Hi @uwebristol @vcuwe @EHRC @EHRCChair @KishwerFalkner @RJHilsenrath @trussliz @GEOgovuk

The Equality &Diversity Monitoring section of yr job application has 'gender' & 'gender identity' in what appears to be a list of protected characteristics under the Equality Act 2010

1/16

'Gender' and 'gender identity' are not protected characteristics under the Equality Act 2010 and are not defined in the Act.

https://t.co/qisFhCiV1u

2/16
Sex is the protected characteristic under the Act, but that is not on your list.

3/16
You then ask for the 'gender' of the application, saying, "This is your legal Gender" with options:

Female
Male
Unspecified.

4/16
'Gender' is not a protected characteristic under the Equality Act 2010 and is not defined in the Act. It is not clear what you mean by 'legal gender'.

https://t.co/qisFhCiV1u

5/16
Sex is the protected characteristic and the only two possible options for sex are 'Female' and 'Male' as defined in the Act and consistent with biology, but you don't ask for that.

https://t.co/CEJ0gkr6nF

'Gender' is not a synonym for sex.

6/16
Under the heading 'Transgender' you say "Trans or transgender people are those who identify as someone with different gender [sic] from that in which they were born. Some may have gone through medical treatment and others may have decided not to."

7/16
'Gender' at birth is a meaningless concept: sex is observed and recorded and is immutable.

Equating 'gender' with sex is meaningless and relies on demeaning, regressive stereotypical notions of societal roles for the two sexes.

8/16
'Transgender' is not a protected characteristic under the Equality Act 2010 and is not defined in the Act.

There is a protected characteristic of 'gender reassignment', but it is defined in terms different to those you use here.

https://t.co/2o53ufahzA

9/16
Asking about a personal characteristic such as 'gender' that is not a protected characteristic under the Act, may be in breach of the GDPR by processing personal - and potentially Special Category - data without a lawful basis.

10/16
If you choose not to gather data on specific protected characteristics (such as sex), you cannot have the information required to ascertain whether or not you could be discriminating on protected characteristics in recruitment. This could be vital in an employment tribunal

11/16
If you choose to discriminate on characteristics (such as 'gender') that are not protected characteristics under the Act, you may inadvertently indirectly discriminate on protected grounds.

12/16
Given these errors and your use of incorrect terms, it's not clear how you can meet your Public Sector Equality Duty or how you have met it in the past given your data could have been corrupted by those who didn't provide their sex.

13/16
Nor is it clear how you can have had due regard to the other duties given the data you have collected.

14/16
Language and meaning of words are important and proper use & understanding of terms is vital so that the public is aware of what rights they have and what your duties are. Any confusion or inconsistency over meaning may prevent people from accessing their rights in law.

15/16
Will you undertake to correct these errors and to review all your other policies, documents, reports, etc to ensure compliance?

Please respond.

https://t.co/RJAWJ1vJ6s

16/16
@threadreaderapp unroll

More from sexnotgender.info

Hi @OpenUniversity @EHRC @EHRCChair @KishwerFalkner @RJHilsenrath @trussliz @GEOgovuk

The Equal Opportunities Form in your job application correctly has sex in a list of the protected characteristics under the Equality Act 2010.

However...

1/13


However, you then ask for the 'gender' of the applicant with options:

Male
Female
Unknown
Undisclosed
Others
Prefer not to say.

2/13

'Gender' is not a protected characteristic under the Equality Act 2010 and is not defined in the Act.

https://t.co/qisFhCiV1u

3/13


Sex is the protected characteristic and the only two possible options for sex are 'Female' and 'Male' as defined in the Act and consistent with biology - your other terms are not valid or incoherent.

https://t.co/CEJ0gkr6nF

'Gender' is not a synonym for sex.

4/13


You then ask "Is your gender the one you were assigned at birth?"

'Gender' is not 'assigned' at birth: sex is observed and recorded and is immutable.

'Gender' relies on demeaning, regressive stereotypical notions of societal roles for the two sexes.

