Appendix B - Equality Monitoring
B1 Monitoring is a key process for the successful implementation of equality and diversity policies and action plans, and conducting Equality Impact Assessments (EIAs). Monitoring assists with highlighting positive and negative trends within the organisation and is particularly relevant to:
- Student and staff recruitment
- Student attainment
- Student retention
- Staff grades and occupational types
- Staff recruitment, development and promotion
- Take up of services by diverse groups
- Complaints
B2 Monitoring is required for the following reasons:
- Higher education institutions have a legal duty to collect, analyse and monitor equality data(23).
- To assist the University in providing an accurate picture of the diversity of its population and achievements.
- To assist with good practice by proving or disproving any myths about any minority group or its achievements.
- To meet requirement of external agencies such as providing data sets to the Higher Education Statistical Agency (HESA).
- To aid the completion of Equality Impact Assessments(24).
B3 The benefits of monitoring
- To support institutional strategies, such as internationalisation
- To inform and improve policy and practice for staff and students
- To identify gaps or where there is under-representation
- To enable programmes of positive action
- To assist with measuring the quality of experience for diverse staff and students
- To ensure implementation of good practices
- To inform management and assist with objective decision making
(23) The Public Sector Equality Duty, as outlined in the Equality Act 2010 (Specific Duties)(Scotland) Regulations 2012.
(24) EIA Policy and Guidance: www.gla.ac.uk/services/humanresources/equalitydiversity/policy/eias/