Hi

We have also consulted on this recently and have been laying the groundwork via active membership
of Stonewall Diversity Champions, involvement of staff from across the University including those
researching sexualities and queer theory in the development of a Sexual Orientation Policy and
action plan, and active support of the development of an LGBT staff network. I have had numerous
positive responses - along the lines of 'at last', and 'how can you claim to be an employer who is
committed to Sexual Orientation equality if you don't know the effect of your policies on people of
different sexualities'. The one negative response was concerned with whether the University would
expect the information to be provided and the security of the data. We did take advice from
Stonewall that it was best not to make it the first thing that you do. 

In the anonymous or semi-anonymous (optional to provide contact details) staff surveys I have
conducted for other purposes (eg. the Disability Equality Survey) I have monitored by sexual
orientation and haven't received any negative feedback. It has helped us to understand whether we
are meeting the needs of the whole of our disabled staff community. 

It is interesting to me that the despite great similiarities in the Regulations on Sexual
Orientation and Religion and Belief, and their introduction at the same time, there seems to be a
different approach to the monitoring of religion - interesting suggestion that this is related to
levels of awareness and comfort at the top of the organisation. 

Anyone doing anything to celebrate LGBT History month in Feb? 

All the best, Hannah

Dr Hannah Young
Equality and Diversity Manager
Corporate Compliance Unit (COCOM)
Directorate of Corporate Services
Cardiff University
30-36 Newport Road
Cardiff CF24 ODE

Tel: 029 2087 0231
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Dr Hannah Young
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>>> "A.F.OShea" <[log in to unmask]> 17/01/2007 11:49 >>>
Deb

 

I think this is a very good move and I will be interested to know what
kind of response you get.

 

The Open University consulted with staff last year about whether we
should introduce sexual orientation and religion/belief monitoring and
this (unsurprisingly) met with a very mixed response.  One very good
suggestion was that we might trial this by introducing it in one or two
faculties or departments, though we have yet to act on this.

 

It seems evident to me why institutions should collect sexual
orientation and information on religion/belief - for the same reasons as
we collect information on ethnicity, disability and gender - so we can
monitor the participation and achievement of different groups of staff
(and students).  Without this information we are unable to state with
any certainty that the experience or outcomes for different groups is
equitable.

 

I think that few HEI's are willing to take this step for two reasons:

1. Because we don't have to (and we are still getting to grips with the
requirements of existing and forthcoming equality legislation)

2. Because these areas of diversity are less recognised within
institutions, and sexual orientation in particular is an area where
institutional leaders have not developed sufficient understanding to
enable them to take confident action.

 

It is worth remembering that when ethnic monitoring was first
introduced, it was seen as suspicious and unnecessary by many.  Today,
it is commonplace and of enormous value to policy makers and provides
the necessary justification for positive action initiatives to redress
inequalities.  It seems likely that we will have a new single equality
act that will require us to monitor and take action in these areas of
diversity and so we will need to be prepared for such a shift.

 

A final word which is a quote from Stonewall:

'In many organisations, what does not get monitored does not matter.'

I am sure you are looking at the guidance provided by Stonewall in terms
of how to phrase questions, and the importance of building confidence in
the institution so as to increase disclosure?

 

 

Tony O'Shea 
Policy Officer for Equality and Diversity 
The Open University 
Tel. 01908 858073 
Email. [log in to unmask] 

________________________________

From: HE Administrators equal opportunities list
[mailto:[log in to unmask]] On Behalf Of Deborah Viney
Sent: 17 January 2007 10:17
To: [log in to unmask] 
Subject: Asking staff for information about their sexuality and religion

 

Good morning all,

 

We are about to begin the process of requesting information from all
staff about their sexuality and religion, 

assuming that we can get agreement with the Unions that this activity
will proceed.   Staff will, of course, have the option of

refusing to answer and no inferences will be drawn from that response.

 

I just wondered if other institutions which have already undertaken this
process would let us know how 

it was received in their institution - I am interested in both positive
and negative responses please.

regards, Deb

Deb Viney, Diversity Advisor,

Deputy Secretary's Office,

School of Oriental and African Studies, 

University of London

Tel: 020 7074 5007   Fax: 020 7074 5019

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