employers have been quick to take on board new guidance on how to monitor the
ethnic origin of their staff, they appear less certain about how to deal with
religious beliefs and sexual orientation.
to research by Personnel Today’s sister publication, IRS Employment Review,
eight in 10 (81 per cent) respondent organisations monitor their workforce in
some way, 77 per cent monitor ethnicity and 73 per cent monitor gender.
next most commonly monitored characteristics are disability (62 per cent) and
age (60 per cent). Marital status is monitored by fewer than two in 10
employers (17 per cent).
one of the least-monitored workforce characteristics were those covered by new
areas of discrimination law. Religion/belief is monitored by less than one
organisation in 10 (9.3 per cent), and just 4 per cent of employers monitor
research is based on a survey of 75 HR departments, together employing 278,577
Employment Review managing editor, Mark Crail said: “It is clear that employers
are struggling to get to grips with new areas of employment discrimination law.
In 2007, they will also have to cope with the potential minefield of a ban on
are compelling reasons for HR managers to go back to their policy documents,
employee handbooks and contracts of employment to ensure that they are
campaigning organisation, Stonewall estimates that by 2011, only 18 per cent of
the UK workforce will be white, male, able-bodied, under 35 and
heterosexual," said Crail.
sector employers are legally obliged to monitor their workforce but private
sector organisations can choose. By monitoring the characteristics of
potential, current and departing employees, organisations can get a clear
picture of the make-up of their workforce and identify problem areas where
particular groups appear to do less well and may be facing unlawful
do employers monitor? Ranked in
Recruitment applications 64 per cent
Selection: acceptances/appointments 57.3
Selection: job offers 44 per cent
Selection: shortlists 41.3 per cent
Resignations 33.3 per cent
Grievances 24.3 per cent
Dismissals 30.6 per cent
Disciplinary procedures 30.6 per cent
Access to training 28 per cent
Promotion decisions 22.6 per cent
Appraisal decisions 21.3 per cent
Pay decisions 12.1 per cent
Job evaluation decisions 13.3 per cent