the organisations on our list of consultees. Initially we invited 22 organisations and then widened out the invitation to a further 20. The purpose of the meeting was to engage with consultees, seek their views on the list of policies and discuss any particular problems or priorities for the people they represented when using Translink services. We gave the groups 3 months notice of the meeting but unfortunately very few were able to attend and eventually we met with two groups individually. A further three groups expressed an interest but were unable to attend.
3.2 As a result of the meetings, the following points were taken into account when undertaking the screening process –
- Foras na Gaeilge told us that the visibility of the Irish language needs to be increased – for example, by including a small number of articles in Irish in magazines provided on trains
- They also noted that many European countries provide bilingual signage with the minority language in smaller print – for example, platform signs, door signs
- The Northern Ireland Youth Council told us that the main concern of young people in regard to transport is accessibility to transport in rural areas, especially late night and Sunday services.
Introduction | Responsibilities for policies | Preliminary consultation | Screening criteria | Results of the screening process | Prioritisation of policies | Consultation | Appendix 1 – Summary of policies | Appendix 2 – Results of the screening process
4. SCREENING CRITERIA
4.1 The purpose of screening was to determine which of our policies have significant implications for equality of opportunity. Our Equality Scheme sets out the criteria to be used to screen the policies in the form of the following questions:
Q1. Is there any indication or evidence of higher or lower participation or uptake by different groups?
Q2. Is there any indication or evidence that different groups have different needs, experiences, issues or priorities in relation to the particular policy?
Q3. Have previous consultations with relevant groups, organisations or individuals indicated that particular policies create problems that are specific to them?
Q4. Is there an opportunity to better promote equality of opportunity or good relations by altering the policy or working with others in government or in the larger community?
4.2 In conducting the screening process we have followed the steps outlined in our Equality Scheme as follows –
- identify all policies, written and unwritten; this was undertaken at various training workshops with a range of managers and supervisors from NITHC and Translink
- internally appraise the significance of equality of opportunity and good relations of each policy, using the screening criteria set out above; this was carried out by a number of small working groups drawn from those who had attended the training workshops
- produce a list detailing policies to be subject to equality impact assessment, together with a draft timetable for conducting the assessments, taking account of the need to join up equality impact assessments of related policies; this report has been prepared to set out the conclusions of these three steps and facilitate the remainder of the screening process.
4.3 This report is designed to assist consultees to express their views on whether all policies have been identified, whether all equality impacts have been identified, and whether they agree with the list of policies to be subject to equality impact assessment and the proposed timetable.
4.4 Consultation will last 12 weeks; at the end of this period we will –
- consider and take account of feedback from the consultation exercise;
- provide information to consultees on the conclusions reached following the initial consultation on screening, on amendments made to the list of policies, and on the final equality impact assessment timetable.
Introduction | Responsibilities for policies | Preliminary consultation | Screening criteria | Results of the screening process | Prioritisation of policies | Consultation | Appendix 1 – Summary of policies | Appendix 2 – Results of the screening process
5. RESULTS OF THE SCREENING PROCESS
5.1 Appendix 2 sets out the results of applying each screening question to each policy.
5.2 The following policies have been identified as requiring a full EQIA for the reason givens below.
Route design and frequency of service
There is no formal written policy on either route design or frequency of service and timetables. However, there is a process whereby a District Manager can suggest new services or frequencies; if approved, the proposal is subjected to operational screening by Translink and then submitted to the DRD (Roads Transport Licensing Division) for the issuing of a Roads Service License, following a consultation process.
The entire Citybus Network was re-designed in 2004 within the Citybus Strategic Review. The entire Ulsterbus Network is currently under review within the Ulsterbus Strategic Review. NIR timetables are currently undergoing enhancement as part of the new railway strategy. These reviews include extensive consultation and consideration of equality issues. Therefore, the policies have not been included in the overall EQIA programme but full screening will be carried out in the course of each strategic review on a district by district, phased basis.
