In response to Berry I tend to feel that if we wait till the climate is
right, as the guest speakers at the conference seemed to be
suggesting, then we may never get round to monitoring for LGBT.
After all, was the climate right when we began monitoring on race
issues? (Local authorities have been monitoring race for at least 15
years now). Many disabled people feel afraid to fill in monitoring
forms, especially if their disability is not apparent because they too
fear discrimination, particularly in employment. I agree that we
should continue to work on an environment where people are not
afraid to say who they are and to encourage people to fill in
monitoring forms by explaining what the information will be used
for.
By the way I've noticed we seem to be changing from saying
"LGBT" and instead I've seen BGLT and LBGT. I was just
wondering why, and shouldn't we stick to one thing?
Susanna
Date sent: Thu, 08 Apr 2004 10:52:51 +0100
From: "Dicker, Berry J" <[log in to unmask]>
Subject: Re: Monitoring
To: [log in to unmask]
Send reply to: HE Administrators equal opportunities list <[log in to unmask]>
Just a quick note to indicate that there is another perspective the monitoring debate. At our conference on March 30th we had Bob Deacon (Unison and active in the BLGT movement) and Alison Culpan (NUS BLG group) both were against monitoring of sexual orientation for three reasons:
1) The legislation offers protection only in relation to employment, there is no legal protection in other areas (eg provision of goods and services ) where someone who is out
maybe discriminated against.
2) It is not advisable to put people into a position where for reasons of integrity they may feel they need to declare that their sexual orientation although the informal climate/environment in the institution may be inimical to this.
3) If the university climate is not inimical, other external bodies with whom the person works may be, and if they are have outed themselves by declaring their sexual orientation in response to monitoring they may face prejudice and discrimination there.
The advice was to work on creating an environment of acceptance and understanding which is one reason I'm looking into drawing up a code of conduct.
Whether you agree with it or not I think this point of view is worth considering.
Berry
-----Original Message-----
From: Fehmeeda Riaz [mailto:[log in to unmask]]
Sent: 08 April 2004 10:17
To: [log in to unmask]
Subject: Re: Monitoring
Dear Ferhat,
Thank you so much for your helpful reply.
Best wishes
On 8 Apr 2004 at 9:48, Nazir-Bhatti, Ferhat wrote:
Date sent: Thu, 8 Apr 2004 09:48:26 +0100
Send reply to: HE Administrators equal opportunities list <[log in to unmask]
AC.UK>
From: "Nazir-Bhatti, Ferhat" <[log in to unmask]>
Subject: Re: Monitoring
To: [log in to unmask]
> Dear Fehmeeda
>
> We have decided not to monitor sexual orientation or religion/belief for the time being
any external documents such as recruitment and selection,
However we do monitor sexual orientation for harassment and bullying cases.
If you would like further information please do not hesitate to contact me.
>
> Regards
>
> Ferhat Nazir-Bhattil
> Diversity Manager
> Cranfield University
> Tel:01234-750111 ext2341
> Fax: 01234-751276
> e-mail:[log in to unmask]
>
> This communicationis sent in confidence to the named recipient only. If you are not the named re
cipient, any use, disclosure or copying of this communication is prohibited. If you have received t
his communication in error, please notify the sender immediately by telephone or email.
>
> The opinions expressed do not necessarily represent the corporate views of Cranfield University.
Cranfield University accepts no liability for the content of this email or the consequences of any
actions taken on the basis of the information provided.
>
>
>
> -----Original Message-----
> From: Fehmeeda Riaz [mailto:[log in to unmask]]
> Sent: 07 April 2004 09:13
> To: [log in to unmask]
> Subject: Monitoring
>
>
> Dear All,
>
> I was wondering whether any of you had started monitoring on the grounds of sexual
> orientation or religion or belief? I understand that there is no legal requirement to include
> sexual orientation or religion in equal opportunities monitoring processes and it is unlikely
> that the inclusion of sexual orientation or religion on an equal opportunities monitoring form
> will give an accurate picture as many people will see such questions as a suspicious
> invasion of privacy. Staff are under no obligation to provide such information and I knows its
> a highly sensitive area.
>
> Any advice would be very welcome!!
>
> Best wishes
> Fehmeeda Riaz
> Employee Relations Adviser (Diversity)
> University of Westminster
> HR Department
> 9-18 Euston Centre
> Tel: 0207-911-5776
Fehmeeda Riaz
Employee Relations Adviser (Diversity)
University of Westminster
HR Department
9-18 Euston Centre
Tel: 0207-911-5776
Susanna Hancock
Equal Opportunities Manager
Human Resource Services
Middlesex University
Building 4
North London Business Park
Oakleigh Road South
London N11 1QS
Telephone: (+44) 020 8411 6873
Mobile phone: 07946 411874
Email: [log in to unmask]
|