I have a suspicion that the disability information may be being used for a bit more than equalities monitoring - for example, our Council will guarantee an interview to any candidate with a disability that meets the essential criteria of the post. It also avoids the issue of not having made appropriate arrangements for a candidate at interview...
Donald
-----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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