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Equality and Diversity Monitoring

Introduction 

If we know how our workforce is made up we are more able to address any issues of under-representation. Even where there is no legal requirement to monitor equality data, it is good practice for us to know whether our services are accessible and used by all groups. Equality monitoring can inform the effective use of resources, improve competitiveness and enhance service delivery.

Certain types of monitoring procedures are compulsory for universities, either to ensure legal compliance or to meet with requirements of organisations such as HESA, but there are other internal benefits that arise from monitoring.

The Benefits of Equality Monitoring

Equality monitoring:

  • allows us to get a clearer picture of the composition of the University’s workforce
  • tells us if some groups of staff are potentially being disadvantaged
  • prompts discussion about disability-related support or adjustments
  • provides the opportunity to target specific groups of staff with information about relevant positive action or support 

How will we collect this data? 

Every new employee is asked to complete an Equal Opportunities Monitoring Form on commencement of their employment. However, during the course of their employment, staff circumstances may change so the Personnel department periodically sends out the same form to existing staff in order to keep records up to date and accurate.  

The information that you provide us is essential if we are to monitor and analyse our staff profile and to meet your individual needs. Whilst we realise that the decision to disclose this information is a personal choice, we wish to stress that that all personal data held on staff is sourced and maintained securely and confidentially and access is restricted to individuals in the Personnel department. This data is protected under the Data Protection Act and, under this Act, all staff have the right to see their own personal data.