Recommendations for developing a socio-economic strategy. Activities at each level are related, but distinguished by scale, detail or commitment.
Follow guidance in the prior section, ‘Measurement‘, and ask your applicants, apprentices and workforce Question 1.
Communicate a clear message and intent to your employees about your economic diversity, and the importance of understanding your employees’ socio‑economic backgrounds.
Assure your employees that their data will be stored and handled in line with GDPR best practice, and only used in aggregate to make better decisions about fairer employment practices. It will not be:
- used for appointment and promotion decisions
- accessible beyond the core team in HR or corporate and social responsibility.
- Aim for a 66% response rate.
- Employees can face immense pressure to record all their time, which can discourage them from completing surveys. Firms need to be encouraging and support employees’ workloads to allow time to complete surveys.
Recommendations for optimising your approach. Activities at each level are related, but distinguished by scale, detail or commitment.
Follow guidance in the prior section, ‘Measurement‘, and ask your applicants, apprentices and workforce Questions 1, 2, 3 and, if applicable, 4.
Use questions on other surveys that collect diversity data.
- internal communications
- annual employee surveys
Where appropriate for your industry, add questions to compulsory surveys (always with the option ‘prefer not to say’).
Aim for a 70% response rate to the question (those selecting something other than ‘prefer not to say’).
Drive inclusivity by sharing response rates internally, including longitudinal progress.
Include senior managers by informing them of progress and targets in their areas, providing them understanding on how the data is being used.
Encourage managers to take ownership of response rates.
Target encouragement and support at divisions or teams where response rates are low.
For external reporting on data, see ‘Advocacy’ section.