Monitoring outcomes

Once you have reviewed your policies and decided what changes to focus on, make sure you can monitor the outcomes.

Can you use existing monitoring? If not, what other systems can you introduce?

The next section looks at what data you need to collect. This will provide the insights to understand your organisation’s impact on inclusivity.

It’s also important to communicate changes to all staff. This helps make sure that inclusive practice becomes part of your everyday culture.

Monitoring the effectiveness of inclusive policies and procedures can be subjective. But collecting data from various sources can help to identify areas you need to improve.

Representation of disabled staff

Monitoring data

• percentage of employees recorded on HR systems as disabled or with a health condition
• data from staff surveys

Insights

Analysing this data provides an insight into the representation of disabled staff. Look out for differences between HR systems and anonymized survey data.

Recommended actions

• disability awareness sessions or training
• initiatives to encourage employees to talk about their conditions

Language is important. Ask employees how they describe themselves (self-identify). Be open to employees talking about more than one condition. For example, hearing loss and a mental health condition.

The key to openness in the workplace is to build trust and confidence with employees. An internal communications plan can encourage employees to share their experiences. Explain why you are collecting data.

1 in 5 go as far as hiding their impairment from their employer.