Monitoring and review 

While the legislation covering disability, race, sex, age and sexual orientation does not include statutory monitoring, regular monitoring is recommended in the associated Codes of Practice and the Employment Equality Monitoring Draft Guidance.

The Commission recommends that each employer sdhould develop a policy on equal opportunities monitoring that applies to one or more or all of these categories. The policy should describe the employer´s rationale for conducting monitoring and outline the employer´s commitments or intentions regarding the:

• collection of statistical data relating to its workforce with regard to one or more of the statutory equality categories, which may include disability;
• collection of qualitative data, such as staff surveys, about the provision of equal opportunities with regard to one or more of the statutory equality categories, which may include disability; and 
• conduct of periodic reviews of the provision of opportunity in the workplace with regard to one or more of the statutory equality categories, which may include disability.

The development of, and effective monitoring through, an equal opportunities policy may give employers valuable insights in to how people view their work and their employer, and help the employer create a positive working environment.