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how our recruitment software protects an applicant’s diversity and inclusion data.

Adrian McDonagh
Co-founder, hireful

As job seekers, you provide sensitive diversity data during applications, and it's vital to know how this information is protected. Our recruitment software is designed with your privacy and fairness in mind. You are likely reading this as you are about to or have already completed an online job application for one of our clients. Here's how we ensure the diversity data you provide is managed securely and used responsibly.

protecting your profile.

Firstly, diversity data is strictly confidential in our system. Whether you're applying to a small firm or a large corporation, no individual, not even recruiter admin accounts, can access your diversity data. Your profile showcases only what's necessary – like your CV and application form – ensuring a focus solely on your qualifications and suitability for the role.

Here's an example of what a recruiter sees when you apply: 

anonymised applications.

Many of our clients use anonymisation to ensure they are recruiting without bias. For vacancies where customers opt to anonymise applications, our system takes it a step further. Reviewers and decision-makers will not see personal identifiers such as your name, date of birth, or other non-essential details. This process is key to eliminating unconscious bias and allowing a fair and solely merit-based shortlisting process.  

Below is an example of what a recruiter sees when your application has been anonymised. Also note, the name is anonymised using a random Colour/Animal combination:  

supporting disabled applicants.

There is one exception in our system regarding the visibility of diversity data. If you're a disabled applicant requesting reasonable adjustments that would need to be made for an interview, then this information and only this diversity information will be accessible to recruiters. 

Here is an example of what a recruiter sees when your highlight that reasonable adjustments need to be made: 

using diversity to improve recruitment outcomes.

The rationale behind collecting diversity data is not for individual assessment but to achieve the following two aims: 

  1. Understand the diversity of the applicant base who is applying and ensure this resembles the diversity of the local population. 
  1. Analyse the data to ascertain that individuals from diverse groups receive equitable treatment and have an equal opportunity of gaining employment. 

Our customers can achieve the above by viewing statistical diversity data which is presented in dashboards and reports. 


Our recruitment software is a tool for fairness and inclusion. By safeguarding your personal diversity data and providing anonymised application options, we're helping create a job market where opportunities are based on merit and potential. As you embark on your job-seeking journey, rest assured that your diversity data is handled with the utmost respect and confidentiality.

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