Fares and ticket policy
The policy sets out fares and ticket types for journeys undertaken by customers of Metro, NI Railways and Ulsterbus. We concluded that there may be higher or lower participation by people of different ages, genders and by people with a disability and people without. People of different ages may also have different needs in respect of the policy; at present Government policy defines that free travel is provided to NI residents aged 65 or over and that children aged between 5 and 16 can travel for 50% of the standard adult fare.
Translink has a policy that allows children under 5 to travel free of charge and there are also fare reductions for railway passengers aged 16-21. Whilst in general most fares are fair and equitable, fares are influenced on certain services by service level, level of investment, directness of route, competition issues and ticket type availability. We therefore believe that it would be beneficial to conduct an EQIA of this policy to identify and address any disadvantages to particular Section 75 groups.
Refund policy
The policy sets out guidelines for offering refunds to passengers for tickets purchased and not used. Those travelling on concessionary passes (i.e people of different ages and those with a disability) do not, at present, receive any form of compensation for delay. An EQIA would provide an opportunity to harmonise refunds across the network.
Signage policy
The policy sets out standards for all informational and directional signage. As a result of the screening exercise, we concluded that non English speakers, the elderly and those with certain disabilities may require different methods of information dissemination to meet their particular needs. An EQIA would allow these needs to be thoroughly addressed.
Procurement policy
The policy sets out a framework for the procurement of goods and services in accordance with all relevant company, industry and legislative requirements. As the elderly and those with a disability are particularly affected by the type of vehicles procured, there may be opportunities to better promote equality of opportunity through this policy.
Recruitment policy
The policy sets out Translink’s recruitment procedures and includes a Code of Practice. The criteria for selection are merit and ability only. Our equality monitoring statistics indicate higher or lower participation by people of different religious belief, race, gender and those with a disability and those without. Individuals and Trade Union representatives from time to time have indicated concerns about several of these issues. The recruitment policy and procedures are fundamental to equality of opportunity and an EQIA would provide effective assurance that the policy complies with legislation and best practice.
Sickness absence policy
The policy gives guidance to supervisors/managers about how to manage sickness absence and includes guidelines on how and when to take disciplinary action. The policy outlines what is an acceptable level of sickness absence. We believe that there may be differential uptake of the policy by women (because of pregnancy), those with a disability and older people and that there may therefore be an opportunity to promote equality of opportunity by addressing the needs of different groups through an EQIA.
Job sharing policy
The policy details the operation of the job sharing scheme. The policy is particularly attractive to those with dependants and explicitly states that applications from women are welcomed. However, it may be that there are other groups with particular needs and that there is an opportunity to increase uptake across all categories. An EQIA would allow additional needs to be identified and addressed.
Bereavement and special leave policy
The policy sets out leave entitlement in exceptional circumstances, such as bereavement. The policy incorporate all legislative requirements and best practice on family friendly policies. However, the application of the policies to common law partnerships and same sex relationships could be clarified and an EQIA would provide an opportunity to ensure that the needs of employees in all groups are addressed.
Retirement and early retirement policies
There is no consolidated policy but there is a policy on ill health retirement and an early retirement scheme for bus drivers. Owing to the nature of the policies, there is a higher uptake by older people and there is a need to review the policies in the light of forthcoming legislation on age discrimination.
Redundancy policy
The policy defines the company’s approach to compulsory and voluntary redundancy. It sets out the processes for selection for and conditions of staff redundancy. As a result of the screening process we concluded that the policy may have a disproportionate impact on certain groups. For example, the attendance at work criterion may have a greater effect on people with a disability who may not have the same level of attendance as people without a disability. There is therefore a need to review the policy through an EQIA.
Dress code
The policy sets out guidelines on wearing and caring for uniforms. Several categories of staff are provided with a company uniform, including clerical, sales and information, drivers, conductors, inspectors, engineering and infrastructure staff. Consideration may need to be given to provisions for those who require or wish to wear an item of clothing for religious reasons and also to alterations to uniforms for those with certain types of physical disability. It may also be pertinent to consider any particular needs of people undergoing gender reassignment.
