Promotion record redaction is the removal of names and identity cues from advancement files before they are reviewed. Equality Act 2010 section 39(2) covers the way an employer affords access to promotion, and section 136 shifts the burden of proof to the employer once a claimant shows facts from which discrimination could be inferred. anonym.plus masks each identifier on your device, so a panel weighs the case on merit alone.
When this applies
A committee audits past promotion calls for fairness, including rounds where part-time staff kept missing out. You blind the files first, so reviewers judge the reasoning, not the person.
How anonym.plus handles it
- Open the advancement file in anonym.plus on your device.
- Built-in OCR reads a scanned decision memo.
- The app marks names and characteristic-linked terms.
- Confirm the markings and keep the criteria scores.
- Mask each name with a stable code.
- Save the blinded file locally.
What you need to provide
- The advancement file (PDF, DOCX, or scan).
- The Mask operator for stable blind codes.
- Optional alias map, sealed off-grid.
PII entity types detected
| Category | anonym.plus entity type | Example |
|---|---|---|
| Names | PERSON | Omar Aziz → STAFF_04 |
| Demographic | NRP | race or origin → [REDACTED] |
| Dates | DATE_TIME | DOB 1978 → [AGE-BAND] |
| Location | LOCATION | home postcode → [AREA] |
| Contact | EMAIL_ADDRESS | o.aziz@example.co.uk → [EMAIL] |
| Org | ORGANIZATION | Faith network → [GROUP] |
Compliance achieved
- Addresses promotion access under Equality Act 2010 s.39(2), with s.13 and s.19 in view.
- Builds the evidence you will need once Equality Act 2010 s.136 shifts the burden of proof onto the employer.
- Covers part-time staff under reg. 5 of the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 and fixed-term staff under reg. 3 of the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002.
- Runs offline across 340+ PII types, so a sensitive file never leaves the device.
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Limitations & cautions
Blinding cannot undo bias baked into past scores. If a prior rating already reflected a protected characteristic, masking the name will not fix it. Audit the underlying criteria too.
Frequently asked questions
How does redaction support a fair audit?
It lets reviewers judge the case without seeing protected characteristics. Section 39(2) of the Equality Act 2010 governs access to promotion, so a blinded re-read is a genuine test of your own reasoning.
Why does the burden of proof matter here?
Because it can land on you. Under section 136, once a claimant shows facts from which a tribunal could decide discrimination occurred, the employer must prove otherwise. Contemporaneous, criteria-based records are how that is done.
Are part-time and fixed-term staff covered separately?
Yes. Regulation 5 of the Part-time Workers Regulations 2000 and regulation 3 of the Fixed-term Employees Regulations 2002 protect against less favourable treatment, including on access to development and advancement, unless it is objectively justified.
Is the file uploaded anywhere?
No. The app is fully offline, so the record stays on your device.