We are about to have the discussion at Loughborough.
We should ask why we need to monitor. If it is a head counting exercise is
there a point?
If we are to assess what the position is on both we need to monitor.
From there we can identify gaps and develop action plans.
Otherwise we may be guilty of failing to take action.
The principles of monitoring are that it should be:
confidential
anonymous
voluntary
For recruitment there should be a system where monitoring forms are separate
to other paperwork.
For current staff then the easiest way to do it is to have a full Equal
Opps. monitoring exercise to update the records.
Also need to consider different ways of collecting data to ensure
confidentiality, maybe electronic rather than paper based. coul result in
higher returns.
The Metropolitan police were discussing including Sexual Orientation some
time back.
Lesley Mansell
Equal Opportunities Adviser
Personnel
Loughborough University
Leicestershire
LE11 3TU
Tel: 01509 228026
Fax: 01509 223903
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