Background
What categories of diversity data should employers collect?
Data protection, anonymisation and lawful use
When should employers carry out diversity monitoring?
Adopting global approach to diversity monitoring
Comment
To improve diversity in the workforce, it needs to be measured, which entails collecting and monitoring data. But what questions should employees be asked about their individual characteristics and how can that information be handled lawfully? This article takes an in-depth look at these questions.
Background
Many employers are increasingly focused on improving the diversity of their workforce. This has been driven by a number of factors; self-reflection prompted by the Black Lives Matter movement has led many employers to acknowledge that they could and should be doing more to promote diversity within their organisations. Legislative requirements and pressure from stakeholders are also increasing. For instance, companies are regularly expected to comment on their diversity profiles as part of requests for proposals, and the Financial Conduct Authority has recently introduced new requirements on listed companies to disclose against gender and ethnicity targets.(1)
But to understand the extent of a perceived lack of diversity and to identify progress in addressing this, it is necessary for employers to collect data on the characteristics of their workforce. While there is no legal requirement to undertake diversity monitoring, the Equality and Human...
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