Vehicle deployment
As a result of the screening process it has been determined that a policy should be developed on the deployment of the bus fleet. This may have implications for equality of opportunity as the deployment of buses with certain features (eg kneeling buses) in certain areas may have an impact on elderly or disabled passengers. The policy is therefore included in the programme of EQIA on a provisional basis.
5.3 We consider that the other policies listed in Appendix 1 do not have significant implications for equality of opportunity, but would welcome the views of consultees.
Introduction | Responsibilities for policies | Preliminary consultation | Screening criteria | Results of the screening process | Prioritisation of policies | Consultation | Appendix 1 – Summary of policies | Appendix 2 – Results of the screening process
6. PRIORITISATION OF POLICIES
6.1 Our Equality Scheme states that priorities will be established based on five specific factors. We have therefore used the following questions to determine a priority for each policy –
Q1. To what extent does the policy help to address social need?
Q2. To what extent does the policy affect people’s daily lives?
Q3. To what extent does the policy affect people’s economic, social and/or human rights?
Q4. How significant is the policy in terms of expenditure?
Q5. How important is the policy in relation to achieving the organisation’s strategic aims?
6.2 We have assessed each policy against these questions as follows on the basis of high, medium or low impact –
|
Policy |
Q1 |
Q2 |
Q3 |
Q4 |
Q5 |
Priority |
| Fares and ticket |
High |
High |
High |
High |
High |
1 |
| Refund |
Low |
Low |
Med |
Low |
Low |
7 |
| Signage |
High |
Low |
Med |
Med |
High |
8 |
| Procurement |
Med |
Med |
Med |
High |
High |
2 |
| Recruitment |
Med |
Low |
Low |
Low |
High |
8 |
| Sickness absence |
Low |
Low |
Low |
High |
High |
11 |
| Job Sharing |
High |
High |
High |
Low |
Med |
2 |
| Special Leave |
Med |
High |
High |
Low |
Med |
4 |
| Early retirement |
Low |
Low |
Med |
High |
Low |
8 |
| Redundancy |
Low |
High |
High |
Low |
Med |
5 |
| Dress code |
Low |
High |
High |
Low |
Med |
5 |
| Vehicle deployment |
6.3 We consider that there would be benefits in terms of efficiency and effectiveness if some of the policies were grouped together for the purposes of EQIA and we have assigned a priority to each group as follows –
|
Combined priority | ||
| 1 | Fares and ticket policy |
1 |
| Refund policy | ||
| 2 | Signage |
5 |
| 3 | Procurement |
4 |
| 4 | Recruitment |
3 |
| Sickness absence | ||
| Job sharing | ||
| Bereavement and special leave | ||
| Early retirement | ||
| Redundancy | ||
| Dress code | ||
| 5 | Vehicle deployment |
2 |
6.4 Subject to the views of consultees, we suggest that the policies be subjected to EQIA in accordance with the following programme –
2006/07 Fares and ticket and refund policies
2007/08 Employment policies (as listed above)
Vehicle deployment (subject to screening)
2008/09 Procurement
2009/10 Signage
6.5 The need for further EQIA may be identified as a result of analysing monitoring information on a regular basis, or because of changes to legislation and this will be taken into account as we work our way through the proposed programme.
Introduction | Responsibilities for policies | Preliminary consultation | Screening criteria | Results of the screening process | Prioritisation of policies | Consultation | Appendix 1 – Summary of policies | Appendix 2 – Results of the screening process
7. CONSULTATION
7.1 We recognise the importance of consultation in all aspects of the implementation of our statutory equality duties. All consultation will be carried out in accordance with the Equality Commission’s guidance and our Equality Scheme in a timely, open and inclusive way.
7.2 At this time we are particularly interested in consultees’ views on –
- whether all policies have been identified
- whether all equality impacts have been identified
- whether they agree with the list of policies to be subjected to equality impact assessment and the proposed timetable.
