Northern Ireland Audit Office
Public Authority Statutory Equality and Good Relations Duties
Annual Progress Report
This report reflects progress made between April 2024 and March 2025
Contact details
Duty / publication information | Details |
Section 75 of the NI Act 1998 and Equality Scheme | Name: Jill Aicken |
Section 49A of the Disability Discrimination Act 1995 and Disability Action Plan | Same contact details as above. |
Documents published relating to the Equality Scheme | NIAO Equality Scheme webpage: https://www.niauditoffice.gov.uk/equality |
Signature | Signed by Jill Aicken in the source document. |
This report has been prepared using a template circulated by the Equality Commission.
It presents our progress in fulfilling our statutory equality and good relations duties, and implementing Equality Scheme commitments and Disability Action Plans.
Part A – Section 75 of the Northern Ireland Act 1998 and Equality Scheme
Section 1: Equality and good relations outcomes, impacts and good practice
1. In 2024-25, please provide examples of key policy/service delivery developments made by the public authority in this reporting period to better promote equality of opportunity and good relations; and the outcomes and improvements achieved.
NIAO has no formal remit in terms of assessing how well the public bodies it audits are meeting the requirements of Section 75. However bodies audited by the NIAO are subject to Section 75 and the performance of these bodies against their Section 75 responsibilities may be relevant to our judgment about how economically, efficiently and effectively they have used their resources. Accordingly, a key way in which NIAO contributes to promoting equality of opportunity is through our programme of work.
The NIAO has a Corporate Plan in place for 2024-2029 and in March 2024 launched a People Strategy and a Learning, Development and Talent Management Strategy, both for the period 2024-2029. The Corporate Plan is centred around three strategic priorities. One of these priorities is “Invest in our People and Resources”. The People Strategy is central to our strategic and organisational planning and consists of five pillars. Two of these pillars – Wellbeing and Equity, and Diversity and Inclusion – tie in with actions detailed in the Equality Scheme. The Learning, Development and Talent Management Strategy forms a fundamental part of the strategic pillars in the People Strategy.
2. Please provide examples of outcomes and/or the impact of equality action plans/measures in 2024-25.
The NIAO conducts audits in accordance with legislation, reporting the results of its work to the Northern Ireland Assembly. It does not deliver services directly to the public. The greatest contribution the NIAO can make in terms of promoting equality of opportunity is raising awareness of the statutory duties in the course of its audit work.
In December 2021 the NIAO refreshed its Equality Scheme and associated action plan for the period 2021 to 2026. The action plan continues to focus on communication and HR and employment-related matters. These are reviewed and aligned to best practice.
NIAO Learning, Development and Talent Strategy implementation
A Learning, Development and Talent Management Strategy for the period 2024-2029 was launched in March 2024. This is linked to a People Strategy for 2024-2029. Several development areas are covered in the strategy and it includes Skills development and Equity, Diversity and Inclusion development. Implementation of this strategy includes relevant training to support roles in the organisation and statutory obligations. During this reporting period NIAO staff availed of training opportunities relating to Equality, Diversity and Inclusion and Unconscious Bias.
Staff awareness of equality and diversity issues
As part of the NIAO’s commitment to health and wellbeing of its staff, a number of actions have taken place in the reporting period.
We are fully committed to the effective promotion of equality of opportunity in all our employment policies and procedures. We adopt a fair and consistent approach to recruitment and appointments are made on merit. The NIAO makes reasonable adjustments to enable our disabled staff members to perform their duties effectively and participate as fully as possible in all aspects of the working environment. Occupational Health Service provide advice and guidance on the provision of reasonable adjustments which are in place for a number of staff.
Equity and Diversity training is mandatory for all employees, so that everyone is aware of their responsibility in creating a harmonious working environment for all. All staff are encouraged to develop to their full potential and we are committed to developing talent within the organisation on a fair and impartial basis. We appreciate the benefits of a diverse workforce, creating a more inclusive culture and accessing a broader range of perspectives, skills and talent. This year we participated in various initiatives such as SistersIN. The NIAO Equity, Diversity, and Inclusion (EDI) Committee has been making significant strides in promoting a more inclusive environment. With a steadily growing membership, it is committed to ensuring that diverse voices are not only heard but actively engaged in shaping the culture of the NIAO. This commitment is demonstrated through the work being done to obtain Diversity Mark Accreditation. As part of that accreditation, the incoming year will be pivotal with an EDI Strategy being developed and rolled out across the organisation for the first time. In addition to this Accreditation, the EDI Committee has also taken important steps to address the needs of staff.
