I write as the Policy Adviser on Race, Religion and Beliefs at the Equality
Challenge Unit, and hope the information below provides some assistance.
Whilst there is currently no legal requirement to monitor data in the areas
of sexual orientation and religion/belief, such monitoring would provide a
great deal of benefit to institutions in the following ways:
* Allowing the institution to have a greater understanding of the
needs and requirements of staff from minority groups who are currently in
position
* Helping to ensure a greater level of retention, along with a more
responsive approach to grievances concerning these issues
* Enhancing recruitment approaches towards people from these groups
* Ensuring fair and equal treatment for all
* Establishing good principles of practice for the institution
As you have identified, there is no obligation for people to provide
such information and there is a high level of sensitivity present in this
area. The key here is to build trust and confidence, so that staff feel they
are able to provide information in a confidential environment, and that the
information they provide will be used both sensitively and constructively.
This means that, before all else, a foundation for the monitoring process is
carefully considered and implemented. The foundation would include
communicating the rationale for the monitoring in a clear and accessible
way, with an equally clear identification of how the information will be
used (with due regard to data protection issues).
From this foundation, the following approaches could be used:
Anonymous staff attitude surveys - This should be an effective way
of obtaining the required information HEIs are not always fully equipped to
do a survey of this kind due to resources etc.
Working groups - This could be composed of any interested parties,
and should include relevant staff groups and networks, along with the trade
unions. The group could be as formal or informal as required, with it being
stated that attendance is welcome irrespective of sexual orientation or
religion/belief.
In terms of raising awareness, it would be an idea to publicise
whichever approach is used through notes attached to payslips, emails to
staff, notices on the intranet system, staff newsletters etc. If there are
staff networks within the institution, efforts should be made to see if they
would be willing to help with publicity through their own communication
routes (e.g. network newsletters, emails, direct contact etc). It is also
important that any interested parties also have a designated contact person
they can speak/write to anonymously about any relevant issues.
Further information on monitoring can be found on in the joint
HEFCE/ECU publication "Equality and diversity monitoring in higher education
institutions", which is available from our website - www.ecu.ac.uk
We, of course, are available for further assistance.
With best wishes
Saheema
Saheema Rawat
Policy Adviser - Race, Religion and Beliefs
Equality Challenge Unit
Direct tel +44 (0)20 7520 7063 Email [log in to unmask]
Registered Office: 3rd Floor, 4 Tavistock Place, London WC1H 9RA
tel +44 (0)20 7520 7060 Fax +44 (0)20 7520 7069
Web www.ecu.ac.uk Email [log in to unmask]
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The Equality Challenge Unit promotes diversity and equality of opportunity for all who work or seek to work in higher education. We are sponsored by the representative bodies (SCOP and Universities UK) and the four UK HE funding bodies.
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