7.3 Initially a copy of the summary of this report is being sent to all consultees listed in our Equality Scheme with a questionnaire requesting comments. The full screening report is accessible on the Translink website www.translink.co.uk and can also be obtained from Catherine Burns on request (see contact details on page 2). During the consultation period we will make direct contact with organisations which have an interest in the equality implications of our work and will consult with the Translink Area User Groups. Company employees will also have an opportunity to comment.
7.4 We are keen to work with representative groups and individuals in the Section 75 categories in order to obtain their views in the most appropriate way. This may involve face to face meetings at times and locations convenient to consultees.
7.5 We are aware that some groups will need sufficient time to consult among themselves to formulate a response. In this instance the consultation period will last 12 weeks and comments and feedback will be accepted in the format preferred by each consultee. The closing date for receipt of comments is Friday, 11 August 2006.
Introduction | Responsibilities for policies | Preliminary consultation | Screening criteria | Results of the screening process | Prioritisation of policies | Consultation | Appendix 1 – Summary of policies | Appendix 2 – Results of the screening process
Appendix 1
SUMMARY OF POLICIES
CURRENT POLICIES
1. Operational policies
1.1. Regional transportation
The policy, which is published by the DRD, sets out a strategic framework for the future planning, funding and delivery of transportation throughout the region.
1.2. Service planning
The policy provides guidelines for operational planning to ensure a co-ordinated network of bus and rail services.
1.3. Route design/frequency of service
There is no formal written policy but a process is in place to conduct strategic reviews of all bus and rail networks on a phased basis. The process also allows for District Managers to suggest new services as and when needed.
1.4. Route changes
The procedure for route changes is defined by the DRD; any suggested change which involves operating on a road not currently used by Translink is evaluated by the DRD Road Transport Licensing Division.
1.5. Fares and ticket policy
The policy sets out fares and ticket types for journeys undertaken by customers of Metro, NI Railways and Ulsterbus.
1.6. Refund policy
The policy sets out guidelines for offering refunds to passengers for tickets purchased and not used.
1.7. Assistance animals on trains
The policy sets out guidelines for the carriage of animals on trains where such animals are used in a guiding capacity by people with a disability.
1.8. Bicycle policy
The policy gives clear guidance on what type, how many, where and when bicycles may be carried on trains. Subject to the policy being followed, bicycles will be carried free of charge.
1.9. School bus services
The Education and Library Boards define the services required and enter into a contractual relationship with Translink regarding payment terms. The services are therefore subject to the ELB Equality Schemes.
1.10. Car parks
The policy directs the operation of the four NITHC car parks, including the services offered and the tariffs charged.
2. Customer care policies
2.1. Passenger Charter
The Charter is a statement of the company’s commitment to provide a high quality service on both buses and trains in Northern Ireland and includes standards for reliability, being on time, telephone answering, responding to complaints etc.
2.2. Quality (ISO9001)
The ISO9001 Quality Management Systems adopted by NIR Engineering, Bus Engineering and Bus Operations contain a quality policy statement which provides a framework for establishing and reviewing quality objectives.
3. Safety policies
3.1. Health, safety and welfare policy
The policy sets out legislative requirements concerning the health, safety and welfare of customers and staff.
3.2. Bus and train emergency plans
These policies set out the rules/guidelines to be followed by staff in the event of a major incident.
3.3. Conditions of carriage
The policy sets out the conditions on which Translink operates passenger services and includes the obligations of both the company and the passengers.
3.4. Alcohol on trains
The policy outlines the regulations in relation to the consumption of alcohol on trains which are designed to protect passengers and staff from the actions of those under the influence of alcohol.
3.5. Bye-laws
Bye-laws regulate the use, working of and travel on railways and the maintenance of order on or in connection with the railway. They also regulate the conduct of all persons on railway property.
3.6. Violence
This is an internal policy for managing situations where staff may be at risk of actual or potential violence in the carrying out of their normal duties.
3.7. CCTV
The policy defines how CCTV is to be used and administered, who is allowed access to images and how they are to access them. The policy complies with the requirements of the Data Protection Act.
