TUC issues advice on how to monitor for sexual orientation

The TUC has issued guidelines setting out the steps it believes employers should take when monitoring their workers for sexual orientation and gender identity.

Monitoring is an 'important way to confirm whether an organisation’s policies on race or gender equality are working,' says the TUC. But applying the same approach to lesbian, gay, bisexual or transgender workers is 'a very sensitive area' where 'the position is different'. It therefore concludes that such monitoring should be undertaken only if certain 'basic principles' have been established first.

In particular, the TUC believes employers should have a full sexual orientation equality policy in place before monitoring begins, make clear the reasons why monitoring is taking place, have a guarantee that information gathered will remain confidential and make clear to employees that answering questions is optional.

  • Monitoring LGBT Workers: A TUC guide for trade unions   Read the full text of the guidance on the TUC website.

  • TUC warns of pitfalls of monitoring sexual orientation   Personnel Today reports.

    Also

    No longer a minority pursuit - monitoring the workforce   Employers have been quick to take on board new guidance on how to monitor the ethnic origin of their staff, but appear less certain about how to deal with their religious beliefs and sexual orientation, according to an IRS survey.

    Legal Q&A: sexual orientation Regulations   By Michael Bradshaw of Charles Russell, writing in Personnel Today.

    How to comply with the law on sexual orientation discrimination   From HR & Compliance Centre's How to service.

    Sexual orientation discrimination: frequently asked questions; Sexual orientation discrimination: the new Regulations   From HR & Compliance Centre's topic of the week series.

    Sexual orientation discrimination: the basics   HR & Compliance Centre's employment law reference manual has guidance on sexual orientation discrimination.