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 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' is not a synonym for sex and 'Non-binary' is not a valid option. 8/20
Intersex is not a 'gender' and those with a Difference of Sex Development are still male or female. It is generally considered derogatory to those with DSDs to consider them not to be male or female.
You then ask, "Gender identity: Is your gender identity the same as at birth?"
'Gender identity' is not a protected characteristic under the Equality Act 2010 and is not defined in the Act. 10/20
'Gender identity' at birth is a meaningless concept.
'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. 11/20
There is a protected characteristic of 'gender reassignment', but it is defined in the Act in terms different to those you use here.
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. 13/20
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 15/20
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. 16/20
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:
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 any relationship with Stonewall. 18/20
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. 19/20
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 collect the information so you "can accurately assess how many applications we get from those identifying...
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...with one of the listed protected characteristics."
I'm pleased to note you list sex in you list of those protected characteistics. 2/25
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.
The 'Equal Opportunities Monitoring Form' in your job application says the information will be used to 'monitor the diversity of job applicants'. 1/22
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.
I see you are advertising a job 'Children & Family Worker – Domestic Abuse (Female Applicants Only)' & that you rely on Schedule 9 1 (1)(a) of the Equality Act 2010 to recruit someone who is female...
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... because that is obviously an essential requirement of the job.
On the CV upload page, you request that applicants remove certain personal information from their CV. However, you include 'gender' in that list but not sex.
The 'Diversity' section of your job application says you use the information to "monitor our approach" to a diverse workforce. 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.
Your 'Equality & Diversity' section in your job application doesn't say why you collect the information. 1/22
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.
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.