All staff are encouraged to review their equalities monitoring information on SuccessFactors. This page provides additional information about equalities monitoring data, which we hope will help when updating your Personal Details on SuccessFactors.
On this page, you will find information about:
If you are looking for information on equalities monitoring and can't find what you need here, contact us and let us know.
We are aware that people do not always understand why it is necessary to disclose personal details; therefore, we will use this opportunity to clarify why it is important that we have complete and accurate information.
Collating equalities data enables us to monitor processes and to identify trends or issues, allowing us to put in place measures to address these with the aim of ensuring equality of opportunity. For example:
- Do staff of all ages have the same opportunities for training and development?
- Do staff with a disability have the same opportunities as non-disabled staff?
- Are BAME employees (Black, Asian, and Minority Ethnic) less likely to be promoted than white employees?
The University is committed to ensuring Warwick is a fully inclusive community, which recruits and retains talented staff from all sectors of society equally. We believe that every individual should be treated fairly, with dignity and respect, and be part of a working and learning environment that is free from barriers, ensuring that we do not inadvertently make decisions or have processes that treat you less favourably on the basis of your age, disability, gender, race, or sexual orientation.
Annually, we assess how well our Equality, Diversity and Inclusion Policy is working, and evaluate what we are doing to meet the needs of our community and comply with our legal duties to advance equality.
We will record your sensitive personal information on our HR system (SuccessFactors). Access to this system is tightly controlled and only a limited number of staff in Human Resources and IT functions can view this personal information, where this is necessary as part of their job, and they will treat it with the strictest confidence.
There is an option for you to select 'prefer not to say' for sensitive questions. If you do not provide any answer for a question, then we treat you as having ticked 'prefer not to say'.
Equalities monitoring data that we collect from employees in this section is used by the University to generate anonymised and aggregated statistics. It will never be shared, reported or published in a form that allows individuals to be identified except where marital status information is required by the pension provider of any scheme of which you are a member.
Annually, the University produces an Equality Monitoring Report (formally known as the Workforce Profile) which is presented to the Social Inclusion Committee and provides information on how the University of Warwick is meeting its responsibilities under the Equality Act 2010. The report is published with regard to the Specific Duties, under the Public Sector Equality Duty (created by the Equality Act), to publish equality information to demonstrate compliance with the three aims of the Public Sector Equality Duty. As an employer, education provider and public body the University is committed to tackling discrimination and providing equal opportunities for everybody and strives to create a positive working environment of mutual respect and dignity.
You can find more information about each of the characteristics using the links below:
- Gender Identity/Legal Sex.
- Religion and Belief.
- Sexual Orientation.
In SuccessFactors, for each questions on each of the characteristics above respondents have the option to 'prefer not to say' if they do not wish to disclose their equalities related information.