If the information on disability is only for equal opportunities monitoring, then they can't use that information for making reasonable adjustments as they have said they won't link it back to the application you're making and that it will only be used for monitoring.
This is making me think a bit about how this is used for preferred candidates in terms of say guaranteeing an interview for someone who declares a disability, or more recently I've heard talk of preferring female candidates for senior management positions as a way of addressing gender pay gap imbalances. (I know very little of the law in these areas, so this is just an observation of things I have seen happen or heard talk of not connected to my organisation).
This might lead to repetition in unlinked forms for equal opportunities purposes, or it needs a slightly more complex description in the PN.
Best wishes,
Michelle Brown
Information Manager
Transport for Greater Manchester
2 Piccadilly Place, Manchester M1 3BG
Direct line: 0161 244 1123, Extension 701123
www.tfgm.com
Please do not print this email unless you really need to.
-----Original Message-----
From: This list is for those interested in Data Protection issues [mailto:[log in to unmask]] On Behalf Of Phil Bradshaw
Sent: 06 April 2018 11:08
To: [log in to unmask]
Subject: [data-protection] Recruitment and Equalities Monitoring
I have been completing a job application for a post with the ICO who should know what he is doing when it comes to personal data.
Before I start I am required to confirm that I have read his privacy policy. I have. The relevant part reads:
"You will also be asked to provide equal opportunities information. This is not mandatory information – if you don’t provide it, it will not affect your application. This information will not be made available to any staff outside of our recruitment team, including hiring managers, in a way which can identify you. Any information you do provide, will be used only to produce and monitor equal opportunities statistics."
OK so far?
When I get to the page of the online application it says something similar although it does not explicitly say it is voluntary.
However the first three questions, age, gender ethnicity do have a "Prefer not to say" option. OK. I am then asked whether I consider myself disabled under the 2010 Act definition. Options only Yes - No. Prefer not to say is not an option but if I say yes I do not actually have to specify - I can leave the details blank.
Am I missing something? I appreciate no-one is likely to want to hide this - as potential employer cannot make reasonable adjustments if needed - but should that not still be my choice at this stage to say whether I am disabled (as long as I was warned of the consequences)?
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