Developing an SES


22 / 1 / 2009

When developing an SES (Single Equality Scheme), there are similarities within the different strands of equalities legislation. However, there are also significant differences in the statutory obligations on race, disability and gender that should be covered in an SES.   

On this basis, trusts need to ensure that an SES covers these different requirements on implementation dates, gathering information, action plans, setting objectives, impact assessments and reporting arrangements.  In particular, the active involvement of disabled people for the Disability Equality Duty.  

Tools to develop an SES

We have developed the following materials to support trusts when developing an SES:

  • briefing - on why trusts are considering developing an SES, including learning from those organisations that have already developed and implemented one.
  • The key steps - an overview of eight key stages for trusts when considering to implement an SES, starting with identifying the need to develop a single scheme through to developing and implementing one.
  • checklist - an outline of the key information that an SES document should include to guide you through the process.
  • An example - an example of an SES that the North East Ambulance Service has developed.

Additional information

See our web pages outlined below for related information on:

Requirements of the disability equality duty

Disability equality schemes require organisations to consider and include the following:

  • Active involvement of disabled people in the development of the scheme.
  • Methods for impact assessments.
  • Development of the action plan.
  • Arrangements for gathering information.

Arrangements for putting the information gathered to use including:

  • Review of the effectiveness of the action plan.
  • Preparation of subsequent schemes.
  • Implementing the scheme.
  • Annual reporting.
  • Preparation of subsequent schemes.
  • Publishing the scheme.


Public authorities' overall objectives for meeting the gender duty are based on the following:

  • Overview of the remit and functions of the authority, including partnership and procurement.
  • Findings of information gathering.
  • Findings of consultation.
  • Collection of information.
  • How this will be done.
  • How it will be used to meet general and specific duties.
  • How it will be used to review the effectiveness of the implementation of the duty and to prepare subsequent schemes.
  • Assess the impact of existing and new policies.
  • Consult relevant stakeholders.
  • Achievement of objectives.

Further information can be found on the Equal Opportunities Commission website.


An employer needs to:

  • Decide which of its services and policies are relevant to the general duty.
  • Assess and monitor its services and policies, including services and policies it is proposing to introduce, to make sure that they are not affecting some groups negatively, and that all communities are satisfied with them.
  • Deal with evidence that its services and policies are not in line with the general duty.
  • Consult the general public and particularly involve ethnic minorities at all stages.
  • Deal with complaints about the way it is meeting the duties, or other complaints about racial equality.
  • Publish the results of its assessments, consultations and monitoring.
  • Make sure that everyone, whatever their ethnic background, has access to information about the authority and its services.
  • Ensure that all its staff understand their responsibilities under the duty.
  • Carry out a review of the scheme.

Further information can be found on the Equality and Human Rights Commission website.

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