3.8. Engineering and maintenance
Rail and bus engineering have defined policies for the engineering and maintenance of their fleets. The policies define the processes by which vehicles are correctly maintained to provide safe, clean and reliable passenger services.
4. Communications policies
4.1. External communications
The policy provides a structured framework for information transfer between the company and all external parties and includes a commitment to prompt and adequate disclosure of relevant information. It exists in support of other operational policies.
4.2. Marketing and advertising
The policy is designed to promote Translink services, increase patronage and maintain commercial viability.
4.3. Publications
The policy sets standards for publications produced by and for Translink.
4.4. Signage
The policy sets out standards for all informational and directional signage.
5. Corporate policies
5.1. Corporate plan
The corporate plan sets out a programme of work, projects and financial plans to deliver change and performance in line with the agreed vision, values and strategic objectives. It represents a summary of a wide range of policies, such as procurement, investment appraisals, frequency of services, route changes and fares, which are being screened separately.
5.2. Vision, values and associated objectives
The vision, values and associated objectives guide the operational and investment plans of the company.
5.3. Governance
Governance covers the responsibility for ensuring that an effective system of internal control is maintained and operated by the operating subsidiaries and for reviewing its effectiveness. The policy consolidates many other policies.
5.4. Freedom of information
Translink has developed a publication scheme under the Freedom of Information Act and procedures for dealing with requests for information.
5.5. Internal communications
The policy provides a structured, standardised approach to information dissemination and feedback throughout the company.
5.6. Environmental policy
The policy is a statement of the organisation’s intentions and principles in relation to its overall environmental performance. It provides a framework for action and the setting of environmental objectives and targets. It has been developed in accordance with ISO 14001 standards.
5.7. Environmental impact assessment
The policy identifies key environmental principles and sets out a method for seeking solutions to minimise any potentially harmful effects.
5.8. Energy and resources
The policy covers the reporting, monitoring and management of energy and resources utilised as part of Translink’s operations.
5.9. Emissions and wastes
The policy covers the management of discharges, emissions of effluents and waste material.
5.10. Disposal of surplus or obsolete equipment and materials
The policy covers the sale and disposal of scrap.
6. Finance policies
6.1. Finance
The policy sets out a framework for the preparation of financial statements. It follows the standards set by the Accounting Standards Board.
6.2. Procurement
The policy sets out a framework for the procurement of goods and services in accordance with all relevant company, industry and legislative requirements.
6.3. Fraud
The policy seeks to provide a framework for fraud prevention and detection, including defining the roles and responsibilities of the company and staff.
6.4. Capital plan
The capital plan is a programme of capital investment as presented in the corporate plan. The capital expenditure programme is designed to ensure the ongoing safe operation of services, improve passenger facilities and facilitate future passenger growth.
6.5. Investment appraisals
An investment appraisal is required for every capital investment over £10,000. An appraisal sets out the needs, objectives and options for each investment and allows decisions to be made about which option supplies the best value for money.
7. IT policies
7.1. User acceptability policy
The policy sets out the company’s approach to PC usage, access to systems, e mail and access to the Internet and contains specific guidelines which all users are obliged to observe.
7.2. Information security
The policy sets out responsibilities for safeguarding hardware, software and data including rules regarding confidentiality, integrity and continuity.
8. Internal policies
8.1. Recruitment
The policy sets out Translink’s recruitment procedures and includes a Code of Practice. The criteria for selection are merit and ability only.
8.2. Equal opportunity
The policy sets out how Tranlsink provides a positive working environment, meets legal obligations and manages responsibilities regarding equal opportunities.
8.3. Disciplinary and grievance
The policies cover incidents of misconduct by employees (discipline) and where employees wish to have addressed matter of personal concern (grievance).
8.4. Sickness absence
The policy gives guidance to supervisors/managers about how to manage sickness absence and includes guidelines on how and when to take disciplinary action. The policy outlines what is an acceptable level of sickness absence.
