The 'Equality Monitoring' section of your job application says it helps you 'understand the progress we're making' in your aspirations to 'reflect the communities we serve'. 1/23
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.
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.
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.
'Transgender Female' and 'Transgender Male' are not valid options for the protected characteristic of sex and are terms not used or defined in the Act. 8/23
See also: ‘Gender’ is not a protected characteristic, admits EHRC
'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. 10/23
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.
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. 12/23
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 14/23
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. 15/23
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. 17/23
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:
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. 19/23
Nor is it clear how you can have had due regard to the other duties given the data you have collected. 20/23
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. 21/23
I also note you refer to 'The Equalities Act 2010'. There is no such Act. 22/23
Will you undertake to correct these errors and to review all your other policies, documents, reports, etc to ensure compliance?
The 'Equality & Diversity Monitoring' section in your job application says the information "will only be used to provide statistics 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.
"We are committed to diverse, inclusive recruitment, regardless of disability, race, age, colour, national origin, ethnic origin, sexual orientation,... 1/9
This is close to being a list of the protected charcteristics under the Equality Act 2010 - the Act that provides legal protections against discrimination, harassment, etc in employment. 2/9
'Gender identity' is not a protected characteristic under the Act and is not used or defined in the Act. and you have omitted the protected characteristics of sex and gender reassigmment. 3/9
The 'Equal Opportunities & Recruitment Monitoring' section of your job application says you use the information 'to monitor our policy of equal opportunities'. 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 'Equality and Diversity' section of your job application says you "are fully committed to having a diverse and inclusive workforce". 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 'Diversity Monitoring' section of your job application says you collect the information to help you achieve your aim of having a 'diverse workforce'. 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.
The Recruitment Pack for your Policy and Research Officer vacancy says your equality and diversity monitoring form is available at magistrates-association.org.uk/About-Us/Work-… but it isn't.
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.