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

该项目将审查联合王国受监管的专业机构成员，如会计师、医生、工程师和律师按性别和民族血统或族裔[后来简称为族裔]的分布情况。其目的是了解某些群体，如孟加拉国妇女，代表性是否严重不足;近几十年来情况是否有所改变，以及正在采取或可以采取哪些步骤来提高特许专业和其他专业群体的代表性。它还将审查少数群体在其职业中晋升的任何障碍。提议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都被归类到大约200个不同的民族，包括20个印度邦和40多个欧洲国家。性别的确定是不太完整的，因为一些名字是由两性使用，如希拉里;我们分配性别只有在至少90%的名字出现是一种性别。（然而，许多人使用一个以上的名字，这几乎总是允许他们性别。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;第二，它是更完整的，因为在问卷上往往有“宁愿不说”的选项;第三，种族的定义更密切。然而，它有两个缺点：它没有很好地处理可能有“英文”名字的西印度/加勒比血统的人，它也没有照顾到已婚姓名与婚前姓名不同族裔的妇女，对职业组成的分析将辅之以对其成员，特别是少数族裔和妇女成员的调查，以了解他们在入职和谋求职业发展时所遇到的困难（如有的话）。它还将询问他们得到的外部帮助，包括财政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人员协商拟订，并请他们与其专业的选定成员联系，请他们参加调查。我们会先与少数专业人士面对面，以核实问题是否恰当和清晰，然后再以电话或电邮形式进行，然后与专业团体的行政人员合作，探讨如何提高其专业的包容性。这不仅将促进社会和族裔凝聚力，而且还将提供更多专业人才的来源。我们亦会广泛宣传调查结果，以引起公众讨论。

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.