This guide provides practical advice for employers who want to include sexual orientation in diversity monitoring processes. It demonstrates how questions on sexual orientation and discrimination can be incorporated into existing monitoring procedures across a range of Human Resources (HR) functions.
It examines the organisational benefits of collecting data about the sexual orientation of employees, and how employers can use that data to understand and improve the
experiences of their workforce.
The guide is based on in-depth research into organisations that monitor sexual orientation in a variety of ways. Researchers interviewed eight very different organisations, operating in a range of sectors. All eight are members of Stonewall’s Diversity Champions programme. Effective monitoring of sexual orientation can be an
important tool for employers to measure performance and make improvements to the working environment, but it is not an exercise that can succeed in isolation.
Monitoring should be implemented in addition to robust policies addressing inequality in the workplace, and initiatives to ensure lesbian, gay and bisexual (LGB) employees are treated fairly and with respect. Monitoring sexual orientation will only generate
meaningful and reliable results when employees feel safe and confident in disclosing this information.
Supported by Nationwide