Equality Inclusion and Diversity Data

Equality, Diversity and Inclusion (EDI), Diversity and Inclusion (D&I), Environment, Social and Governance (ESG) – regardless of where you place your diversity work, everyone should be collecting diversity data.

Why should we ask?

The success of any good project is measured on the end result, but how do we know our diversity projects are working, reaching the right people and moving in the right direction if:

• We don’t measure its impact
• We aren’t even sure where the start point is? I.e. who our service users are, or who our employees are?

So, collecting diversity data is no longer a “nice to have” but a must have for any organisation to be able to measure its success. 

The Fear of Getting it Wrong.

With the ever-increasing media presence around EDI and a more informed public who expect services to be inclusive towards them and others, many organisations can be apprehensive about asking questions about people’s diversity data and can shy away from doing so. However, this fear of offending, saying the wrong thing, or being apprehensive is stopping organisations from being able to provide the very best service possible.

So How Do We Ask the Question?

Firstly, it’s important to understand that no one must answer any questions about their diversity data, nor do they have to fill in answers for every question. So please make it clear that the form is voluntary, and each question is too.

Secondly, people want to know why their data is being collected, so it’s important to be honest. Ensure you tell them that it will be kept in line with your own organisation’s data protection policies, and that it is fully confidential. Also explain why you would like to collect it. Is it to ensure if certain projects you have are working in the correct way? Is it for funding? Or other reasons? Be open and transparent, and people will be more than happy to provide the data.

What Can We Ask and How Do We Ask It?

You should only be collecting data that you plan on using. So only ask questions that are relevant to your goals and the objectives of the organisation. The same rule would apply for the level of detail you ask for. For most organisations, it is perfectly okay to ask basic questions around someone’s sexual orientation, whereas for an LGBTQ+ organisation you may wish to go into more detail.

For some organisations, asking for the diversity data in the way that it appears on the 2021 census is a good place to start, and a good way to ask the questions. That way if you are ever asked why you use a certain term over another, you can explain that it is based on the census.

What Can I Do Now?

Everyone should be asking for diversity data, at least at a basic level from its service users and employees across a period, to be able to effectively measure the impact of your projects. If you aren’t already doing this, then it should be a priority for your organisation. Training your staff in the importance of EDI and data collection, especially those with service facing roles or line management responsibility. This means that they feel confident in answering basic questions around EDI if asked, as well as understanding the importance of EDI and data collection. If you need extra support, then there are a wealth of organisations and EDI professionals who can assist.  

So, remember:

• Start now if you haven’t already. Data is key to any successful project.
• Be open and transparent about why you are asking for this data.
• Ensure it is kept confidential and make this known to participants.
• Know your audience and keep it simple to start.
• Ensure that the benefits to the participant are explained.
• Offer training and support for your staff.
• Don’t be afraid to ask for external support.