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Sexual Orientation Monitoring In Feb 07 the monitoring of sexual orientation will go live on the MOD Civil Service's JPA-equivalent HRMS (Human Resources Management System). There are presently no plans to extend this voluntary statistical exercise to JPA and uniformed personnel. Monitoring UpdateAll being well in early February we will see monitoring of sexual orientation go live on HRMS (Human Recourses Management System). Below is some information on the where’s and why for’s on monitoring. What is monitoring? Monitoring is the collection of statistical data, through questionnaires or surveys, to measure performance and improvement. It can be done through a variety of HR functions including recruitment, training, promotion, attitude surveys, grievances and dismissals. Monitoring is a way of measuring change and identifying issues that affect staff. By monitoring, an employer can manage its workforce more effectively, and improve its processes to tackle problems. Why monitor Sexual Orientation? The Mod already collects data on the ethnicity of their employees, as well as data relating to age, gender and disability. Monitoring staff enables employers to examine the make-up of their workforce. It highlights differences between groups, such as minority groups or staff from particular teams or grades, in terms of productivity, satisfaction or productivity. Monitoring sexual orientation can help an organisation identify, tackle and prevent discrimination of LGBT staff which can undermine productivity. The benefits for organisations Monitoring sexual orientation enables organisations to recruit and retain the best people from the widest pool of talent, by identifying and removing barriers that LGBT people may face. The benefits for lesbian and gay employees Facilitates communication, monitoring on the basis of sexual orientation gives LGB employees an opportunity to highlight unfair practice at work, and to let their employer know what could be changed to improve their working environment. Encourages Engagement LGBT staff are more likely to be comfortable in an organisation if they are confident that their employer takes LGBT equality seriously. Increases awareness, Monitoring sexual orientation at work, in conjunction with other initiatives, will normalise the idea of LGB equality in the same way that ethnic monitoring has increased awareness of race equality issues. Without monitoring its workforce, the MoD is unlikely to initiate action to address problems of under representation of LGBT people. At the moment MoD cannot judge whether LGBT staff are being recruited fairly into the organisation. Therefore it is up to all LGBT to sit up and be counted. The only way we can do this is by filling in the declaration when it goes live in February 2007. page: military :: sexualorientationmonitoring.htm |
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