What do we mean by managing innovation effectively

What do we mean by managing innovation effectively?

To recap: Innovation is the planned and effective introduction of change requiring the implementation of ideas that result in improvement The critical part of this definition is that the intent of change (alteration or variation) is improvement (Tjosvold et al. 2010, p. 637)

What do we mean by managing innovation effectively? - Managing within the context of legislative and regulatory requirements as they apply to our organisation and sector - Being able to evidence the motivator or motivators for change from a wide range of sources

- Learn from the past to inform the future, including lessons from individuals’ concerns and complaints - Ensure that everyone understands the implications of your intended innovation including individuals, families, representatives, staff, contractors and other organisations – above all, be willing to change as a result of feedback because this is your reality check - Be aware of tools to manage innovation such as equality impact assessments and risk assessments

- Understand manage challenges to innovation head on – ignoring it will not make them disappear - Work in a co-productive way and ensure that you communicate in an open and transparent way, acknowledging when things go wrong as well as when they go right - Have an understanding of how you might motivate staff to implement change

What do we mean by managing innovation effectively? Ultimately, managing innovation effectively means being clear about why you are making a change (this should be to make an improvement), working in a co-productive way and ensuring that you take a range of factors in account when managing the innovation It is important to acknowledge that not all intended innovation results in success for a multitude of reasons despite your best efforts – learn from the experience and use your learning for future change

We will now move on to one of the factors that may need to be taken into account when managing innovation An introduction to equality impact assessments

What is an Equality Impact Assessment? An Equality Impact Assessment is a practical tool that you can use to ensure that an existing or planned policy and practice does not discriminate against or disadvantage an individual because of one or more of their protected characteristics (Equality Act 2010) An Equality Impact Assessment intends to improve and promote equality and diversity by using an evidenced based approach to decision making by removing barriers and promoting participation Not all policies and practices require an Equality Impact Assessment as this will depend on whether they are likely to impact on equality

Who is required to do an Equality Impact Assessment? In Wales, there is a Public Sector Equality Duty on organisations defined as a listed public authority in Wales, e. g. NHS, local authorities (including services such as education and social care)and various Welsh Government funded bodies, e. g. Natural Resources Wales However, non-listed public authority organisations are expected to conduct Equality Impact Assessments as good practice and part of their duty to comply with the Equality Act 2010

A number of third sector and independent organisations carry out Equality Impact Assessments to promote equality and diversity Decision makers and policy and practice writers usually undertake an Equality Impact Assessment as part of a group and in consultation with others – it is difficult to undertake an Equality Impact Assessment alone It is very common to do an initial Assessment followed by a more detailed Assessment if this is necessary. However, the scale of Assessment should always be proportionate to the policy or practice

When should an Equality Impact Assessment be undertaken? Ideally, an Equality Impact Assessment should be carried out prior to the implementation of a policy and practice (including any proposed changes to one that is existing) but this is not always the case, sometimes this is done afterwards If evidence is limited this should not deter an organisation from doing an Equality Impact Assessment, it should work with what it already has and gather further evidence as required

After you have completed an Equality Impact Assessment you will have the following options: - Do not continue with the policy and practice/do not proceed with the intended change because it discriminates and disadvantages a specific group of people - Make adjustments to your policy and practice to eliminate or reduce the risk of this happening; this is the most common response - Proceed with your policy and practice but identify a clear rationale for taking your decision (e. g. the benefits outweigh the risks or practical reasons that cannot be overcome)

Further information on Equality Impact Assessments: Equality and Human Rights Commission Wales https: //www. equalityhumanrights. com/en/advice-and-guidance/equalityimpact-assessments A register of devolved public bodies in Wales can be found at: http: //gov. wales/topics/improvingservices/devolution-democracydelivery/register-of-public-bodies/? lang=en

References Equality and Human Rights Commission (2017) Equality Impact Assessments. Available at: https: //www. equalityhumanrights. com/en/advice-and-guidance/equality-impact-assessments (Accessed: 4 January 2019). Social Care Wales (2016) Equality Impact Assessment (EIA) Template – Part 1: Regulation and Inspection of Social Care Wales Act 2016 – Workforce regulations. Available at: https: //socialcare. wales/cms_assets/file-uploads/Impact-assessment-Regulation-and-Inspection-of-Social-Care-Wales-Act-2016. pdf (Accessed: 4 January 2019). Welsh Government (2016) Register of devolved public bodies in Wales. Available at: http: //gov. wales/topics/improvingservices/devolution-democracy-delivery/register-of-public-bodies/? lang=en (Accessed: 4 January 2019).