5/13
Hi @bmj_latest @bmj_company @trishgreenhalgh @EHRC @EHRCChair @KishwerFalkner @RJHilsenrath @trussliz @GEOgovuk

The EEO section of your job application has 'gender' in what appears to be a list of the protected characteristics under the Equality Act 2010.

1/11


'Gender' is not a protected characteristic under the Equality Act 2010 and is not defined in the Act.

https://t.co/qisFhCiV1u

2/11


Sex is the protected characteristic under the Act, but that is not on your list.

'Gender' is not a synonym for sex.

3/11

You then ask for the 'gender' of the applicant with options:

Male
Female.

4/11

'Gender' is not a protected characteristic under the Equality Act 2010 and is not defined in the Act.

https://t.co/qisFhCiV1u

5/11
Hi @Census2021 @ons @IanDiamond11 @_datasmith @PhilippaBonay @EHRC @EHRCChair @KishwerFalkner @RJHilsenrath @trussliz @GEOgovuk

The 'Diversity' section of your job application states you promote 'not discriminating under the Equality Act 2010'.

However...

1/11


However, you then ask for the 'Gender' of the applicant with options:

Man
Woman
Prefer to self describe.

2/11

'Gender' is not a protected characteristic under the Equality Act 2010 and is not defined in the Act.

https://t.co/qisFhCiV1u

3/11


Sex is the protected characteristic & the only two possible options for sex are 'Female' &'Male' as defined in the Act & consistent with biology, but you don't ask for that. 'Self-describe' is not a valid option

https://t.co/CEJ0gkr6nF

'Gender' is not a synonym for sex.

4/11


Asking about a personal characteristic such as 'gender' that is not a protected characteristic under the Act, may be in breach of the GDPR by processing personal - and potentially Special Category - data without a lawful basis.

5/11

More from Society

A long thread on how an obsessive & violent antisemite & Holocaust denier has been embraced by the international “community of the good.”

Sarah Wilkinson has a history of Holocaust denial & anti-Jewish hatred dating back (in documented examples) to around 2015.


She is a self-proclaimed British activist for “Palestinian rights” but is more accurately a far Left neo-Nazi. Her son shares the same characteristics of violence, racism & Holocaust denial.

I first documented Sarah Wilkinson’s Holocaust denial back in July 2016. I believe I was the 1st person to do so.

Since then she has produced a long trail of written hate and abuse. See here for a good summary.


Wilkinson has recently been publicly celebrated by @XRebellionUK over her latest violent action against a Jewish owned business. Despite many people calling XR’s attention to her history, XR have chosen to remain in alliance with this neo-Nazi.

Former Labour Shadow Chancellor John McDonnell MP is among those who also chose to stand with Wilkinson via a tweet.

But McDonnell is not alone.

Neo-Nazi Sarah Wilkinson is supported and encouraged by thousands of those on the Left who consider themselves “anti-racists”.
I've seen many news articles cite that "the UK variant could be the dominant strain by March". This is emphasized by @CDCDirector.

While this will likely to be the case, this should not be an automatic cause for concern. Cases could still remain contained.

Here's how: 🧵

One of @CDCgov's own models has tracked the true decline in cases quite accurately thus far.

Their projection shows that the B.1.1.7 variant will become the dominant variant in March. But interestingly... there's no fourth wave. Cases simply level out:

https://t.co/tDce0MwO61


Just because a variant becomes the dominant strain does not automatically mean we will see a repeat of Fall 2020.

Let's look at UK and South Africa, where cases have been falling for the past month, in unison with the US (albeit with tougher restrictions):


Furthermore, the claim that the "variant is doubling every 10 days" is false. It's the *proportion of the variant* that is doubling every 10 days.

If overall prevalence drops during the studied time period, the true doubling time of the variant is actually much longer 10 days.

Simple example:

Day 0: 10 variant / 100 cases -> 10% variant
Day 10: 15 variant / 75 cases -> 20% variant
Day 20: 20 variant / 50 cases -> 40% variant

1) Proportion of variant doubles every 10 days
2) Doubling time of variant is actually 20 days
3) Total cases still drop by 50%

You May Also Like