Monitoring equality, diversity and inclusion in the workplace
The Data Protection Act 2018 allows employers to process specified special category data for EDI purposes, but there are certain restrictions. By Victoria Hordern of Bates Wells.
Issues of equality, diversity and inclusion (EDI) have gained increasing prominence in recent years. Significant global movements and protests around the world have shone a light on the lack of equality in many public institutions and processes as well as in wider society. Additionally, the objectives and impact of EDI have also become more pressing in the workplace. These movements in society have prompted many employers to seek a better understanding of EDI amongst their staff. Hence the increasing interest in EDI monitoring in the workplace – an activity that involves processing personal data regulated under data protection law.
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