9 selection processes171 applications
Hiring5 processes, 148 applicationsInternal mobility3 processes, 12 applicationsHiring + internal1 process, 11 applications
Equality evidence
Equality reports from real selection activity
Bring external hiring, internal mobility, and mixed opportunities into one reportable view, with the period, applications, and candidate-data protections kept clear.
Start free trial (opens in a new tab)A defined reporting period
Choose the window once and keep every included opportunity and application tied to it.
Hiring and mobility together
Distinguish external, internal, and mixed opportunities without separating the evidence into different files.
Protection measures documented
Keep the anonymisation applied to candidate information visible beside the process it governed.
A report ready to share
Prepare a structured PDF in the language needed for the review.
One evidence chain
Keep every opportunity connected to the people who could access it.
Bring external hiring, internal mobility, and mixed processes into the same register. Audience, application volume, and candidate-data protections remain attached to every opening.
Audience stays explicit
See whether each opening was external, internal, or available to both audiences.
Application volume remains attached
Keep every process connected to the internal and external candidacies it received.
Protection follows the process
Document the candidate-data measures applied to each opening instead of relying on a generic policy statement.
Labor complianceEquality records
- Product designerHiring46
- Finance analystHiring29
- Payroll SpecialistHiring + internal11
- Customer Enablement LeadInternal mobility6
- Product Design ManagerInternal mobility4
Audience
External applicants Employees
Applications 11
7 external4 internal
Candidate data Enhanced anonymisation
HiddenAge, nationality, photo, gendered language, address, name, email
TransformedEmployer names, education institutions, dates converted to durations
Internal mobility
Show that opportunity exists inside the organisation too.
See which openings were open to employees and how many internal applications each one received. The report counts internal and shared openings beside external hiring, so mobility stays in the same picture.
Labor complianceEquality report
VacancyMovementApplicationsFrom employeesPublished
Payroll SpecialistFinance Hiring + internal11412 Aug
Customer Enablement LeadCustomer Internal mobility662 Jun
Product Design ManagerDesign Internal mobility443 Aug
Operations Team LeadOperations Internal mobility2211 Aug
Report-ready context
Explain the activity and how candidate information was protected.
Prepare a structured report for a defined period, with process counts, application volumes, and a plain-language account of the anonymisation measures applied to each selection process.
A concise activity summary
Bring the number of opportunities and applications into one readable reporting period.
Candidate data stays protected
Describe which identifying, demographic, and indirect signals were hidden or transformed.
Prepared in the language required
Generate the report in English, Spanish, Catalan, and other supported languages.
Equality reportPeriod: 1 Jan 2026 – 14 Aug 2026Northstar
During the reporting period (1 Jan 2026 – 14 Aug 2026), the company posted 9 job offers (5 external, 3 internal, and 1 visible in both channels). In total, 171 applications were received.
External vacancies5148 applications Internal vacancies312 applications External and internal111 applications
Anonymisation process
Standard measures, 7 of 9 job offersHidden: age, nationality, photo, gendered language, address
Finance analyst, Payroll SpecialistAlso hidden: name, email. Transformed: employer names, education institutions, dates converted to durations