Graham Hadfield on 26 August 2004 at 15:05 said:-
> I was horrified to find, in one organisation, that the forms
> were being
> completed on behalf of the employees concerned by HR staff who were
> questioning them - definitely not the way to obtain accurate data.
Even where finite measurements are used by organisations, they would not
seem effective in curbing discrimination, and an outcome of internal
measurement, without other controls, could conversely achieve exactly the
opposite.
Ongoing organisational measurements, are likely to be more fairly, securely
and equitably managed externally. With the cheaper economies only being a
key press away the costs could be very low indeed.
Tim Trent on 26 August 2004 at 14:58 said:-
> 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!
Given that, as I understand it, sexual orientation and many other
discriminatory factors (age not included) can change, it would seem many
personal data items would need to be considered independently and probably
reviewed by the data subject prior to any transfer abroad. I suppose
organisations like Liberty and Amnesty are likely to have information of
value to such considerations.
The UK, USA, Japan, India and the USSR are among a large number of countries
whose philosophical base and culture are widely known to historically
include hierarchical, political or other types of discriminatory factors.
Many countries now see these as problematical and do seem to be attempting
to address matters, how serious they are will probably be reflected in their
regulatory base and be a determinant in the effectiveness of their DP
regimes.
Ian W
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