1. MONITORING How to monitor sexual orientation in the workplace Katherine Cowan Stonewall

2. 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

3. 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?

4. 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

5. Preparing to monitor sexual orientation Organisational culture Senior support Aims and objectives Confidentiality

6. Asking the question What is your sexual orientation? Bisexual Gay man Gay woman/lesbian Heterosexual/straight Other Prefer not to say

7. 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

8. Using sexual orientation data Caution Taking positive action Next steps –benchmarking –diversity impact assessments –positive action programmes –targeted marketing –new business objectives

9. www.stonewall.org.uk/workplace

10. Mark Palmer-Edgecumbe Senior Diversity Manager Barclays Group

11. Sandals Couples only resorts

13. 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?

14. Employee Opinion Survey Results, 2004 64 58 10 23 55 50 0 25 50 75 100 Employee engagement Bullied or harassed Safe to speak up HeterosexualLGBT Percentage

15. Why do it? 1.Hold up the mirror 2.Changing world 3.Mandate to take action 4.Morally right

16. A final thought…..

17. Staffordshire Police Stonewall Workplace Equality Index Winner 2006 Sgt Darren Oakey

18. Why Monitor ? Legal Position Ethical Viewpoint Business Case Equality & Value

19. Initial Steps Initial Consultation Process Executive Support Staff Training & IT Systems Right Culture

20. Integration Staff Surveys Recruitment Wider HR Processes Future – All Employment Areas

21. Benchmarking

22. Challenges Education & Values Heterocentric Viewpoints Equity Of Information No Quick Fix

23. Impact of Change Increased LGB Visibility Performance Recruitment Environment Heightened Profile Community Confidence

24. Future Aspirations Mainstreaming Diversity Maximise Our Potential Influencing Others

25. Questions?