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Last reviewed on 25 September 2019
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Collecting data on applicants' gender identity as part of your recruitment monitoring data can help show you're serious about equality. Read on for advice on how to get this right.

Anonymise the information

As gender reassignment is a protected characteristic, information you gather about gender identity and transgender status should be anonymised, along with other information about protected characteristics.

Similarly, data about sexual orientation and gender identity shouldn’t be handled by shortlisting panels. You should assure applicants that this is the case.

This is explained in a guide to the recruitment and retention of transgender staff from the Government Equalities Office (GEO) and Inclusive Employers (see page 8), Stonewall's guide to asking about sexual identity and gender orientation (page 11) and advice from our associate education expert, Emily Errington.

How to ask questions

You should include a clear explanation of the purpose of questions, and how the data will be protected and kept confidential and anonymous (we look at this in more detail in the third section of this article, below) Questions should enable people

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