There is no obligation to carry out monitoring but it can help to highlight inequality in the workplace, identify the causes and help to remove unfairness and disadvantage.
Equal opportunities forms should be separated from individual applications prior to the shortlisting process and should be anonymised. Applicants should be informed that the form does not constitute part of any assessment for the job applied for and that completing the form is optional.
For a copy of the form, please see:
REC10: Equal opportunities monitoring form
REC10 – Equal opportunities monitoring form
Limited access modeSorry, you need to be an HR Protect client to access this content.
HR Protect clients receive all the employment law advice they need across the year, delivered by experienced specialist lawyers, at a single fixed price. In addition, being a client gives you access to our templates, flowcharts and guidance notes on this Hub, where you can also return to your favourites, share content with colleagues, and manage your account.
Already have an account?
Log in below to access this content.
Enter your email to reset your password or try to login again.