Why we collect diversity data
Diversity data helps to understand and promote diversity
Collecting diversity data from your employees is a well-established way to track and encourage improvement in diversity. This can be very useful information in all but the very smallest firms, and offers the opportunity for you to talk with your staff about diversity at work.
We also collect diversity data from our own staff and we use this to inform our employment practice and policy.
The data helps us see whether the solicitors' profession is broadly representative of the general population. This helps us plan our work in promoting a diverse and effective profession, one of the objectives that we have from the Legal Services Act 2007.
Diversity data collection is best practice in other sectors
The best employers in industry
Many of the biggest companies in the world use diversity data to make sure they are getting and retaining the best and most talented people.
Some of the leading companies in Silicon Valley like Facebook, Google and Yahoo publish their workforce diversity data. This has highlighted barriers for certain groups and generated debate on how to attract a more diverse range of candidates (Griswold, A – When It Comes to Diversity in Tech, Companies Find Safety in Numbers, Slate Magazine, 2014).
Diversity data collection has been compulsory for many years for public bodies such as NHS trusts and local authorities. These organisations collect data about their service users as well as their staff. (Publishing equality information: Commitment, engagement and transparency, Equality and Human Rights Commission, 2012).