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: YesPartiallyNo 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

Mark Palmer-Edgecumbe Senior Diversity Manager Barclays Group

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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 job 3.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&D 9.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, Employee engagement Bullied or harassed Safe to speak up HeterosexualLGBT Percentage

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

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?