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So, we are au pair recruiting again. We broke the last one.(32 Posts)
I like the sound of the PE teaching Danny!! I would say send him our way but we need a girl sigh
Do you mind me asking where you put your profile? I have always gone through agencies before now but am thinking of doing a profile and seeing how we go. Thanks
have just used Aupair world too.
received nearly 300 applications in just the first week!
had some fantastic applicants! very hard to choose ;-)
You can absolutely contact them and say the position has opened up again!
second choice told the same in my current position, and still here two years later with no plans to leave. I wasn't in the least put out. It happens.
How can you limit it to men only, bran? That goes against the sex discrimination laws and as an employer you are breaking the law .
I can't quite believe that someone would be so open about it, tbh.
Unless of course, you are not in the UK and the country you are in has no such laws, in which case I apologise.
I'm not a 'qualified HR person'
However, I'm also not sure that you have the right to specify gender unless the work falls under the 'Genuine Occupational Qualification' (GOQ) criteria.
The one which could apply to a live-in childcare post is 'Private Households'. However, one piece of guidance says:
"1.PRIVATE HOUSEHOLDS (s7(2)(ba))
Where the job is likely to involve the job holder working or living in a private home and objection might reasonably be taken to allowing a person of the opposite sex having the degree of physical or social contact with a person living in the home, or the knowledge of intimate details of such a person's life, which the job is likely to entail.
Live-in carer/companion or a female community worker who works with women in their own homes and consequently becomes involved in the domestic life of that household. . It may apply to some (but not necessarily all) positions as a nanny. It is unlikely that it would apply to such jobs as door-to-door market research or employment in a business which is being run from home.
Neal v. Watts
A male applicant for a nanny post in a private home claimed sex discrimination when refused an interview although he had a recognised certificate as a nanny. The Tribunal found that the GOQ applied in this case as he would be required to live in private premises and the job required a large degree of physical or social contact with and knowledge of intimate details of the child's mother.
Note: 7(2)(ba) might not apply to work done for a business which is presently being run from a private household." Link
However, I'm not sure that you can use that to justify the opposite position. How would you justify the position of a GOQ being a man? It doesn't follow at all.
I'm not sure under what other grounds you could justify that a woman is not able to fulfil the role....unless you yourself are male?
From the same link:
"GOQs cannot be used to:
restrict jobs to single people, ie marital discrimination
restrict jobs to one sex for administrative convenience or because of customer preference
establish or maintain a balance or quota of male and female employees
restrict jobs to one sex on the grounds of physical strength or stamina
restrict jobs to one sex because of a lack of changing or sanitary facilities for the other sex (except in some circumstances where the job involves living on the premises)
dismiss an employee
justify discriminatory terms, or access to benefits, facilities or services, or any other detriment once a person is employed, eg to deny equal access to overtime work
restrict access to a vocational training course.
Are the rules different in Ireland (as in not Northern Ireland) as I think that's where Bran is (although may be wrong)
I think it's EU law, rather than UK law...might be wrong.
Positive or negative is irrelevant though - the law applies equally to both sexes and a woman could challenge it legally.
You are making it clear that you don't much care, but just in case anyone else reads this thread and thinks that they too can do this, I don't think you can.
Yeah....I think that would come under the 'people wearing short skirts get drinks' kind of category - a statement that technically doesn't exclude one sex from applying, but drastically reduces the number that are likely to
That's fine, but you can address that in ways that don't break the law. So, you can have a fair selection of interviewees based on experience and qualifications/interests, gender aside. Then, you can invite them to spend some time with your children. If your children only like men, then they will naturally respond better to your male candidates. Then, you can choose openly on the basis of that better interaction.
It's ok to prefer one male applicant over one female applicant. It's not ok to simply dismiss a female applicant on the basis of her gender, or tell her not to apply in the first place.
It's also ok to decide to interview 2 men and 1 woman, or even all men, as long as your selection criteria does not include 'must be male', does not have criteria that only men can fulfil and does not have criteria that are much easier for men to fulfil over women (ie. over 6ft tall and plays rugby).
That's your selection process though, bran.
If you had a selection pool of 4 candidates by skype, 2 men, 2 women, then your first 'interview test' would be 'will my DS come to speak to them.' If he won't with 2 candidates, then they're excluded, regardless of their gender. If they both happen to be women, so be it.
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