§ Mr. Jannerasked the Secretary of State for Employment what steps he has taken to inform employers and employees, respectively, of the recommendations of the Commission for Racial Equality in connection with ethnic monitoring and positive action, respectively, prior to and following upon 1 April 1984 when the same came into effect; and what was the cost of such steps.
§ Mr. Alan ClarkIn the course of its contacts with employers, my Department's Race Relations Employment Advisory Service draws attention to the recommendations of the Commission for Racial Equality's code of practice. The service has organised seminars on the code for employers and employees, and more are being arranged. The cost of the service's work on the code cannot be separately identified.
§ Mr. Jannerasked the Secretary of State for Employment what steps he has taken to introduce or to encourage the introduction of ethnic monitoring and of positive action, respectively, following the coming into force of the code of the Commission for Racial Equality on 1 April 1984.
§ Mr. Alan ClarkThe Government believe that it is for individual employers to decide whether and in what form ethnic monitoring can in their own particular circumstances contribute to the advancement of racial equality and harmony. The Commission for Racial Equality's code of practice recommends that employers should monitor regularly the effects of selection decisions and personnel practices and procedures in order to assess whether