EQUAL OPPORTUNITIES MONITORING FORM
EQUAL OPPORTUNITIES
MONITORING FORM
1: WDP’s approach to monitoring
We are committed to promoting equality of opportunity for all staff and job applicants. We aim to create a
working environment in which all individuals are able to make best use of their skills, free from
discrimination or harassment, and in which all decisions are based on merit.
We do not discriminate against staff on the basis of age, disability, gender reassignment, marital or civil
partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief,
sex or sexual orientation (protected characteristics).
As a recovery-focused organisation we welcome applicants and staff with a direct or indirect experience of
recovery and do not discriminate on the basis of recovery status.
Each section of this form contains an explanation of the specific issues that affect the equality area
concerned. These are similar but with key differences. Each section includes the opportunity to “prefer
not to say”.
2: Identity
We keep monitoring strictly confidential but it is not anonymous. This record will be kept in securely in
HR and used for monitoring purposes and to ensure fairness and access to opportunity. Any reports will
always be non-attributable.
Name:
Position applied for (if applicable):
3: Age monitoring
We all have an age. Age discrimination regulations are designed to ensure you are judged only by
your abilities and not your age. Greater experience does not always associate itself with greater
ability and neither does older age and inability to learn new skills. By monitoring age we seek to
uncover these and other assumptions in the way we work in WDP.
What is your date of birth
(DD/MM/YYYY)?
Prefer not to
say
4: Monitoring ethnicity
The following sets out categories for monitoring ethnicity. We ask you to respond to this information
request positively as it will help us ensure that our policies and practices do not inadvertently discriminate
against you because of your ethnicity.
WDP assures you that any information you provide here will only be used to monitor the effectiveness of
our policies and we will take steps to ensure this information remains confidential to a limited number of
staff in our HR directorate.
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EQUAL OPPORTUNITIES MONITORING FORM
Please describe your ethnicity by choosing ONE section from A to F, and then tick the appropriate box
A
Asian or Asian British




B
D Mixed heritage
Bangladeshi
Indian
Pakistani
Any other Asian background. Please state:
Black or Black British




E
 African
 Caribbean
 Any other Black background. Please state:
C
Chinese or other ethnic group
 Chinese
 Arab
 Any other. Please state:
White and Asian
White and Black African
White and Black Caribbean
Any other Mixed background. Please state:
White
 British
 Irish
 Any other White background. Please
state:
F
Prefer not to say
 Prefer not to say
5: Disability monitoring
To make positive changes, WDP wants to address the different barriers faced by disabled people. Many
people who do not consider themselves to be disabled may be covered by the Equality Act 2010 because
they have a health condition that has an impact on their lives.
What do we mean when we say disability?



Do you have a physical or mental impairment?
Is it long term?
Does this make it difficult for you to do the things that most people do on a fairly regular and frequent
basis?
Employees and applicants with a disability or health condition are entitled in law to reasonable
adjustments to address their needs for support in the workplace. Therefore we are interested in any
disability or health condition that may require a reasonable adjustment to overcome any such barriers.
WDP is committed to creating an environment where barriers are removed for disabled people and they
can give of their best to succeed in our organisation.


If you are a job applicant and would like to discuss your response, or are unsure of the types of
reasonable adjustment that might be possible during the recruitment process, please contact the HR
team.
If you are already employed by WDP and would like to discuss your response, or are unsure of the
types of reasonable adjustment that might be possible in the workplace, please contact the HR team
or your manager who is trained to help and support you.
Any information you share with us about your disability or long term health condition will be kept
confidential within HR.
Do you consider yourself to have a disability or long term health condition?
 No
 Yes
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
Prefer not to say
EQUAL OPPORTUNITIES MONITORING FORM
6: Gender monitoring
Concentrations of either men or women into certain jobs, and the impact of family commitments
are some reasons why men and women experience the workplace differently. Gender monitoring is
key to ensuring that all employees have access to the same opportunities and WDP is committed to
work at achieving this.
In asking about gender, WDP recognises that it is a word often used in place of the word “sex” in
equality issues. WDP is asking about the gender you identify with and accepts that this may be
different from that assigned at birth.
Would you describe yourself as:
 Male
 Intersex
 Prefer not to say
 Female
Is your present gender the same as the one assigned at birth?
 No
 Prefer not to say
 Yes
7: Marital status
What is your marital status?
 Married/Civil
Partnership
 Single
 Other
 Prefer not to
8: Sexual orientation
Monitoring sexual orientation in our staff and in our recruits is a significant step towards
acknowledging gay, lesbian and bi sexual staff within WDP. WDP seeks to become an exemplary
employer and make sure our processes and practices are fair to all staff. Please help us and do this
by completing the following questions around your sexual orientation.
WDP will only use this information for ensuring its staff policies work fairly for all and that your
sexual orientation does not count against you. We will ensure in any analysis that is made public that
it will not be possible to identify you.
What is your sexual orientation?:

 Bisexual

 Gay/Lesbian
Heterosexual/straight
Prefer not to say
 Other. Please state:
9: Religion and belief
WDP is committed to ensuring fairness and equal access to all employees whatever their faith or beliefs.
Whether or not you have a religion and what you do or don’t believe in is likely to make a difference to
you and how you perceive the world. These perceptions are carried across into our workplaces.
What you do or don’t believe is a private matter but it would be disingenuous to say that it had no
effect on your employment. For example, WDP running training events or promotion panels during
periods of religious fasting for some colleagues may well place them at a disadvantage in these
instances.
Below is a list of religions that are the most commonly found in Britain. They are listed in alphabetical
order and not intended to signify rank in terms of importance. Furthermore we acknowledge that the
list is not exhaustive and if your religion is not specifically listed then we ask you not to take offence as
none was intended.
Please tick the box that best describes you
 Agnostic
 Buddhist
 Christian
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 Muslim
 Sikh
 Other. Please state:
EQUAL OPPORTUNITIES MONITORING FORM
 Hindu
 Jewish
 No religion
 Prefer not to say
10: Recovery experience
“The process of recovery from problematic substance misuse is characterised by voluntary-sustained
control over substance use which maximises health and wellbeing and participation in the rights, roles
and responsibilities of society” (U.K. Drugs Policy Commission)
WDP is a recovery-focused organisation committed to achieving improved recovery outcomes for our service
users.
Monitoring recovery experience in our staff and in our recruits is a significant step towards
acknowledging recovery experience within WDP. WDP seeks to become an exemplar employer and
make sure our processes and practices are fair to all staff. Please help us and do this by completing
the following questions around your recovery experience.
WDP will only use this information for ensuring its staff policies work fairly for all and that your
recovery status does not count against you. We will ensure in any analysis that is made public that it
will not be possible to identify you.
Please tick the box that best describes you
 I have a direct experience of recovery (I consider myself either to be in recovery or to have recovered)
 I have an indirect experience of recovery (I have close friends or family members who are or have been in
recovery)
 I have no direct or indirect experience of recovery
 I prefer not to say
Thank you for completing this form.
If you are a job applicant, please be assured that the monitoring data will only be used for equality
monitoring and not as part of the selection process.
If you are an existing member of the workforce, please be assured that we monitor to get an accurate
picture of our organisation and to identify and try to address any inequalities.
11. Data Protection
The request for this information and how it is used is within the scope of the Data Protection Act 1998 which
allows for the collation and reporting of sensitive data for monitoring purposes. Monitoring allows us to try
to ensure that every employee has the same access to training, promotion and other opportunities.
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