How can an employer use monitoring to improve its equal opportunities record?

By monitoring the sex, ethnic origin, religion or belief, disability, age, marital status, grade and payment of applicants and employees within each department, an employer can check whether or not current recruitment practices are reaching the full spectrum of possible candidates and help to guard against any allegations of discriminatory practices. However, employers should review their monitoring procedures to ensure that the information required is relevant to the aims of the policy and so does not infringe the Data Protection Act 1998. Employers may wish to consider adding sexual orientation, civil partnership status and gender reassignment to the categories by which they monitor applicants and employees but should consider seeking specialist advice concerning the methods and format of monitoring in this sensitive area before doing so.