Our EDI advisory group wanted to check that we were following best practice with the Monitoring Form that we send out to all new starters.

Our charity is a very small team of 20 employees and the group are concerned that although providing data in percentages to the board would decrease the chances of sharing personalised data, as the organisation is 20 employees, this still would pose a risk.

I'm aware that under the PSED (Public Sector Equality Duties) as an organisation that employs less than 150 employees, we are not legally bound to share protected characteristics/ equality data on our employees. However, as part of our wider EDI project, one of our EDI coaches helped us to create the Monitoring Form in order to collect data that we may find useful to ensure we are following best practice for equality, diversity & inclusion.

It might be that the information needs to be presented to the board in a different way. I currently don't feel that any of the results that I share with the board could show who answered what in the form but my EDI group don't want to go forward with anything until we have it clarified.

Does it sound like we are currently doing anything wrong? We don't always present the data to the Board, it's a rare occassion and I have text at the top of the monitoring form confirming why and how we use the data.