Looking at this item leads me to wonder precisely how they expect people
will answer the orientation question with honesty.
In the USA I have a friend who has been fired from the motor industry
several times because he is gay. I am told in many states there it is
perfectly legal to discriminate based on sexual orientation [I am content,
more than content, to be corrected if this information is out of date].
Thus answering the orientation question in a protected nation is not safe
assuming HR records are transferred to a nation where discrimination is
allowed *even* if necessary DPA safeguards are in place.
As for my friend, he was reinstated in his last role after legal action and
re-fired the moment his guaranteed contract expired. The car company
concerned is Japanese!
So, how do I fill out my orientation field, assuming I work for an
organisation that asks this question? And, since psychologists will tell
you that sexual orientation is not a simple gay/bi/str8 data set but
reflects a huge number of variables which actually vary depending in time
and circumstances, how will this data field be defined?
I could put some stereotypical examples here, but have no desire to
antagonise people whose sexual orientation is a sensitive issue.
Tim Trent - Consultant
Direct: +44(0)1344 392644 Mobile:+44(0)7710 126618
email: [log in to unmask]
Marketing Improvement Limited, Abbey House, Grenville Place, Bracknell,
United Kingdom, RG12 1BP
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-----Original Message-----
From: This list is for those interested in Data Protection issues
[mailto:[log in to unmask]] On Behalf Of Roland Perry
Sent: Thursday, August 26, 2004 1:30 PM
To: [log in to unmask]
Subject: [data-protection] Sexual orientation (again)
I was told, off-list, that the Metropolitan Police are seriously considering
asking all new employees what their sexual orientation is.
Meanwhile, and quite by accident, I've been looking at a job application
which states that:
<public body> is committed to improving representation from all
sections of the community within its workforce and it is our
policy to ensure that no applicant for employment receives less
favourable treatment on the grounds of gender, race, marital
status, age, disabiltiy (sic), sexual orientation, offender
status, religion or part-time employment status.
And importantly goes on to say:
In order that we can monitor our equal opportunities policy
effectively, it is necessary to request information from
applicants on the issues stated above.
And then goes on to ask for details of: gender, race, marital status, age
and disability. But *not*: sexual orientation, offender status or religion.
Notably, in the USA it would be illegal to ask for age (and probably most of
the other things) because there's an anti-discrimination law.
Strange how two relatively similar societies, with similar
anti-discrimination laws, can have such diametrically opposed views on what
recruiters can ask.
--
Roland Perry
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