8.5. Dignity at work
The policy sets out standards of acceptable behaviour for all employees and procedures for dealing with any issues which might arise.
8.6. Flags and emblems
The policy prohibits the display of offensive material in the workplace.
8.7. Job release and career break
The policies enable experienced and trained employees to be able to pursue their careers without detriment to their personal/domestic affairs and undertake activities beneficial to their perceived career development.
8.8. Job sharing
The policy details the operation of the job sharing scheme.
8.9. Working time directive
The company complies with legislation which restricts the number of hours worked by employees on a weekly basis. There is a facility for employees to opt out which has been taken up by the majority of NIR staff. Bus driving staff are subject to EU and domestic legislation on driving hours.
8.10. Flexible working
The policy sets out the company’s arrangements for flexible working hours.
8.11. Bereavement and special leave
The policy sets out the leave employees are entitled to in exceptional circumstances.
8.12. Leave policies
There are various policies which set out leave entitlement in particular circumstances, such as maternity, paternity, parental and adoption leave and time off for dependants. The policies follow legislative requirements.
8.13. Retirement and early retirement
There is no consolidated policy but there is a policy on ill health retirement and an early retirement scheme for bus drivers.
8.14. Redundancy
The policy defines the company’s approach to compulsory and voluntary redundancy. It sets out the processes for selection for and conditions of staff redundancy.
8.15. Training and development
The policy sets out the responsibilities of managers and supervisors to ensure that employees are trained and developed so that what they can do and are motivated to do matches what the organisation needs them to do.
8.16. Voluntary training or educational development
The policy defines how the HR Department will determine the extent of support on an individual basis for training or education of a part time nature not specifically requested by the company.
8.17. Medical standards for employment
The policy defines medical criteria for various functional groups in terms of both physical and psychological standards.
8.18. Drugs and alcohol policy
The policy defines the guidelines around the relationship between the use of alcohol and drugs and work and includes a commitment to providing health education and rehabilitation/counselling to staff who may develop an alcohol or drug related problem.
8.19. Smoking policy
The policy defines the guidelines relating to any person smoking on company premises or vehicles. It includes a commitment to providing appropriate assistance to employees who wish to give up smoking.
8.20. Staff travel
The policy defines the concessionary travel arrangements which apply on bus and rail services within Northern Ireland for staff, spouses or partners and certain retired staff.
8.21. Dress code
The policy sets out guidelines on wearing and caring for uniforms.
8.22. Phone usage
The policy sets out rules for the provision of mobile phones to relevant staff and conditions of use (especially in cars).
8.23. Company car policy
The policy sets out the arrangements for provision of company cars to eligible staff.
8.24. Public disclosure
The policy sets out a mechanism by which staff can voice concerns over work issues.
DEVELOPING POLICIES
Rural coverage
The DRD is currently developing the Sub-Regional Transportation Plan which may set minimum standards for accessibility to public transport. If additional services are required to improve accessibility standards they will be funded by the DRD and operated by Translink to DRD parameters. The policy will be subject to the DRD Equality Scheme.
Vehicle deployment
As a result of the screening process it has been determined that a policy should be developed on the deployment of the bus fleet. This may have implications for equality of opportunity as the deployment of buses with certain features (eg kneeling buses) in certain areas may have an impact on elderly or disabled passengers.
