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?