Case Study - Monitoring

Monitoring and evaluation are critical to ensuring that workplace diversity initiatives are successful. Through monitoring, an employer can manage its workforce more effectively and measure progress over time. Monitoring is covered by four questions of the Workplace Equality Index, and is worth a total of 14 per cent of the available marks.

St Mungo’s monitors sexual orientation at all stages of the employment cycle and as part of the biennial Employee Opinion Survey. Analysis of data takes place quarterly
and is regularly reported to the Board and Senior Management Team.

In response to initial low declaration rates, the charity launched an LGBT Allies campaign and developed LGBT Inclusion Guidelines that were sent to every project team to encourage staff to feel comfortable with disclosing their sexual orientation and being out at work. In the run up to the biennial Employee Opinion Survey, staff received messages from the Chief Executive highlighting the importance of confidentiality and reassured respondents of their anonymity. As a result, St Mungo’s has had eight per cent of staff identify as lesbian, gay or bisexual, higher than the national average, and the number of staff who prefer not to disclose their sexual orientation has significantly decreased.

The charity also analyses its staff monitoring data annually to determine the distribution of lesbian, gay and bisexual staff by grade and by pay. In response to findings that the Senior Management Team was not representative of the organisation,
the charity introduced a mentoring programme to increase the diversity of senior managers. The programme works with staff from minority groups, including lesbian, gay and bisexual staff, supporting them to develop the skills and confidence they need to move into senior management positions. Innovatively, St Mungo’s gives mentees the opportunity to stipulate whether they would prefer a lesbian, gay or bisexual mentor.