The 'Equality and Diversity Monitiring' section of your job application says the information will "help us ensure that our policies and procedures are effective in avoiding discrimination"
2/17 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.
6/17 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.
9/17 Equating 'gender identity' with sex is meaningless and relies 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.
10/17 Sex is not 'assigned' at birth: sex is observed and recorded and is immutable.
11/17 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.
12/17 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.
13/17 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
14/17 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 characteristics.
15/17 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:
16/17 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.
17/17 Will you undertake to correct these errors and to review all your other policies, documents, reports, etc to ensure compliance?
The 'Equal opportunities' section of your job application says you use the information "to make sure our recruitment processes are fair for all and to meet our statutory obligations."
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 'Equal Opportunities Form' in your job application says the data is used for "statistical analysis, including analysis in relation to diversity in...
...recruitment practices, development opportunities, grading structures and geographical diversity." 2/23
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 of your job application says the information will "help us comply with our policy of ensuring equality in our services to you" 1/24
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.
2/16 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 Monitoring' section in your job application says the data collected is used to "report on the equality data of their overall applicant flow for auditing purposes."
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 'Protected Characteristics Form/Diversity' section of your job application doesn't say why you collect the information. 1/25
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.