The rollout of a “period-friendly workplace” initiative led to sanitary products being made freely available in female and unisex toilets throughout the Office. This initiative not only demonstrates our commitment to staff wellbeing but also fosters a culture of openness around topics that have historically been stigmatised. Through these efforts, the EDI Committee aims to provide a workplace that values and respects the diverse identities and experiences of all members of staff.
Employees can confidentially access an Employee Assistance Programme provided by Optima Health that includes access to free confidential counselling services for staff and their family members. The NIAO also funds access to the MyMindPal app.
The NIAO Wellhub is a digital resource providing employees with the latest information, advice, resources and support needed to maintain and improve health and wellbeing.
The NIAO Wellness Committee continues to meet regularly. The Wellbeing Committee and the Sports and Social Committee collaborated to develop an events calendar including charity coffee mornings, volunteering opportunities and lunchtime pool and darts competitions. These help colleagues with general wellbeing and developing strong working relationships to build high performing teams.
The NIAO now has a number of trained Mental Health First Aiders, including a member of the Trade Union. This helps to ensure employees have several people they can approach if they are in crisis.
The NIAO was awarded standard Investors in People (IiP) accreditation in March 2021, and has maintained this, following reaccreditation in April 2024.
We provide access to a range of resources, such as on-site gym and wellness facilities, Mental Health First Aiders, access to an online Health and Wellbeing portal and an Employee Assistance Programme that includes provision for family members.
We continued to deliver a Wellbeing Strategy through an action plan, supported by our Wellbeing Committee, with a focus on physical, mental, financial and social wellbeing. The Wellbeing Committee and the Sports and Social club collaborated to develop a calendar of activities including walks, lunchtime pool competitions, bowling, golf, yoga, a sleep awareness session, nutrition workshop, blood donation sessions, gardening club, all of which were well supported during the year.
The NIAO offered employees the opportunity to receive an on-site health check in March / April 2025 and on-site flu vaccination in October/November 2024.
Dignity at Work
The NIAO has a number of employees trained as Dignity at Work Advisers. The Dignity at Work framework is available to all staff through the WellHub and names of Dignity at Work Advisors are published on digital screens within the office for staff awareness.
Continued involvement in the Community
The NIAO currently has a policy on volunteering where staff can apply for paid special leave for up to 3 days in a 12 month period, and match this with their own time 50/50. Two teams took part in the Belfast Marathon relay event in May 2024. Our annual Macmillan Coffee morning was held in September 2024 followed by a day of building relationships with our colleagues in the Office of the Comptroller and Auditor General in Dublin. In December 2024 two teams volunteered at our local South Belfast Foodbank sorting and dating 5 tonnes of food with our staff providing a food donation that was the equivalent of 147 meals. Many of our staff use their own time and resources to undertake courses of study or contribute positively to their communities in a voluntary capacity.
Recruitment and Selection
All advertisements and role profiles are reviewed to ensure that they only contain necessary skills and abilities required. All external advertisements are placed online on NIJobs website, NIjobfinder website, NIAO’s website and GETGOT.
Selection methods remain objective and measurable. Panels are selected to ensure they are balanced in terms of gender and community background.
The NIAO continues to ensure that any panel members have received Recruitment and Selection training encompassing equality and diversity prior to sitting on the panel and that refresher training is undertaken when necessary. The NIAO also requires panel members to undertake mandatory Unconscious Bias training.
Full and fair consideration is given to applications for employment made by disabled persons and reasonable adjustments for disabled job applicants are made on request.
The Annual Monitoring Return is completed and analysed on an annual basis.
We have agreed a charter that sets out how our employees will be supported, protected and guided throughout their employment, following a terminal diagnosis.
3. Has the application of the Equality Scheme commitments resulted in any changes to policy, practice, procedures and/or service delivery areas during the 2024-25 reporting period?
Not selected: Yes
Not selected: No (go to Q.4)
Selected: Not applicable (go to Q.4)
No additional details provided.
3a. With regard to the changes made to policies, practices or procedures and/or service delivery areas, what difference was made, or will be made, for individuals?
No additional details provided.
3b. What aspect of the Equality Scheme prompted or led to the changes?
Not selected: As a result of the organisation’s screening of a policy
Not selected: As a result of what was identified through the EQIA and consultation exercise
Not selected: As a result of analysis from monitoring the impact
Not selected: As a result of changes to access to information and services
Not selected: Other
No additional details provided.
