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@theRSAorg 1/6 Regardless of any desire to be inclusive on whatever grounds you feel necessary, the Equality Act 2010 ("the Act") clearly lays out your duties in terms of discrimination on the grounds of sex.
legislation.gov.uk/ukpga/2010/15/…
legislation.gov.uk/ukpga/2010/15/…
@theRSAorg 2/6 If you want to be able to show your compliance, you need to accurately record information on applicants. s.11 of the Act defines the protected characteristic of 'sex'. s.212 gives definitions of 'man' and 'woman'.
@theRSAorg 3/6 There are no other possibilities here and this also coincides with biology: there are only two sex classes: female and male.
@theRSAorg 4/6 If you ever need to provide evidence that you have not discriminated at, say, an employment tribunal, you may need to present your evidence that you have not discriminated on the grounds of sex.
@theRSAorg 5/6 If you have not clearly identified whether applicants are of the female or male sex class, or have accepted some irrelevant description made up by the applicant, you may find it difficult to prove you have not discriminated.
@theRSAorg 6/6 I am not a lawyer, but I'm sure you have someone who can properly advise on this. I suggest you seek professional advice to ensure compliance.
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