Introduction | Responsibilities for policies | Preliminary consultation | Screening criteria | Results of the screening process | Prioritisation of policies | Consultation | Appendix 1 – Summary of policies | Appendix 2 – Results of the screening process
Appendix 2
RESULTS OF THE SCREENING PROCESS
| Policy | Q1 | Q2 | Q3 | Q4 | EQIA | Reasons for decision | |
| 1. | Operational Policies | ||||||
| 1.1 | Regional transportation | N | Y | Y | N | No | The policy is determined by the DRD and is subject to the DRD Equality Scheme. |
| 1.2 | Service planning | Y | Y | Y | N | No | The policy currently encompasses all known legislative and equality related issues. |
| 1.3 | Route design and frequency of service | Y | Y | Y | Y | Yes | See 'Results Of Screening Process' section |
| 1.4 | Route changes | N | N | Y | Y | No | Route changes are governed by DRD Regulations and are subject to the DRD Equality Scheme |
| 1.5 | Fares and ticket policy | Y | Y | N | Y | Yes | See 'Results Of Screening Process' section |
| 1.6 | Refund policy | N | Y | N | Y | Yes | See 'Results Of Screening Process' section |
| 1.7 | Assistance animals on trains | Y | Y | N | N | No | The policy is designed to assist people with a disability and was developed in consultation with the relevant stakeholders |
| 1.8 | Bicycle policy | N | N | N | Y | No | Consultation will be carried out with the relevant groups and the policy will be revised accordingly |
| 1.9 | School bus services | N | N | N | N | No | Policies relating to school bus services are defined by the ELBs and subject to their Equality Schemes |
| 1.10 | Car parks | N | Y | N | N | No | Provisions to meet the needs of disabled users are included in the policy. There is no reason to believe that any specific needs of different groups are not being met. |
| Policy | Q1 | Q2 | Q3 | Q4 | EQIA | Reasons for decision | |
| 2. | Customer care policies | ||||||
| 2.1 | Passenger charter | N | N | N | N | No | There is no evidence of disadvantage to any section 75 group |
| 2.2 | Quality (ISO9001) | N | N | N | N | No | There are no significant equality implications |
| 3. | Safety policies | ||||||
| 3.1 | Health, safety and welfare policy | N | Y | N | N | No | The policy follows current legislative requirements |
| 3.2 | Bus and train emergency plans | N | N | N | N | No | There is no differential impact across the section 75 groups |
| 3.3 | Conditions of carriage | Y | N | N | N | No | There are no significant equality implications |
| 3.4 | Alcohol on trains | N | N | N | N | No | There are no significant equality implications |
| 3.5 | Bye-laws | N | N | N | N | No | Bye-laws are set by statute (Transport Act NI 1967) |
| 3.6 | Violence | N | N | N | N | No | The policy has no impact on Section 75 groups |
| 3.7 | CCTV | N | N | N | N | No | The policy complies with the Data Protection Act and provides safety and security improvement for all |
| 3.8 | Engineering and maintenance | N | N | N | N | No | There are no significant equality implications |
| Policy | Q1 | Q2 | Q3 | Q4 | EQIA | Reasons for decision | |
| 4. | Communications policies | ||||||
| 4.1 | External communications | N | N | N | N | No | The policy supports several operational policies and does not of itself have any equality implications |
| 4.2 | Marketing and advertising | N | N | N | N | No | There are no significant equality implications |
| 4.3 | Publications | N | N | N | N | No | There are no significant equality implications |
| 4.4 | Signage | N | Y | Y | N | Yes | See 'Results Of Screening Process' section |
| 5. | Corporate policies | ||||||
| 5.1 | Corporate plan | N | N | N | N | No | The policy consolidates other policies which are being screened separately |
| 5.2 | Visions and values | N | N | N | N | No | The policy is adequately inclusive of all groups |
| 5.3 | Governance | N | N | N | N | No | The policy consolidates many other policies which are being screened separately |
| 5.4 | Freedom of information | N | N | N | N | No | The policy reflects legislative requirements and there is no evidence of adverse impact on Section 75 groups |
| 5.5 | Internal communications | N | N | N | N | No | The policy has no impact on Section 75 groups |
| 5.6 | Environmental policy | N | N | N | N | No | The policy follows a generic format and is aimed at a better environment for all |
| 5.7 | Environmental impact assessment | N | N | N | N | No | The policy is fully inclusive in relation to environmental impacts and the effect on NI residents |