Section 2: Progress on Equality Scheme commitments and action plans/measures
Arrangements for assessing compliance (Model Equality Scheme Chapter 2)
4. Were the Section 75 statutory duties integrated within job descriptions during the 2024-25 reporting period?
Not selected: Yes, organisation wide
Not selected: Yes, some departments/jobs
Not selected: No, this is not an Equality Scheme commitment
Selected: No, this is scheduled for later in the Equality Scheme, or has already been done
Not selected: Not applicable
No additional details provided.
5. Were the Section 75 statutory duties integrated within performance plans during the 2024-25 reporting period?
Not selected: Yes, organisation wide
Not selected: Yes, some departments/jobs
Not selected: No, this is not an Equality Scheme commitment
Selected: No, this is scheduled for later in the Equality Scheme, or has already been done
Not selected: Not applicable
No additional details provided.
6. In the 2024-25 reporting period were objectives/targets/performance measures relating to the Section 75 statutory duties integrated into corporate plans, strategic planning and/or operational business plans?
Not selected: Yes, through the work to prepare or develop the new corporate plan
Not selected: Yes, through organisation wide annual business planning
Not selected: Yes, in some departments/jobs
Selected: No, these are already mainstreamed through the organisation’s corporate plan
Not selected: No, the organisation’s planning cycle does not coincide with this 2024-25 report
Not selected: Not applicable
No additional details provided.
Equality action plans/measures
7. Within the 2024-25 reporting period, please indicate the number of actions.
Status | Number / detail |
Actions completed | 1 – Unconscious bias training / ED&I training / Basic Low Risk Manual Handling Awareness training and Display Screen Equipment Awareness all mandatory for staff. |
Actions ongoing | 1 – Review of HR Policies |
Actions to commence | No response provided in source document. |
Communications
This was completed in full in previous reporting periods.
Staff Training and Skills Development
A Learning, Development and Talent Management Strategy was developed for 2024-2029 and launched in March 2024. It links to a People Strategy for the same period and its implementation includes relevant training to support roles in the organisation and statutory obligations. Staff awareness of equality and diversity issues has been completed. This is mandatory training and completion is monitored. Refresher training takes place at scheduled intervals. The NIAO established an employee-led Equity, Diversity and Inclusion committee to drive an ED&I agenda. The NIAO has Dignity at Work Advisers in place. This list is reviewed annually. The NIAO achieved reaccreditation at standard level for Investors in People in April 2024.
General Employment Related Matters
The review of NIAO HR policies remains an ongoing action.
Recruitment and Selection
The NIAO has compliant practices and policies in place. These will continue to be implemented and reviewed as required. Relevant actions have been completed in this reporting period.
8. Please give details of changes or amendments made to the equality action plan/measures during the 2024-25 reporting period.
None
9. In reviewing progress on the equality action plan/action measures during the 2024-25 reporting period, the following have been identified:
Selected: Continuing actions, to progress the next stage addressing the known inequality
Not selected: Actions to address the known inequality in a different way
Not selected: Actions to address newly identified inequalities/recently prioritised inequalities
Not selected: Measures to address a prioritised inequality have been completed
Arrangements for consulting (Model Equality Scheme Chapter 3)
10. Following the initial notification of consultations, a targeted approach was taken – and consultation with those for whom the issue was of particular relevance:
Not selected: All the time
Selected: Sometimes
Not selected: Never
11. Please provide any details and examples of good practice in consultation during the 2024-25 reporting period.
None
12. In the 2024-25 reporting period, given the consultation methods offered, which consultation methods were most frequently used by consultees:
Not selected: Face to face meetings
Not selected: Focus groups
Not selected: Written documents with the opportunity to comment in writing
Not selected: Questionnaires
Not selected: Information by email with an opportunity to opt in/out of the consultation
Not selected: Internet discussions
Not selected: Telephone consultations
Selected: Other: No consultations in the reporting period
N/A
13. Were any awareness-raising activities for consultees undertaken, on the commitments in the Equality Scheme, during the 2024-25 reporting period?
Not selected: Yes
Not selected: No
Selected: Not applicable
N/A
14. Was the consultation list reviewed during the 2024-25 reporting period?
Not selected: Yes
Not selected: No
Selected: Not applicable – no commitment to review
Arrangements for assessing and consulting on the likely impact of policies (Model Equality Scheme Chapter 4)
Related web page: NIAO Equality Scheme webpage
15. Please provide the number of policies screened during the year.
0
16. Please provide the number of assessments that were consulted upon during 2024-25.
0 policy consultations conducted with screening assessment presented. 0 policy consultations conducted with an equality impact assessment (EQIA) presented. 0 consultations for an EQIA alone.
17. Please provide details of the main consultations conducted on an assessment or other matters relevant to the Section 75 duties.
