Latest News & Events18th January 2018
Now that Christmas and New Year are behind us we can look forward to picking up...
In order to know how diverse your organisation currently is and how open you are to diversity generally, you will need to set up some form of monitoring.
One way to do this, is to set up a working group. How big the group should be, will depend on the size of the organisation. It should however include members from across the organisation -
The group could consider -
The findings can be used to form the basis of a diversity strategy for the organisation.
It is common for organisations to use a monitoring form to collect diversity information. Indeed many are required to do so by their funders. If you decide to use a form you should make it clear that the information is confidential and that people are under no obligation to complete it. Forms should be kept separate from other personal information such as name and contact details.
The Census is the most common source of statistical information on the population. It is standard practice for all government departments who monitor diversity to use Census categories. It makes sense therefore to use the same categories when monitoring diversity for your organisation, so that comparisons can be made.
When monitoring the diversity of volunteers, it is helpful to ask how they found out about the opportunity. This will help you to evaluate the results of recruitment campaigns and show which sections of the community respond to your publicity.
Collecting the information is only part of the process of monitoring diversity. It is how you use the information that matters most.
This can then prompt you to investigate why, for example, you do not have any volunteers from particular groups that may be represented in the local community.
Having identified areas where there are gaps or things that need addressing, you will need to devise a plan and take action. Action points may include: