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application form requesting childcare providers details? surely not right?
Comments
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milliebear00001 wrote: »This is precisely my point. Your experience is by no means unusual.
Except it's the complete opposite. Concerned43's company hadn't made it clear with provision in the employment contract that this flexible working was paramount to the job.
Whereas the company in the OPs situation is doing just that (arbeit in a completely ott way). It's not even the same thing!"One day I realised that when you are lying in your grave, it's no good saying, "I was too shy, too frightened."
Because by then you've blown your chances. That's it."0 -
The jobs I apply for are very likely to require late-night working and occasional overnight working, to meet tight deadlines, without any warning. I'd be horrified if I were working alongside somebody who picked up their coat and said "Right, off now ... kids to sort out and all". A co-worker doing that could put months/years of work in jeopardy at a cost of £1000s and sometimes to national disgrace if the project went wrong.
I always make it perfectly clear at interviews that I have no commitments to anybody or anything and that the job comes first and I understand the importance of the role and the sacrifices that would need to be made at "go live" times.
That saves them wondering and !!!!! footing about.0 -
milliebear00001 wrote: »Not sure what it is you're disputing! It is sexual discrimination simply to ask the question in the first place. A female-parent candidate turned down for interview or position could take the company to Court simply for asking it.
I see no evidence of the employers intention to discriminate against applicants based on sex."One day I realised that when you are lying in your grave, it's no good saying, "I was too shy, too frightened."
Because by then you've blown your chances. That's it."0 -
I see no evidence of the employers intention to discriminate against applicants based on sex.
So why do you think they're asking the question then? Sorry, but you're much more naive than most tribunal courts would be if you really think all they're interested in is 'making sure' the candidate has sufficient child-care!0 -
Except it's the complete opposite. Concerned43's company hadn't made it clear with provision in the employment contract that this flexible working was paramount to the job.
Whereas the company in the OPs situation is doing just that (arbeit in a completely ott way). It's not even the same thing!
The issue here is not one of flexible working. It is one of the company discriminating in their recruitment practice against a group of people on the basis of their gender.
What the OP's company has done is ILLEGAL. End of. I can't quite work out if you're being deliberately obtuse.0 -
milliebear00001 wrote: »So why do you think they're asking the question then?
Well they have already stated that it is an unavoidable business need.
What reason would you have to disbelieve them?"One day I realised that when you are lying in your grave, it's no good saying, "I was too shy, too frightened."
Because by then you've blown your chances. That's it."0 -
PasturesNew wrote: »The jobs I apply for are very likely to require late-night working and occasional overnight working, to meet tight deadlines, without any warning. I'd be horrified if I were working alongside somebody who picked up their coat and said "Right, off now ... kids to sort out and all". A co-worker doing that could put months/years of work in jeopardy at a cost of £1000s and sometimes to national disgrace if the project went wrong.
I always make it perfectly clear at interviews that I have no commitments to anybody or anything and that the job comes first and I understand the importance of the role and the sacrifices that would need to be made at "go live" times.
That saves them wondering and !!!!! footing about.
The fact that you assume somebody (a woman) is more likely to do this, is exactly why the sex discrimination laws exist. You think it - employers think it - because of those completely arbitrary beliefs, women (especially parents, or those of child-bearing age) continue to be unfairly discriminated against.0 -
milliebear00001 wrote: »The issue here is not one of flexible working. It is one of the company discriminating in their recruitment practice against a group of people on the basis of their gender.
Enquiring does not prove discrimination.
What if they then went on to employ a female parent of 12 who did have adequate childcare in place? Who is to say that this is not exactly who they will employ?
Would you still say that other applicants had just cause to take them to a tribunal?"One day I realised that when you are lying in your grave, it's no good saying, "I was too shy, too frightened."
Because by then you've blown your chances. That's it."0 -
Well they have already stated that it is an unavoidable business need.
What reason would you have to disbelieve them?
LOL!
It doesn't matter if it's an unavoidable business need. It matters only that the question is discriminatory. There are very few jobs where businesses are legally allowed to cite 'business reasons' as an explanation for discriminating between candidates on the grounds of gender.0 -
milliebear00001 wrote: »There are very few jobs where businesses are legally allowed to cite 'business reasons' as an explanation for discriminating between candidates on the grounds of gender.
You're not getting it are you. It's not on the grounds of gender!"One day I realised that when you are lying in your grave, it's no good saying, "I was too shy, too frightened."
Because by then you've blown your chances. That's it."0
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