N/A
18. Were any screening decisions reviewed following concerns raised by consultees?
Not selected: Yes
Not selected: No concerns were raised
Not selected: No
Selected: Not applicable
No additional details provided.
Arrangements for publishing the results of assessments (Model Equality Scheme Chapter 4)
19. Following decisions on a policy, were the results of any EQIAs published during the 2024-25 reporting period?
Not selected: Yes
Not selected: No
Selected: Not applicable
No additional details provided.
Arrangements for monitoring and publishing the results of monitoring (Model Equality Scheme Chapter 4)
20. From the Equality Scheme monitoring arrangements, was there an audit of existing information systems during the 2024-25 reporting period?
Not selected: Yes
Not selected: No, already taken place
Not selected: No, scheduled to take place at a later date
Selected: Not applicable
No additional details provided.
21. In analysing monitoring information gathered, was any action taken to change/review any policies?
Not selected: Yes
Not selected: No
Selected: Not applicable
No additional details provided.
22. Please provide any details or examples of where the monitoring of policies has shown changes to differential/adverse impacts previously assessed.
N/A
23. Please provide any details or examples of monitoring that has contributed to the availability of equality and good relations information/data for service delivery planning or policy development.
N/A
Staff Training (Model Equality Scheme Chapter 5)
24. Please report on the activities from the training plan/programme undertaken during 2024-25, and the extent to which they met the training objectives in the Equality Scheme.
The NIAO remains focussed on timely and relevant training to ensure Section 75 duties are implemented effectively. All new employees receive induction training. Recruitment and Selection training encompassing equality, diversity and unconscious bias was provided to those sitting on recruitment and selection panels. Refresher training was also provided.
25. Please provide any examples of relevant training shown to have worked well, in that participants have achieved the necessary skills and knowledge to achieve the stated objectives.
Relevant training was conducted via eLearning. This allowed employees to access training at a time they chose and review the information at a speed that suited them. Recruitment and Selection training has been carried out in a more structured format via online methods and in-person sessions.
Public Access to Information and Services (Model Equality Scheme Chapter 6)
26. Please list any examples of where monitoring during 2024-25, across all functions, has resulted in action and improvement in relation to access to information and services.
N/A
Complaints (Model Equality Scheme Chapter 8)
27. How many complaints in relation to the Equality Scheme have been received during 2024-25?
0. No complaint details or outcomes were provided because no complaints were received.
Section 3: Looking Forward
28. Please indicate when the Equality Scheme is due for review.
The NIAO Equality Scheme and associated action plan was refreshed and published in December 2021. It is due for review in 2026.
29. Are there areas of the Equality Scheme arrangements your organisation anticipates will be focused upon in the next reporting period?
We do not anticipate any one area of focus.
30. In relation to the advice and services that the Commission offers, what equality and good relations priorities are anticipated over the next reporting period?
Not selected: Employment
Not selected: Goods, facilities and services
Not selected: Legislative changes
Not selected: Organisational changes/new functions
Selected: Nothing specific, more of the same
Not selected: Other
No additional details provided.
Part B – Section 49A of the Disability Discrimination Act 1995 (as amended) and Disability Action Plans
1. Number of action measures for this reporting period that have been:
Fully achieved | Partially achieved | Not achieved |
No figure provided in source document. | No figure provided in source document. | No figure provided in source document. |
2. Please outline below details on all actions that have been fully achieved in the reporting period.
2(a) Public life measures achieved to encourage disabled people to participate in public life at National, Regional and Local levels.
Level | Public Life Action Measures | Outputs | Outcomes / Impact |
National | No response provided in source document. | No response provided in source document. | No response provided in source document. |
Regional | No response provided in source document. | No response provided in source document. | No response provided in source document. |
Local | No response provided in source document. | No response provided in source document. | No response provided in source document. |
2(b) Training action measures achieved in this reporting period.
No. | Training Action Measures | Outputs | Outcome / Impact |
1 | Training on Diversity and Inclusion encompassing disability equality legislation and disability awareness to be included within mandatory training programme to be delivered to all staff. | Mandatory Diversity and Inclusion training was first issued to all staff in December 2021 and January 2022. Refresher training is required at regular intervals and it now forms part of the induction programme for new entrants to the organisation. | All staff members receive training to increase their awareness of diversity and inclusion. |
2(c) Positive attitudes action measures in the area of Communications achieved in this reporting period.
No. | Communications Action Measures | Outputs | Outcome / Impact |
| Completed in previous reporting periods | N/A | N/A |
2(d) Action measures achieved to encourage others to promote the two duties.
