Equality and Diversity Monitoring

Monitoring is a key process for the successful implementation of equality and diversity policies, action plans and conducting Equality Impact Assessments (EIAs).   Monitoring assists with highlighting positive and negatvie trends within our organisation and is particularly relevant to;

  • Student and staff recruitment
  • Student attainment
  • Student retention
  • Staff grades and occupational types
  • Staff promotions
  • Take up of services by diverse groups
  • Complaints

Monitoring will help identify areas where more work is required to ensure our University student and staff composition reflects the local, national and international communities; it will also assist with identifying where we are exceeding local and national averages for participation.

It is completely the individual's choice as to whether they choose to disclose information (except for age and gender which is required for payroll and pension information) and you'll find many categories provide the option to select 'Prefer not to say'. Data is kept confidentially and is protected by the Data Protection Act 1998. When diversity data is analysed and published, it is not on an individual level. The Equality Act public sector duty guidance recognises and respects this good practice. 

Why is monitoring required?

  • Higher education institutions have a legal duty to collect, analyse and monitor equality data. 
  • 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.

The benefits of monitoring

  • To inform and improve policy and practice for staff and students
  • To identify gaps or where there is under-representation
  • To assist with measuring the quality of experience for diverse staff and students
  • To enable programmes of positive action
  • To ensure implementation of good practices
  • To inform management and assist with objective decision making
  • To support institutional strategies