Gender and ethnic diversity management within the Speech and Language Therapy profession in the UK.

该项目将按性别、国籍或种族（后来简称为种族）调查英国受监管专业机构（如会计师、医生、工程师和律师）成员的分布情况。这样做的目的是要看看某些群体，例如孟加拉国妇女，是否代表性明显不足；近几十年来，这种情况是否发生了变化，目前或可能采取什么措施来提高特许专业人士和其他专业团体的代表性。它还将审查阻碍少数民族在其专业领域内获得提升的任何障碍。所提出的方法是将专业人员的姓氏和名字与两个按种族和性别分类的大型专有姓名数据库进行比较。这将使几乎所有的名字被划分为大约200个不同的种族，包括20个印度邦和40多个欧洲国家。性别的确定不太完整，因为有些名字是男女都用的，比如希拉里；我们只在至少90%的名字出现的情况下分配性别。（然而，许多人使用不止一个名字，这几乎总是允许他们被性别。）与要求个人填写表格的传统系统相比，这种方法有三大优势。首先，它是非侵入性的；其次，它更完整，因为问卷上经常有“宁愿不说”的选项；第三，种族的界定更加紧密。然而，它确实有两个缺点：它不能很好地处理西印度/加勒比血统的人，他们可能有“英语”名字，也不能满足那些结婚后姓与婚前姓不同种族的妇女。对这些专业组成的分析将辅以对其成员，特别是少数民族和妇女的调查，以便了解他们在进入和寻求职业发展方面所面临的困难（如果有的话）。它还将询问他们获得的外部帮助，包括经济援助和导师或家庭成员的建议。这些问题单将与专业机构的行政工作人员协商拟订，请这些人员与选定的专业人员联系，并请他们参加一项调查。这将与少数专业人员面对面进行，以检查问题是否适当和清楚，然后通过电话或使用电子邮件以书面形式进行。然后，我们会与专业团体的行政人员合作，探讨如何提高他们专业的包容性。这不仅将促进社会和民族凝聚力，而且还将提供额外专业人才的来源。我们还将广泛公布研究结果，以激发公众辩论。

This project would examine the distribution by sex and by national origin or ethnicity [subsequently called just ethnicity for short] of members of UK regulated professional bodies, such as accountants, doctors, engineers and solicitors. The intention would be to see if some groups, such as Bangladeshi women, are significantly under-represented; whether the situation has changed over recent decades, and what steps are being or could be taken to improve the representativeness of the chartered professions and other professional groups. It will also examine any barriers to the advancement of minorities within their professions.The methodology proposed is to compare the surnames and the given names of the professionals with two large proprietary databases of names that have been classified by ethnicity and by sex. This would enable almost all the names to be classed into some 200 different ethnicities, including 20 Indian states and over 40 European countries. Determination of sex is less complete as some given names are used by both sexes, such as Hilary; we allocate sex only where at least 90% of given name occurrences are of one sex. (However many individuals use more than one given name, and this will nearly always allow them to be sexed.)This methodology has three great advantages over the conventional system of asking individuals to complete a form. First, it is non-intrusive; second, it is much more complete as there is often the option on questionnaires of "prefer not to say"; and third, the ethnicities are much more closely defined. However, it does have two failings: it does not deal very well with people of West Indian/Caribbean origin who may have "English" names, and it does not cater for women whose married names are of different ethnicities from their maiden names.This analysis of the composition of the professions will be complemented by surveys of their members, especially those of ethnic minorities and women, in order to learn about the difficulties (if any) that they faced on gaining entry and in seeking to advance their careers. It would also ask about external help that they received, including financial assistance and advice from mentors or family members. These questionnaires would be developed in consultation with members of the administrative staff of the professional bodies, who would be asked to contact selected members of their professions and ask them to take part in a survey. This would be administered face-to-face with a small number of professionals in order to check that the questions were appropriate and clear, and subsequently either by telephone or in writing using email.We would then work with the administrative staff of the professional groups to explore ways in which they could improve the inclusiveness of their professions. This would not only promote social and ethnic cohesion, but also provide a source of additional professional talent. We would also publicise the findings widely in order to stimulate public debate.