The 'Diversity Monitoring' section in your job application says the information is "for monitoring purposes only".
2/15 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.
6/15 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.
7/15 '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.
8/15 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.
9/15 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.
10/15 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
11/15 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.
12/15 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:
13/15 You might like to note what Reindorf also said about the relationship with @stonewalluk in Recommendation 28 of her report. You might also wish to consider the 'benefits and disbenefits' of a relationship with Stonewall.
14/15 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.
15/15 Will you undertake to correct these errors and to review all your other policies, documents, reports, etc to ensure compliance?
The 'Diversity Monitoring' section of your job application say you "collect diversity data so that we can; monitor the effectiveness of our approach".
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.
The 'Equal Opportunities Questions' in your job application says "the information we collect is very useful in helping us to ensure we are inclusive in our advertising and recruitment". 1/19
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.
The 'Diversity monitoring' section of your job application for the position of Head of Equality, Diversity and Inclusion says you will use the information... 1/22
... to "help us monitor and deliver equal opportunity measures". 2/22
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 job application form says you are "committed to promoting equality of opportunity in employment and to selecting and developing staff on merit, irrespective of race, religion, gender,... 1/21
...gender identity or expression, sexual orientation, national origin, disability or age" and that you use the information "to assist us in meeting our statutory obligations under the Equality Act" 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' 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.