Report to RMT stations representatives from Janine Booth

Summary:

• London Underground does not consider the needs of equalities groups when calculating its station staffing levels.
• LU's methods for collecting information, categorising passenger journeys and assessing data are deeply flawed and fail to account for equality issues.
  

In light of discussions so far at the Equality review, London Underground has revised its Equality Impact Assessment (EqIA) for staff only. (We have asked the company to also revise its EqIA for passengers.)

The new EqIA table for staff:
1. considers only displacement, not any other aspect of the job-cutting OSP, and how these may affect equality groups
2. only considers whether various equality groups are more likely to have been displaced, not any other aspect of displacement, eg. increased travelling time, less suitable work location, and whether this may have a disproportionate effect on equality groups
3. uses a faulty calculation of “tolerance” which enables it to overlook significant impacts on equality groups
4. reveals a significantly disproportionate effect of displacement on some women and some ethnic minority and faith groups
5. proposes to do nothing to rectify the negative impact on black and ethnic minority staff or on members of faith groups
6. considers only minor mitigations in its action plan, which will have very little effect, will not undo any damage done, and crucially, does not even consider restoring any cut jobs

RMT (and TSSA) reps met London Underground management on Monday 21 March as part of the Equality review of the OSP (job cuts). Report from RMT Council of Executives member Janine Booth,

As a public body, London Underground has to carry out an assessment of the impact of any new policy on various equality issues. The attached file is LU's Equality Impact Assessment (EQIA) for its current OSP (policy of cutting 800 mainly-stations jobs). Below is the response to this document that I have written on behalf of RMT.