Practically the RCN has to make a decision between recording ethnicity on a

Practically the rcn has to make a decision between

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Practically, the RCN has to make a decision between recording ethnicity on a broad basis with fewer groupings which is easier to manage and administer, or using a far more detailed dataset. For example, although the Scotland 2011 dataset identifies ‘Polish’ as a group, the RCN must determine whether practically, and pragmatically, providing the opportunity for having ‘Polish’ as an ethnic group as opposed to one of the ‘Other’ groups would yield any significant benefit, either organisationally or to the members concerned. 11 19
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Using monitoring to develop your strategy Collecting profile data is an important step in support of your diversity strategy. However the real value of the data is how you use it. Once you have collected the data the next step is to evaluate it and draw lessons from it. You can do this at the strategic level, or you can involve staff and membership. By involving all sections of the organisation you will maximise the opportunities for feedback and creative input as to how you should address under-representation at whatever level. The previous examples demonstrate a wide range of approaches to monitoring. You will find more examples in the PARN Diversity Toolkit. However, these examples are simply snapshots at points in time, in a field where practice continues to steadily evolve. As can be seen from them, some professional bodies have developed their practice to a greater level than others, all of them capturing different stages in the diversity journey. In 2011 there will be a fresh census with changes to the questions to reflect how the thinking on identity has developed since 2001. As a means of staying abreast of developments and comparing your performance with your peers you can join the Diversity Special Interest Group (SIG) run jointly by Equally Professional and PARN. The SIG has an electronic platform for the exchange of ideas, information and advice, and meets regularly to run workshops on issues relating to diversity and the professions. One has been carried out on monitoring, and to access the workshop outputs you need to join the SIG. Membership is open to all professional bodies, whether members of PARN or not, and is free: email [email protected] for more details. 20
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Summary: The foundations for good monitoring Why you should monitor: There is a business case for diversity monitoring based upon the changing demographics of British society. There is a case for monitoring in support of the requirements placed upon professional bodies listed under schedule 19 of the Equality Act 2010 in respect of their public functions. The Government Equalities Office has set out in greater detail the bodies it proposes should be covered by this schedule. These can be found in Annexes 4 and 5 of Equality Act 2010: The public sector Equality Duty: Promoting equality through transparency: A consultation 12 .
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