MONITORING How to monitor sexual orientation in the workplace Katherine Cowan Stonewall.
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Transcript of MONITORING How to monitor sexual orientation in the workplace Katherine Cowan Stonewall.
MONITORING
How to monitor sexual orientation
in the workplace
Katherine Cowan
Stonewall
Monitoring sexual orientation in the workplace
• What sexual orientation monitoring can tell you
• The benefits of monitoring sexual orientation
• How to monitor sexual orientation– Preparation– Asking the question
• Using the data
What sexual orientation monitoring can tell you
Are lesbian, gay and bisexual people…
• applying for jobs and being recruited at your 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?
The benefits of monitoring sexual orientation
• Build reputation• Communicate with gay employees• Boost recruitment, retention and productivity• Increase awareness• Avoid risk – identify and tackle discrimination
Preparing to monitor sexual orientation
• Organisational culture• Senior support• Aims and objectives• Confidentiality
Asking the question
What is your sexual orientation?
• Bisexual • Gay man • Gay woman/lesbian • Heterosexual/straight • Other • Prefer not to say
Asking the question
If you are lesbian, gay or bisexual, are you open about your sexual orientation:
Yes PartiallyNo
• At home • With colleagues • With your manager • At work generally
Using sexual orientation data
• Caution• Taking positive action• Next steps
– benchmarking– diversity impact assessments– positive action programmes– targeted marketing– new business objectives
www.stonewall.org.uk/workplace
Mark Palmer-Edgecumbe
Senior Diversity Manager
Barclays Group
SandalSandal
ssCouples only resorts
Couples only resorts
Equality & Diversity Index questions
1. Compared with other people working here, I think I am paid fairly 2. People are treated with respect here, regardless of their job3. Management supports equality and diversity in the workplace 4. I think my performance is evaluated fairly 5. Most of the time it is safe to speak up in Barclays 6. I am often bothered by excessive pressure in my job 7. If I were bullied of harassed I would feel happy to raise it without fear of penalty 8. I believe that Barclays Group Executive genuinely wants to lead the way in E&D9. I have been able to balance home and work without hindering my career
development 10. I feel the internal recruitment and assessment process if fair 11. I believe that Barclays does a good job of developing it people to their full
potential 12. I have the opportunity for flexible working (e.g. part-time, job sharing, flexible
hours) 13. I would recommend Barclays as a good place to work 14. In the past 12 months, have you personally experienced bullying, harassment or
discrimination at work? 15. Did you report the bullying, harassment or discrimination? 16. Has the [bullying/harassment/discrimination] situation been resolved to your
satisfaction?
Employee Opinion Survey Results, 2004
64 58
1023
55 50
0
25
50
75
100
Employeeengagement
Bullied orharassed
Safe to speakup
Heterosexual LGBT
Perc
enta
ge
Why do it?
1. Hold up the mirror
2. Changing world
3. Mandate to take action
4. Morally right
A final thought…..
Staffordshire Police
Stonewall Workplace Equality Index Winner 2006
Sgt Darren Oakey
Why Monitor ?
Legal Position
Ethical Viewpoint
Business Case
Equality & Value
Initial Steps
Initial Consultation Process
Executive Support
Staff Training & IT Systems
Right Culture
Integration
Staff Surveys
Recruitment
Wider HR Processes
Future – All Employment Areas
Benchmarking
0.0
1.0
2.0
3.0
4.0
5.0
6.0
7.0
8.0
9.0
2001 2003 2005 2006
% LGB Staff
Challenges
Education & Values
Heterocentric Viewpoints
Equity Of Information
No Quick Fix
Impact of Change
Increased LGB Visibility
Performance
Recruitment
Environment
Heightened Profile
Community Confidence
Future Aspirations
Mainstreaming Diversity
Maximise Our Potential
Influencing Others
Questions?