No. | Encourage others Action Measures | Outputs | Outcome / Impact |
1 | Relevant NIAO staff trained in and responsible for equality compliance, including disability equality. | Managers and colleagues have increased knowledge and awareness. | Compliance with statutory equality reporting requirements and equality incorporated into NIAO’s processes e.g. recruitment practices reviewed, reasonable adjustments in the workplace. |
2 | Continue to ensure recruitment and selection procedures comply with best practice and are accessible to all. | Recruitment and selection processes reviewed to comply with best practice. Documentation on the role includes a named contact in the NIAO in relation to reasonable adjustments. | Candidates with a disability can raise requests for reasonable adjustments with a specific individual during the recruitment process. |
3 | Continue to ensure equality of opportunity in the workplace, through policy formulation, Recruitment and Selection, and service provision reviews; and formulating Learning and Development training plans. | Employees are encouraged to contact a named individual in relation to any access requirements for Recruitment and Selection and Learning and Development. Policies are screened for their impact on equality of opportunity. Service reviews will also consider equality impact. | Any potential barriers identified can be addressed or mitigated. |
4 | Proactively assess if any reasonable adjustments are needed and ensure that any appropriate equipment is available. | Engagement with individual, reasonable adjustments and specific equipment identified for individual with a disability. | Safe and participative working environment. |
5 | Ensure newly refurbished building at 106 University Street, Belfast complies with all disability requirements. | Building is accessible and complies with requirements. | Safe and accessible building and working environment. |
6 | Promote the Employee Assistance Programme (EAP) and the benefits of a healthy, resilient workplace. | Proactively promoting the EAP with employees, line managers and new members of staff. | Increased uptake of services offered by Employee Assistance Programme provider. |
7 | Promote an open and inclusive culture supporting health issues and continue to champion the work of the Wellbeing Committee. | Volunteer Health Champions and multiple Mental Health First Aiders trained. Calendar of wellbeing activities developed and circulated to all staff. | Increased engagement and awareness of issues. Employees driving the well-being agenda. |
8 | Annual Review of Progress on Disability Action Plan. | Annual progress report prepared and submitted to Equality Commission. | The NIAO remains committed to actions identified in the Disability Action plan and their application. |
9 | Continue to screen policies and consult as widely as possible to ensure that any organisation or group which has a legitimate, particular interest in NIAO’s work and/or likely impact of NIAO’s policies on its disability duties will be included in the process of engagement. | No new policies developed within the reporting period impacting on disability. | No new policies developed within the reporting period impacting on disability. |
10 | Ensure that leadership and management training directed specifically at managers and senior staff includes training on disability equality. | Unconscious bias training, Equality and Diversity and Health & Safety Awareness training is all mandatory for staff. | Increased engagement and awareness of issues. |
2(e) Additional action measures that were fully achieved other than those listed in the tables above.
No. | Action Measures fully implemented | Outputs | Outcomes / Impact |
1 | N/A | N/A | N/A |
3. Action measures partly achieved.
No. | Action Measures partly achieved | Milestones / Outputs | Outcomes / Impacts | Reasons not fully achieved |
1 | N/A | N/A | N/A | N/A |
4. Action measures not achieved and the reasons why.
No. | Action Measures not met | Reasons |
1 | N/A | N/A |
5. Monitoring tools put in place to evaluate the degree to which actions have been effective / develop new opportunities for action.
(a) Qualitative
Evaluation of training and feedback from internal communication channels.
(b) Quantitative
Monitoring data is collected from applicants. The electronic HR system holds information relating to employees – it is securely held and is accessible to only HR staff.
6. As a result of monitoring progress against actions has your organisation made any revisions to your plan during the reporting period or taken any additional steps to meet the disability duties which were not outlined in your original disability action plan?
No.
7. Do you intend to make any further revisions to your plan in light of your organisation’s annual review of the plan?
No further revisions proposed.
Definitions
Term | Definition |
Outputs | Defined as act of producing, amount of something produced over a period, processes undertaken to implement the action measure e.g. Undertook 10 training sessions with 100 people at customer service level. |
Outcome / Impact | What specifically and tangibly has changed in making progress towards the duties? What impact can directly be attributed to taking this action? Indicate the results of undertaking this action e.g. Evaluation indicating a tangible shift in attitudes before and after training. |
National | Situations where people can influence policy at a high impact level e.g. Public Appointments. |
Regional | Situations where people can influence policy decision making at a middle impact level. |
Local | Situations where people can influence policy decision making at lower impact level e.g. one off consultations, local fora. |