Your 'Victims Survey' asks 'What is your sex?' with options:
Female
Male
Prefer not to say
Do not wish to answer 1/9
It's not clear the difference between the last two options is but it's good to see you asking for the sex of participants with the only two correct options of female and male. 2/9
However, you say, "If you’re not sure how to answer, for example you are intersex, you could use the sex registered on your official documents, such as passport or driving licence, or whichever answer you prefer." 3/9
Those with a Difference of Sex Development (intersex) are still either female or male: they will know their sex.
But by saying participants can choose to use their sex as recorded on a passport or driving livence, you will, in some cases, collect the wrong sex: passports and driving licences are not reliable indicators of the holder's sex. This is self-identified sex rather than sex. 5/9
This is the same predicament that the Office of National Statistices found themselves in. They lost a judicial review in March on this:
Fair Play For Women wins High Court challenge and judge orders sex must not be self-identified in the Census
You then ask, "Is your gender the same as the sex you were registered at birth?
Gender is about your identity.
If your gender is the same as the sex recorded on your birth certificate when you were born, tick “Yes”." 7/9
Equating 'gender' 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. 8/9
Will you undertake to review these questions in your survey?
The 'Diversity monitoring' section of your job application says you use the information 'to monitor the inclusivity of our selection processes'. 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 'Monitoring Information' section of your job application says you collect the information for 'monitoring purposes'. 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 'Equality and diversity monitoring form' in your job application says you use the information given 'for monitoring purposes only'. 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 'Equality Monitoring' section of your job application says you use the information for 'monitoring purposes only and to supply statutory returns to the Higher Education Statistics Agency (HESA).' 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.
The 'Equal Opportunities' section in your job application says you use the information to monitor your 'policy of equal opportunities'. 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 'Diversity & Inclusion' section of your job application says you use the information for 'monitoring purposes'. 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.