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Monitoring Sexual Orientation An Introduction

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					  Monitoring sexual orientation - best practice
             and the equality duty




Madeline Lasko
Workplace Programmes
Stonewall
20 May 2011
   Why monitor sexual orientation?

• What you measure you can manage
• Identify gaps, barriers and areas of concern
• Avoid risk – identify and tackle discrimination
• Treating SO as equal to other strands
• Demonstrates commitment to diversity
• The Equality Act…
             The Equality Act 2010

All public bodies need to have regard to (so reflect in their
   planning and policies) three areas or elements…
• (a) eliminating discrimination, harassment, victimisation and
   any other things made unlawful by the Equality Act
• (b) advancing equality of opportunity between different
   people – for example people who are gay and people who are
   heterosexual
• (c) fostering good relations between people – again,
   including gay people and heterosexual people

This general duty covers both employment and services
  provided to the public, and brings together the previous
  legislation in this area.
                  Equality Act
What does the Equality Act say about monitoring?

• By December 2011, public bodies must publish
  information to show how they are complying with
  the general duty. There is nothing to suggest that
  public bodies should not publish info about sexual
  orientation or monitor sexual orientation
• By April 2012, every public body must publish
  equality objectives (one or more). They then do this
  every 4 years
                 Equality Act
How can Stonewall help you meet your duties under
  the Equality Act?

• Stonewall is developing a guide on the Equality Act
• The Workplace Equality Index - useful tool to help
  bodies measure progress and to ensure compliance
  with the duty
• Diversity Champions programme – demonstrate
  visible commitment and receive support on the
  above
What sexual orientation monitoring can tell you


Are lesbian, gay and bisexual employees…

• applying for jobs and being recruited at the organisation?
• developing their careers within the organisation?
• comfortable being themselves at work?
• able to report bullying and harassment?
• more likely to leave than their straight colleagues?
• comfortable about telling you on a monitoring form?
            How to monitor?

What is your sexual orientation?

• Bisexual
• Gay man
• Gay woman/lesbian
• Heterosexual/straight
• Other
• Prefer not to say
             Where to monitor?

• Recruitment or selection
• Induction
• Promotion
• Training
• Staff attitude surveys
• Grievances/dismissals
• Exit
        Sample question from WEI

17. Which of the following are scrutinised through
  monitoring sexual orientation?
A Fairness in recruitment and selection
B Distribution of LGB staff by level or grade
C Pay or reward
D Staff satisfaction and/or engagement
E Leavers or redundancies
F None of the above, or we do not monitor sexual
  orientation
 Preparing to monitor sexual orientation

• Demonstrate senior support for monitoring
• Be clear about aims and objectives
• Stress anonymity and confidentiality
• Build trust and ensure organisational culture is
  right
• Brief managers and other staff to respond to
  concerns
• Communicate the results and action them
  Confusion, worry, embarrassment!

• It’s not about sex! It’s about identity
• Not disclosure – always confidential
• Don’t make it into a big deal
• Same concerns raised for ethnicity
  monitoring
• Research indicates people confused
  about monitoring generally – not just SO
  element
         Low reporting

       Staffordshire Police

10.0

 8.0

 6.0
                                     % LGB Staff
 4.0

 2.0

 0.0
        2001   2003   2005    2006
People perform better when they can be themselves




www.stonewall.org.uk/at_work

				
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