You then ask the applicant, under the heading of 'GENDER', "What is your gender identity?"
6/15
'Gender' and 'gender identity' are not protected characteristics under the Equality Act 2010 and are not defined in the Act.
7/15
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', 'gender identity' and similar terms rely on demeaning, regressive stereotypical notions of societal roles for the two sexes, concepts with which I'm sure you would not wish to be associated.
9/15
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.
10/15
The Government provides a list of the personal data an employer may hold about an employee without their permission that you might also find useful. 'Gender' does not appear on that list, but sex does.
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
12/15
If you choose to discriminate on characteristics (such as 'gender' or 'gender identity') that are not protected characteristics under the Act, you may inadvertently indirectly discriminate on protected characteristics.
13/15
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.
14/15
Will you undertake to correct these errors and to review all your other policies, documents, reports, etc to ensure compliance?
The 'Equality & Diversity Monitoring'/'Quality [sic] & Diversity Monitoring – Recruitment' section in your job application talks about 'equality of opportunity' and 'equality monitoring':
1/18
The purpose of this form is not entirely clear but as it is a part of your job application process, I assume its purpose is to help you to ensure that you are recruiting without unlawfully discriminating under the Equality Act 2010.
I note the 'Equal Opportunities Information' section of your job application talks about being 'committed to a fair hiring process'.
1/20
As it is a part of your job application process, I assume its purpose is to help you to ensure that you are recruiting without unlawfully discriminating under the Equality Act 2010.
The 'Equal Ops Monitoring' section of your job application talks about monitoring, diversity and ensuring 'equality of opportunity'.
1/21
The purpose of this form is not entirely clear but as it is a part of your job application process, I assume its purpose is to help you to ensure that you are recruiting without unlawfully discriminating under the Equality Act 2010.
The purpose of the 'Equal Opportunities Monitoring' section in your job application is not entirely clear but as it is a part of your job application process...
1/14
...I assume its purpose is to help you to ensure that you are recruiting without unlawfully discriminating under the Equality Act 2010.
The purpose of this form is not entirely clear but as it is a part of your job application process, I assume its purpose is to help you to ensure that you are recruiting without unlawfully discriminating under the Equality Act 2010.
I note your 'EQUAL OPPORTUNITIES FORM' talks about the promotion of 'equality and diversity' and correctly includes sex as one of the protected characteristics...
As it is a part of your job application process, I assume its purpose is to help you to ensure that you are recruiting without unlawfully discriminating under the Equality Act 2010.