A thought on this one.
There appears to be no statutory obligation for data to be given by the data
subject in areas such as racial / ethinic origin, linked to Equal
Opportunities monitoring, given it is sensitive data and can only be
processed with explicit consent.
Some employment application forms I have seen have an optional question
seeking such data from individuals and advising the reason it is required as
Equal opportunities stats purposes. None seem to mention the potential
retention periods. Should they, given the definition of 'explict consent'
seems to require full transparency of the processing intended?
Clearly any statutory obligation to make a satistical return only appears to
succeed to collect stats based on individuals who do not exercise their
'consent to process choice'.
Wonder if the statiticians analysing are aware and make allowances for
missing data? Be interesting to see what percentage adjustment is estimated
in this regard, assuming the point of the data collection is to assist
monitoring employers activities and their obligations towards equal
opportunities.
David Wyatt
> -----Original Message-----
> From: This list is for those interested in Data Protection issues
> [mailto:[log in to unmask]]On Behalf Of Sally Justice
> Sent: 28 June 2001 10:22
> To: [log in to unmask]
> Subject: Retention of job application data
>
>
> > From: MX%"[log in to unmask]" "Adrian Tribe" 22-JUN-2001 14:15:08.03
> > Subj: Retention of job application data
> >
> > I would be interested to hear what other institutions do with
> > regard to the retention of (unsuccessful) job applicants' personal
> > data, particular the Equal Opportunities sensitive data. I'm told
> > that for reporting/statistical purposes the latter has to be
> > retained, but for how long do other institutions retain this in
> > an identifiable format (i.e. with name/DoB/ref no. data attached,
> > NOT anonymised data)?
>
> at South Bank I am told
> We keep this data for a year and then shred it.
>
>
> Sally
>
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