Hi @BBC @BBCCareers @EHRC @EHRCChair @KishwerFalkner @trussliz @GEOgovuk 

The 'Equal Opportunities Monitoring' section of your job application says you use the information to 'to better understand who is applying for jobs at the BBC and how our processes can be improved'. 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.

sexnotgender.info/equality-diver… 2/24
I also note the @EHRC guidance on this:

Good equality practice for employers: equality policies, equality training and monitoring

equalityhumanrights.com/sites/default/… 3/24
I note you also have a public sector equality duty to have due regard to the need to eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Act as well as the other duties of s.149 of the Act.

legislation.gov.uk/ukpga/2010/15/… 4/24
You ask, "What is your gender?" with options:

Female
Male
Other term preferred 5/24
'Gender' is not a protected characteristic under the Equality Act 2010 and is not defined in the Act.

legislation.gov.uk/ukpga/2010/15/… 6/24
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. 'Other' is not a valid option.

legislation.gov.uk/ukpga/2010/15/…

'Gender' is not a synonym for sex.
7/24
See also: ‘Gender’ is not a protected characteristic, admits EHRC

sexnotgender.info/gender-is-not-… 8/24
You then ask two separate questions: "Is your gender identity different from the gender you were assigned at birth? e.g. Do you identify as transgender?" 9/24
'Gender identity', 'gender' and 'transgender' are not protected characteristics under the Equality Act 2010 and are not used or defined in the Act. 10/24
'Gender' at birth is a meaningless concept and 'gender' is not 'assigned' at birth: sex is observed and recorded and is immutable. 11/24
'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 and concepts that, if relied upon, might compromise your PSED. 12/24
There is a protected characteristic of 'gender reassignment', but it is defined in the Act in terms different to those you use here and you don't ask about this protected characteristic.

legislation.gov.uk/ukpga/2010/15/… 13/24
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. 14/24
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.

gov.uk/personal-data-… 15/24
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 16/24
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. 17/24
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:

cloisters.com/reindorf-revie… 18/24
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. 19/24
I also note that @trussliz has called for all government departments to withdraw from @Stonewalluk’s 'Diversity Champions' scheme and that the @ehrc and other public bodies have announced they have already left:

thetimes.co.uk/article/a49372… 20/24
Given these errors and your use of incorrect terms, it's not clear how you can meet your Public Sector Equality Duty or how you have met it in the past given your data could have been corrupted by those who didn't provide their sex. 21/24
Nor is it clear how you can have had due regard to the other duties given the data you have collected. 22/24
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. 23/24
Will you undertake to correct these errors and to review all your other policies, documents, reports, etc to ensure compliance?

Please respond.

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More from @Sexnotgender_

14 Jul
Hi @OUHospitals @EHRC @EHRCChair @KishwerFalkner @trussliz @GEOgovuk 

The 'Equal opportunities' section in your job applications says you have "a legal duty to monitor our recruitment and selection processes to ensure that all applicants are treated fairly"... 1/24 Image
...and that the information you collect is "only used for statutory monitoring purposes". 2/24
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.

sexnotgender.info/equality-diver… 3/24
Read 24 tweets
10 Jul
Hi @BTP @EHRC @EHRCChair @KishwerFalkner @trussliz @GEOgovuk

The 'Equal Opportunities' section of your job application says yopu use the information for ' monitoring purposes only'. 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.

sexnotgender.info/equality-diver… 2/22
I also note the @EHRC guidance on this:

Good equality practice for employers: equality policies, equality training and monitoring

equalityhumanrights.com/sites/default/… 3/22
Read 22 tweets
8 Jul
Hi @limepictures @all3media @EHRC @EHRCChair @KishwerFalkner @trussliz @GEOgovuk 

I see you produce @hollyoaks for @Channel4.

The 'Equality Monitoring form' in your job application says "The data you provide will help us to develop appropriate... 1/20
...policies and procedures regarding equal opportunities"

surveymonkey.co.uk/r/ZWPZYCS 2/20
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.

sexnotgender.info/equality-diver… 3/20
Read 20 tweets
8 Jul
Hi @ASPolice @aspsarah_crew @aandspcc @EHRC @EHRCChair @KishwerFalkner @trussliz @GEOgovuk 

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...
1/25
...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.

sexnotgender.info/equality-diver… 3/25
Read 25 tweets
7 Jul
Hi @Channel4 @Channel4Jobs @EHRC @EHRCChair @KishwerFalkner @trussliz @GEOgovuk 

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.

sexnotgender.info/equality-diver… 2/22
I also note the @EHRC guidance on this:

Good equality practice for employers: equality policies, equality training and monitoring

equalityhumanrights.com/sites/default/… 3/22
Read 22 tweets
2 Jul
Hi @Hestia1970 @EHRC @EHRCChair @KishwerFalkner @trussliz @GEOgovuk

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...

1/25
... because that is obviously an essential requirement of the job.

hestia.octo-firstclass.co.uk/Candidates/c/A…

2/25
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.

Can you say why? 3/25
Read 25 tweets

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