| 5.8 | Energy and resources | N | N | N | N | No | The policy has no direct equality impact although it may require an alternative process for communication to certain groups |
| 5.9 | Emissions and waste | N | N | N | N | No | The policy has no direct equality impact although it may require an alternative process for communication to certain groups |
| 5.10 | Disposal of surplus or obsolete equipment and materials | N | N | N | N | No | There is very little information on the impact of the policy at present but monitoring arrangements will be put in place |
| Policy | Q1 | Q2 | Q3 | Q4 | EQIA | Reasons for decision | |
| 6. | Finance policies | ||||||
| 6.1 | Finance | N | N | N | N | No | Standard financial policies as directed by the Accounting Standards Board |
| 6.2 | Procurement | N | Y | N | Y | Yes | See 'Results Of Screening Process' section |
| 6.3 | Fraud | N | N | N | N | No | The policy does not impact on Section 75 groups |
| 6.4 | Capital plan | N | N | N | N | No | The policy consolidates other policies which are being screened separately |
| 6.5 | Investment appraisals | N | Y | N | N | No | The use of appraisals does not require an EQIA but in future the subject of each appraisal should be individually screened |
| 7. | IT policies | ||||||
| 7.1 | User acceptability policy | N | Y | N | N | No | The policy already addresses the requirements of the only group affected i.e. persons with a disability |
| 7.2 | Information security | N | N | N | N | No | The policy has no impact on Section 75 groups |
| Policy | Q1 | Q2 | Q3 | Q4 | EQIA | Reasons for decisions | |
| 8. | Internal policies | ||||||
| 8.1 | Recruitment | Y | Y | Y | Y | Yes | See 'Results Of Screening Process' section |
| 8.2 | Equal opportunity policy | N | N | N | Y | No | The policy will need to be reviewed over the next year and it would be more productive to conduct an EQIA on the revised policy |
| 8.3 | Disciplinary and grievance | N | N | N | N | No | The policies are objectively applied to all employees with appeal levels to ensure consistency |
| 8.4 | Sickness absence | Y | Y | N | Y | Yes | See 'Results Of Screening Process' section |
| 8.5 | Dignity at work | Y | N | N | N | No | The policy covers all Section 75 groups equally |
| 8.6 | Flags and emblems | N | N | N | N | No | The policy applies across all areas |
| 8.7 | Job release and career break | N | N | N | N | No | There are no significant equality implications |
| 8.8 | Job sharing | Y | Y | Y | Y | Yes | See 'Results Of Screening Process' section |
| 8.9 | Working time directive | N | N | Y | N | No | The legislation applies equally to all individuals |
| 8.10 | Flexible working | N | N | N | Y | No | Translink follows legal requirements in respect of this policy |
| 8.11 | Bereavement and special leave | Y | N | Y | Y | Yes | See 'Results Of Screening Process' section |
| 8.12 | Leave policies | N | N | N | Y | No | Translink follows legal requirements in respect of these policies |
| 8.13 | Retirement and early retirement | Y | Y | N | Y | Yes | See 'Results Of Screening Process' section |
| 8.14 | Redundancy | Y | N | N | N | Yes | See 'Results Of Screening Process' section |
| 8.15 | Training and development | N | N | N | N | No | Training applies to the job role and is organised to suit all |
| 8.16 | Voluntary training or educational document | N | N | N | N | No | The policy relates to voluntary study in the participants' own time and within their own requirements |
| 8.17 | Medical standards for employment | N | Y | N | N | No | The policy adheres to industry best practice and appropriate legislative requirements |
| 8.18 | Drugs and alcohol policy | Y | N | N | N | No | Whilst there may be differential uptake by young people and males, the policy applies equally to all individuals |
| 8.19 | Smoking policy | N | N | N | N | No | There are no significant equality implications |
| 8.20 | Staff travel | N | N | N | N | No | There are no significant equality implications |
| 8.21 | Dress code | N | Y | N | N | Yes | See 'Results Of Screening Process' section |
| 8.22 | Phone usage | Y | N | N | N | No | The policy applies equally to all staff |
| 8.23 | Company car policy | N | N | N | N | No | The policy does not discriminate against any of the Section 75 groups |
| 8.24 | Public disclosure | N | N | N | N | No | The policy applies equally to all staff |
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