The 4/5ths rule says: the selection rate for any protected group should be at least 80% of the selection rate for the highest-selected group. We apply it per protected group, per role family, per stage of the pipeline. Not as a single sitewide number.
Gender (self-reported, optional), race and ethnicity where legally collectable, age band (under 25, 25 to 34, 35 to 44, 45 to 54, 55 plus), disability status (self-reported, optional, UK Equality Act 2010 categories), country of education. We do not infer protected characteristics from voice, video, or written content; the only data we use is the optional, self-reported demographic data captured on a separate consent screen at the start of the candidate experience.
What to do next: export the workspace fairness report on the first of the month and share it with your works council, HR, or DE&I lead.