• Collect and analyse diversity-related data where possible to identify areas of progress or concern. Analyse monitoring data in relation to employee processes to help identify if there are any stages which may be subject to bias or adverse impact.
  • Collect data for all relevant grounds of the legislation (where permitted) and for other characteristics/ factors (for example, working hours) which could potentially cause discrimination. It is also important that global organisations are aware of the relevant legislation in different countries which may restrict the collection of demographic data. 
  • Make employees aware that data is being collected for the purposes of monitoring.
  • Collect data in a way that ensures confidentiality.
  • Ensure data is stored confidentially.
  • Ensure data is only accessed by personnel for the purposes of monitoring.