ETHNIC MONITORING
The Commission for Racial Equality’s (CRE) guide on ethnic monitoring recom-
mends that analyses of the workforce should be conducted in sufficient detail to show
whether there is an under-representation in more skilled jobs and grades, as well as
whether there are general concentrations of ethnic minority employees in certain jobs,
levels or departments in the organization. The Chartered Institute of Personnel and
Development Equal Opportunities Code states that the most important processes to
monitor are recruitment and selection since these are easily influenced by prejudice
or indirect discrimination. But the proportion of ethnic minorities at different levels in
the organization should also be checked regularly.
The CRE has suggested that ethnic monitoring should collect employment infor-
mation under the following ethnic classifications:
● white;
● black-Caribbean;
● black-African;
● black-other;
● Indian;
● Pakistani;
● Bangladeshi;
● Chinese;
● other (those describing themselves in this category should be invited to provide
further information).
The results of ethnic monitoring should be used to establish whether:
● in comparison with the workforce as a whole, or in comparison with the local
labour market, ethnic minority workers are significantly under- or over-
represented in any area;
● representative numbers of ethnic minorities apply for and are accepted for
jobs;
● higher or lower proportions of employees from ethnic minorities leave the
organization;
● there are any disparities in the proportion of members of ethnic minorities.
If necessary, positive affirmative action, as recommended by the CRE, can be taken
along the following lines:
Employment practices ❚ 867