Sex is the protected characteristic and the only two possible options for sex are 'Female' and 'Male' as defined in the Act and consistent with biology, but you don't ask for that.
'Gender' is not a synonym for sex. 'Other' is not a valid option.
3/10
'Gender' relies on demeaning, regressive stereotypical notions of societal roles for the two sexes, concepts that I'm sure you would not wish to be associated with.
4/10
Asking about a personal characteristic such as 'gender' that is not a protected characteristic under the Act, may be in breach of the GDPR by processing personal - and potentially Special Category - data without a lawful basis.
5/10
The Government provides a handy list of the personal data an employer may hold about an employee without their permission that you might also find useful:
If you choose not to gather data on specific protected characteristics (such as sex), you cannot have the information required to ascertain whether or not you could be discriminating on protected characteristics in recruitment. This could be vital in an employment tribunal.
7/10
If you choose to discriminate on characteristics (such as 'gender') that are not protected characteristics under the Act, you may inadvertently indirectly discriminate on protected grounds.
8/10
Language and meaning of words are important and proper use & understanding of terms is vital so that the public is aware of what rights they have and what your duties are. Any confusion or inconsistency over meaning may prevent people from accessing their rights in law.
9/10
Will you undertake to correct these errors and to review all your other policies, documents, reports, etc to ensure compliance?
I note the text in the Monitoring Information/Compliance questions section of your job application:
1/21
The purpose of this section is not clear: you talk about monitoring, compliance, inclusivity and diversity, but as it is a recruitment form, I assume its purpose is to help you to ensure that you are recruiting without unlawfully discriminating.
It's good to see that you ask for the sex of the complainant as this is the protected characteristic under the Equality Act 2010 and forms part of your Public Sector Equality Duty.
However...
2/19
Sex is the protected characteristic but the only two possible options for sex are 'Female' and 'Male' as defined in the Act and consistent with biology and 'other' is not a valid option.
Sex is the protected characteristic and the only two possible options for sex are 'Female' and 'Male' as defined in the Act and consistent with biology, but you don't ask for that.
Sex is the protected characteristic and the only two possible options for sex are 'Female' and 'Male' as defined in the Act and consistent with biology, but you don't ask for that.
Sex is the protected characteristic and the only two possible options for sex are 'Female' and 'Male' as defined in the Act and consistent with biology, but you don't ask for that.
Equating 'gender identity' with sex is meaningless and relies on demeaning, regressive stereotypical notions of societal roles for the two sexes, concepts that I'm sure you would not wish to be associated with.
3/7