Hello all,
I decided to find out what our staff thought about this sensitive issue,
since they'd be the ones most affected, so conducted a poll on our intranet
not long after the legislation came into effect. (Voters were also asked to
look at the ACAS / ECU guidance and familiarise themselves with the issues
before casting their ballot, so a poll with a double purpose.) The
majority of respondents voted against it, though several staff recommended
limited monitoring, for example, grievances, disciplinary actions, incidents
of harassment, etc. This seems a constructive way forward. We've also
recently updated our "yellow book", a short booklet based on our Dignity at
Work and Study policy and procedures, and it will go to all staff later this
month -- hopefully contributing to the sort of positive culture / climate
Berry mentions.
Regards,
Faith
=================
Faith Marchal
Equality & Diversity Adviser
Anglia Polytechnic University
Bishop Hall Lane
Chelmsford CM1 1SQ
e-mail: [log in to unmask]
tel: 01245 493131, ext. 4928
----- Original Message -----
From: "Dicker, Berry J" <[log in to unmask]>
To: <[log in to unmask]>
Sent: Thursday, April 08, 2004 10:52 AM
Subject: Re: Monitoring
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]>
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 recipient, any use, disclosure or copying of this
communication is prohibited. If you have received this 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
|