A guide to intersectional equalities data collection in the workplace – the first step in creating data-driven diversity strategies.

 ‘You can’t act on what you don’t know’

Many employers are passionate about building diverse, inclusive workforces and understand the significant benefits that this brings. However, it can be challenging to develop the evidence-based interventions needed to make this a reality.

The Mayor’s Workforce Data Equality Guide provides practical, step-by-step guidance on how to collect, analyse and act on equalities data in your organisation. A data-led approach is key to understanding under-representation, disengagement and incidences of racism, discrimination, bullying and harassment. Through identifying disparities, organisations are empowered to take more effective action.

We need to measure progress by capturing data such as this to truly understand how successful initiatives and programmes are; in turn identifying specific challenges and experiences that individuals may face. However, all this relies on companies reviewing their organisational culture and fostering spaces where employees and applicants can feel comfortable sharing information about themselves. This report says that ‘you can’t act on what you don’t know’ – but knowing is only the first step. If companies are serious about breaking down inequalities, they must follow up with action.

The guide is useful for organisations at all stages of their data journey – from enabling a greater understanding of the basic elements of data collection through to adopting an intersectional approach that analyses multiple aspects of a person’s identity. It’s a critical guide for those wanting to uncover previously hidden data, which once acted upon, can shift the dial towards creating truly inclusive workplaces.

Download the guide HERE

Who is the guide for? 

  • The guide is for senior leaders, HR teams and Equality, Diversity and Inclusion (EDI) leads at every stage of their data workforce collection journey.
  • The guide is applicable to businesses of every size where we provide in-depth advice on the unique challenges and opportunities different businesses face.

Why does the guide exist? 

  • Evidence shows us that certain groups face persistent inequalities across London’s workforce. For example, young Black men experience an unemployment rate that is one of the highest in our city at 33 per cent – more than twice that of their White counterparts. 
  • Improved data collection and analysis is key to supporting employers to take the right action. This starts with greater awareness of workforce demographics and the dynamics within it. This can help to achieve wider commitments on workforce diversity and inclusion such as implementing the recommendations in the inclusive employer’s toolkit.

What is intersectionality and why is it important? 

  • People’s identities and their social and economic positions are shaped by multiple and interdependent factors. These factors include, gender, age, disability, ethnicity, gender identity, religion and belief, sexual orientation and socioeconomic background.
  • Data collection must be done through an intersectional lens in order to understand people’s individual experiences in a more nuanced way. For example, the disproportionate impacts of COVID -19 have highlighted the importance of a robust approach to workforce monitoring, as it allows employers to effectively target support for the most vulnerable employees.


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