Employer View

• Skills intelligence derived from linked evidence — not claims
• ESCO-aligned skills taxonomy in employer-readable language
• Supports workforce capability mapping and skills gap analysis
• Structured for human capital reporting (ISO 30414) and pay transparency

• Does not predict performance or suitability
• Does not infer protected characteristics
• Does not replace professional judgement
• Does not automate hiring or shortlisting

This view is shared by the individual through consent-based visibility. They control what is visible, can revoke access at any time, and no data is shared without explicit consent. GDPR-compliant by design.

CareerID is designed to support inclusive, non-discriminatory employment practices. It focuses on skills and evidence — enabling fair, transparent decisions without inferring or assessing protected characteristics.

• No inference of age, gender, ethnicity, disability, religion, sexual orientation, or any protected characteristic
• Career breaks, caring responsibilities, volunteering, and non-linear paths are treated as valid experience
• Skills-first architecture reduces structural bias in hiring, progression, and workforce planning
• Supports Equality Act 2010 (UK) and EU anti-discrimination obligations

CareerID is an enabling tool, not a decision-maker. Professional judgement remains with people.

Where individuals choose to share support needs, access requirements, or reasonable adjustments, CareerID helps them articulate this clearly — through consent-based visibility, on their terms.

• Individuals control whether and when to disclose support needs
• Disclosure is never required, inferred, or prompted by the system
• Helps employers understand adjustments needed without invasive assessment
• Supports neurodiversity, disability, and access needs as part of a skills-first approach

This supports employers in meeting their duty to make reasonable adjustments (Equality Act 2010, s.20) while keeping control with the individual.

CareerID shifts employer decisions toward structured, evidence-based practice. Rather than relying on CVs, keywords, or institutional pedigree, employers see documented skills.

• Focus on what people can do, not where they went to school or who they know
• Structured evidence reduces unconscious bias in shortlisting and assessment
• Non-linear careers, career breaks, and returners are visible as strengths, not gaps
• No black-box scoring that could embed or amplify existing bias
• Supports social mobility by making skills visible regardless of background