@Ereshkigalangcleg
I believe the gender reassignment General Occupation Provision in recruitment
There is no such thing. It is single sex.
Wadwha was employed by Shakti Women's Aid in 2005 a year after the GRA so before the Equality Act (2010). Single sex occupational exceptions had been previously covered by The Sex Discrimination Act 1975.
The Sex Discrimination (Gender Reassignment) Regulations 1999
Margaret Hodge Parliamentary Under-Secretary of State Department for Education and Employment
25th March 1999
(extract)
"Exceptions for genuine occupational qualifications
4.—(1) After section 7 of the 1975 Act (exception where sex is a genuine occupational qualification) there shall be inserted the following sections—
““Corresponding exception relating to gender reassignment.”
7A.—(1) In their application to discrimination falling within section 2A, subsections (1) and (2) of section 6 do not make unlawful an employer’s treatment of another person if—
(a)in relation to the employment in question—
(i)being a man is a genuine occupational qualification for the job, or
(ii)being a woman is a genuine occupational qualification for the job, and
(b)the employer can show that the treatment is reasonable in view of the circumstances described in the relevant paragraph of section 7(2) and any other relevant circumstances. (continues)
Regulation 4 inserts new sections 7A and 7B into the 1975 Act. Section 7A disapplies section 6(1) and (2) of the 1975 Act in certain circumstances. It is not unlawful to discriminate on the grounds of gender reassignment where a person’s sex is a genuine occupational qualification for that job and the employer can show that his treatment of the person is reasonable in view of section 7(2) or any other relevant circumstances. Section 7B disapplies section 6(1)(a) and (c) and section 6(2)(a) and (b) in specific circumstances where sex is a genuine occupational qualification. These circumstances are supplementary to those set out in section 7(2) of the 1975 Act. Regulation 4 also makes provision for similar amendments with respect to genuine occupational qualifications in section 9 and section 11 of the 1975 Act (discrimination against contract workers and those in partnerships with others).
(2) Subject to subsection (3), there is a supplementary genuine occupational qualification for a job only if—
(a)the job involves the holder of the job being liable to be called upon to perform intimate physical searches pursuant to statutory powers;
(b)the job is likely to involve the holder of the job doing his work, or living, in a private home and needs to be held otherwise than by a person who is undergoing or has undergone gender reassignment, because objection might reasonably be taken to allowing to such a person—
(i)the degree of physical or social contact with a person living in the home, or
(ii)the knowledge of intimate details of such a person’s life,which is likely, because of the nature or circumstances of the job or of the home, to be allowed to, or available to, the holder of the job;
(c)the nature or location of the establishment makes it impracticable for the holder of the job to live elsewhere than in premises provided by the employer, and—
(i)the only such premises which are available for persons holding that kind of job are such that reasonable objection could be taken, for the purpose of preserving decency and privacy, to the holder of the job sharing accommodation and facilities with either sex whilst undergoing gender reassignment, and
(ii)it is not reasonable to expect the employer either to equip those premises with suitable accommodation or to make alternative arrangements; or
(d)the holder of the job provides vulnerable individuals with personal services promoting their welfare, or similar personal services, and in the reasonable view of the employer those services cannot be effectively provided by a person whilst that person is undergoing gender reassignment. (continues)
www.legislation.gov.uk/uksi/1999/1102/made