Cross Justice Working Group on Race Data and Evidence: Collecting and using staff equality data in the justice sector

How we use data

Having gathered EDI data, it is imperative that we analyse this data and use it to inform policy and decision making. We can use it to monitor employment related activities like promotion, leavers, flexible working, grade profiles, pay gaps, and staff satisfaction in an anonymised format.

We should use EDI data to build a profile of the workforce so that we know what it looks like and how it changes over time. Understanding the diversity of our workforce and their experiences, allows us to design targeted policies to address areas of weakness. 

We should aim to clearly communicate to staff how EDI data has been used, and any changes in policy and practice as a result. This will help staff to understand why they are being asked for that information and see how it is being used.

We should use EDI data for Public Sector Equality Duty reporting and evidencing progress towards our organisation’s equality outcomes.