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

When we collect staff equality data

Justice organisations should aim to routinely collect equality data at different points in time, and across people’s careers including, but not necessarily limited to:

• From applicants during recruitment processes
• When people are appointed or join the organisation
• When people leave the organisation
• As part of staff surveys

Collecting EDI data as part of the recruitment process allows us to know the characteristics of people who are applying to justice organisations. Where possible, this data should be collected throughout the process so we can see whether people with particular characteristics are more or less likely to be successfully appointed, and, if particular stages of the recruitment process appear to form a structural barrier to any particular group of people.

Collecting EDI data when people join our organisations helps us to ensure that workforce profile EDI records are accurate and up to date. We should also encourage existing staff to make sure that their EDI data records are complete and accurate. Holding up to date and accurate data is essential for us to monitor trends and conduct effective analysis.

Collecting EDI data when people leave the organisation enables us to monitor whether any particular groups of people are disproportionately more likely leave.

Gathering EDI data as part of regular staff surveys, is important as it can highlight any differences experienced by staff who share a protected characteristic, and allow us to act on those findings.