Supporting Diversity & Inclusion with expressHR: How We Track, Respect, and Empower

3 min read

Jun 17, 2025 10:30:00 AM

Diversity and inclusion are vital for any organisation’s success, but achieving them requires more than just good intentions—it demands robust tools, transparent processes, and a commitment to fairness. expressHR is designed to help organisations not only measure but also meaningfully support diversity and inclusion, all while respecting privacy and complying with GDPR.

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expressHR enables organisations to track a wide range of diversity data, including race, religion, sexual orientation, gender identity, and more. During the recruitment process, candidates are invited to self-declare their ethnicity, religious beliefs, and sexual preferences through secure, confidential forms. This data is always optional—candidates can choose what to share—and is handled with the highest standards of data protection under GDPR. The platform also collects other key information, such as how far candidates live from the workplace, which helps organisations understand and address potential barriers to employment, such as commuting challenges.

One of the most important features of expressHR is its commitment to unbiased candidate presentation. When candidates are submitted for roles, the system anonymises personal characteristics such as race, religion, sex, and sexual orientation. Hiring managers and recruiters see only the information relevant to the job: skills, qualifications, experience, and location suitability. This approach ensures that every candidate is judged solely on their ability to do the job, not on any protected characteristic.

For HR teams and leadership, expressHR provides powerful analytics dashboards that aggregate diversity data across the workforce and throughout the recruitment pipeline. This allows organisations to set and monitor diversity goals, report progress, and identify gaps where further action may be needed. For example, you can see trends in the diversity of applicants, interviewees, and hires, or track how representation changes at different levels of the organisation. All reporting is fully GDPR-compliant, with individual identities protected at every stage.

Beyond recruitment, expressHR supports ongoing inclusion by allowing employees to update their diversity information at any time and by enabling organisations to create and support employee resource groups (ERGs). These groups can use the platform to organise events, share resources, and provide feedback, helping to build a workplace where everyone feels valued and heard.

Crucially, expressHR’s approach is about empowering both candidates and organisations. Candidates have control over their data and can trust that it will only be used to promote fairness and opportunity. Organisations, meanwhile, gain the insights they need to foster a truly inclusive culture—one where diversity is measured, celebrated, and used to drive better business outcomes.

By blending advanced tracking, robust privacy controls, and a commitment to unbiased hiring, expressHR gives organisations the tools they need to make diversity and inclusion a reality—not just a promise.

Example Scenarios

Scenario 1: Reducing Unconscious Bias in Recruitment

A UK engineering consultancy is keen to build a more diverse team but finds that traditional CV screening often results in similar candidates being shortlisted. By using expressHR’s AI-powered screening tools, the company anonymises applications and focuses on skills and experience rather than names or backgrounds. This results in a more varied shortlist, with candidates from different backgrounds and underrepresented groups making it to the interview stage. Over time, the consultancy sees an increase in hires from diverse backgrounds, helping it meet its diversity goals and enrich its workplace culture.

Scenario 2: Tracking and Reporting Diversity Metrics

A national retail chain wants to monitor its progress towards gender and ethnic diversity targets but struggles to gather accurate data. With expressHR, the HR team can track diversity metrics at each stage of recruitment and employment. Real-time dashboards provide clear insights into gender, ethnicity, and other key indicators, making it easy to report progress to leadership and adjust recruitment strategies. The retailer uses these insights to set realistic goals and celebrate milestones, such as increasing female representation in management roles.

Scenario 3: Supporting Employee Resource Groups (ERGs)

A healthcare provider is committed to fostering inclusion but finds it challenging to coordinate and support its various employee resource groups (ERGs). expressHR provides dedicated spaces for ERGs to organise events, share resources, and communicate with members. HR can track participation and gather feedback on initiatives, ensuring every group receives the support it needs. As a result, ERGs become more active and visible, helping new and existing employees feel welcomed and valued, and strengthening the organisation’s inclusive culture.