Case Study Diversity Data
Until 2020 we only collected diversity data on sex, age and part/full-time working.
This meant that whilst we could, for example, check to see that women are not discriminated against, we could not do the same for our people from other groups such as those from underrepresented ethnic communities or those who identify as LGBTQ+. Recent surveys have shown that, nationally, these populations are more likely to experience discrimination and harassment than majority demographics in our society.
Therefore, the Equality, Diversity and Inclusion team has initiated functionality changes in our HR system to allow staff to add more personal data, specifically:
- Gender identity
- Ethnicity
- Nationality (i.e. British or non-British)
- Disability
- Caring responsibilities
- Religion
- Sexual orientation
In all ED&I data collection there is an option to select “prefer not to say” and we are following strict personal data policies to ensure that information is secure and accessible by only the individual themselves and a named contact in HR for company-wide analysis. Improving our data is one of our key drivers for the coming year as we believe this will help inform our ED&I focus going forward.