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.
Sex is the protected characteristic & the only 2 possible options for sex are 'Female' & 'Male' as defined in the Act and consistent with biology, but you don't ask for that. 'Self-describe' is not a valid option.
You then ask "Gender Identify [sic]: Do you identify as a transgender or transsexual (in that you have effected a permanent change of gender identify [sic])?" with options
No,
No,
Prefer Not to Say
Prefer Not to Say
Prefer to self-describe,
Prefer to self-describe,
Yes
Yes
7/19
'Gender Identify [sic]' is not a protected characteristic under the Equality Act 2010 and is not defined in the Act.
You then ask, "Gender Orientation: Please tick again one of the following" with options:
Bisexual
Gay Man/Homosexual,
Gay woman/Lesbian
Heterosexual,
Prefer to self-describe
10/19
'Gender Orientation' is not a protected characteristic under the Equality Act 2010 and is not defined in the Act, but there is a protected characteristic of sexual orientation.
'Gender' 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.
12/19
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.
13/19
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
15/19
If you choose to discriminate on characteristics (such as 'gender' or 'gender identify') that are not protected characteristics under the Act, you may inadvertently indirectly discriminate on protected characteristics.
16/19
You might also like to take note of what employment and discrimination Barrister Akua Reindorf said in her report on the @uni_of_essex and in particular Recommendation 18:
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.
18/19
Will you undertake to correct these errors and to review all your other policies, documents, reports, etc to ensure compliance?
The 'Equality and Diversity' section in your job application states that you require the information 'to monitor equality and diversity opportunities'...
...and that you are 'committed to providing Equal Opportunities in employment'.
2/21
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 'Diversity & inclusion'/'equal opportunities' section of your job application for Chief Executive talks about helping 'monitor equal opportunities data', states that...
...'Prospectus is committed to ensuring equal opportunity' and its only purpose is 'to ensure that we have a full picture of the diversity of our candidates.'
2/18
So, 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.
Your recruitment 'Equal Opportunities Monitoring Form' says you are an "equal opportunities employer" and that you "work to ensure equality".
1/17
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 'Equality & Diversity Monitoring' section in your job application says, "With your help we can build data that accurately reflects recruitment diversity...
1/19
...and shapes the future planning of our diversity, equality and inclusion work."
2/19
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.
Your 'Equality and Diversity Monitoring Form' says you collect the information so you can 'monitor and ensure our recruitment and selection processes are free from bias and discrimination'.
1/21
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 OPPORTUNITIES' section in your job application talks about using the data collected to 'monitor the inclusivity of our selection processes'.
1/17
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.