Few employers monitor sexual orientation and religion

Employers monitoring the profile of their workforce tend to comply with best-practice guidance on recording sex and ethnic origin, but are making slower progress on sexual orientation and religion or belief, according to new IRS research.

Monitoring activity tends to focus on both ends of the employment relationship - dealing with recruitment and selection and with resignation and dismissal. But monitoring is only rarely used to track the progress of different groups through the job itself.

  • No longer a minority pursuit  Mark Crail, managing editor of IRS Employment Review, presents the survey results, based on responses from 75 organisations, together employing 278,577 people.

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