Dear Saheema,

Thank you very much for your extremely helpful reply.

Best wishes

On 7 Apr 2004 at 14:12, Saheema Rawat wrote:

Date sent:              Wed, 7 Apr 2004 14:12:48 +0100
Send reply to:          HE Administrators equal opportunities list              <[log in to unmask]>
From:                   Saheema Rawat <[log in to unmask]>
Subject:                Monitoring
To:                     [log in to unmask]

> 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]
>
>
>
> **********
> 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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Fehmeeda Riaz
Employee Relations Adviser (Diversity)
University of Westminster
HR Department
9-18 Euston Centre
Tel: 0207-911-5776