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equality monitoring


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Is the process of systematically collecting and analysing data on the composition of the workforce in terms of gender, race/ethnicity, age, disability, religion, and sexuality. It is particularly important to collect data where key decisions are made that affect employee opportunities, most notably recruitment and selection, promotion, performance management, training and development, and grievance and discipline. The rationale behind monitoring is twofold: (a) it is impossible for managers to make an assessment of what action to take (if any) unless they are aware of the current situation; (b) it is difficult to assess the impact of an equality intervention unless monitoring takes place before and after that intervention. Of course, the supposition behind this is that managers wish to take action, but if this is not the case then logically managers might not see the value in collecting the data in the first place. In the UK, public authorities now have a legal requirement to collect equality monitoring data on staff in post, applications for employment, promotion and training, and then to analyse this data and act upon any evidence of unfairness or disadvantage. [See general equality duty.]

(a) it is impossible for managers to make an assessment of what action to take (if any) unless they are aware of the current situation; (b) it is difficult to assess the impact of an equality intervention unless monitoring takes place before and after that intervention.

Subjects: Human Resource Management.


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