Metro Trains Melbourne asks job applicants questions on sexual orientation, cultural background and disability

PEOPLE applying to be train drivers in Melbourne were hit with some very personal questions when they submitted their details online.

Metro trains at Mordialloc station. Picture: Chris Eastman

JOB applicants for Metro Trains Melbourne have been asked to provide explicit details of their sexual orientation — including whether they are “lesbian, gay, bisexual, heterosexual, transgender or intersex”.

The public transport operator’s online application form for trainee train drivers also asked if they spoke a language other than English at home, whether they had a disability, and to: “Please select the cultural background you most closely identify with”.

A Metro employee, who did not wish to be named, told Leader Newspapers he saw the form in a Facebook group and thought “someone’s just taking the Mickey”.

“I went in and checked myself and it seemed a bit odd they would ask that as part of the application process,” the employee said.

“I can see where they’re coming from as far as making sure people’s needs are looked after, but I guess as part of an application process to actually say what your sexual preferences are, it seems a bit strange.

“I would have been thrown if I was looking to apply myself.

“You’ve always got in the back of your mind, what are they using this information for?

“There was no explanation.”

Metro admitted it had removed the questions after being called to account. Spokeswoman Sammie Black said the questions had been “misunderstood” and were used to ensure the company’s recruiting strategy reached diverse groups in the community.

“We understand that there has been some feedback that has indicated it was misunderstood and may appear to misrepresent the intention of the questions and we have taken this on board and taken the drop down boxes off the application form,” Ms Black said.

“Metro embraces diversity and inclusion and is committed to providing a workplace that is free from discrimination and harassment.

“Diversity and inclusion is critical to our success and we want to ensure our workplace is appealing and comfortable for all employees.

“We value diversity in the community and want this reflected in our workplace.

“As we are committed to treating all employees with dignity and respect regardless of race, gender, disability, age, sexual orientation, religion or belief — we promote this ethos through our recruitment processes. By gathering information of this nature, we ensure that our recruitment strategy reaches the diverse groups in our community.”

But the form now asks if applicants require “special arrangements to be made for an interview”.

Victorian Equal Opportunity and Human Rights Commissioner Kate Jenkins said, under the Equal Opportunity Act 2010, “laws say that you can’t request or require information that might form the basis of discrimination.”

“Discrimination in employment is a widespread problem in Victorian workplaces, despite more than 30 years of equal opportunity legislation, training and education,” Ms Jenkins said.

“The commission congratulates Metro Trains on it’s intentions to recruit a diverse workforce, however an employer cannot request irrelevant personal details such as a person’s sexual orientation or cultural background during the recruitment process.

“The Victorian Equal Opportunity and Human Rights Commission works with both employers and employees to help them prevent discrimination from occurring, resolve complaints and take practical steps to create fair and productive workplaces.

“Across the board, there is a need to further educate employers about equal opportunity rights and responsibilities as well as the benefits of employing people from diverse backgrounds.”

Maurice Blackburn associate Kelly Thomas said: “I understand where Metro is coming from in that they are trying to be a diverse employer and that’s something that can be commendable.”

“But if they need that information for reporting purposes or for being able to accommodate a need, there are other stages in the recruiting process or indeed after the employment has started that they can obtain that information.

“I know they have changed that practice now and it’s very good that they have heeded the warning that this is not a very good practice.”