On the other hand, many recruiters still can detect race and gender from other information you may voluntarily provide. For example, the college you attended or organizations you have joined can be giveaways. Dailey says. Instead, view the question as a way for employers to find the best candidates, not to eliminate them.
Still, Mr. Mehler agrees that some older candidates should omit college graduation dates from online job applications. Salary History: Some states prohibit an employer from requesting salary history information from candidates. These laws are designed to promote greater pay equality by forcing employers to develop salary offers based on job requirements and market pay levels.
Criminal History: Often referred to as "ban-the-box" laws, many state and local laws require employers to remove criminal-history questions from employment applications to protect applicants and candidates convicted of a crime from automatic disqualification during the selection process.
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OK My Bookmarks. Please confirm that you want to proceed with deleting bookmark. Delete Cancel. You have successfully removed bookmark. Delete canceled. Please log in as a SHRM member before saving bookmarks. OK Proceed. Companies ask demographic questions about race and gender to determine whether their job postings are attracting diverse candidates and to help them create a workforce that meets both the U.
In extreme cases, unethical managers might use the information to discriminate, which is illegal. The EEOC has specific rules for companies that hire or more employees. These rules include practicing fair hiring with specific guidelines covering how this should occur. The EEOC requires that employers give all job applicants a fair chance at being hired and not be discriminated against because of race, sex, age or other reasons.
The EEOC does not require employers to have a specific number of women, a specific number of African Americans and a specific number of Latino workers.
Your answers to these demographic questions race, gender, age, etc. This allows the employer to separate the race-related information from the information used to determine if a person is qualified for the job. Asking for race-related information on the telephone could probably never be justified. We ask a question about whether a person is of Hispanic, Latino, or Spanish origin to create statistics about this ethnic group.
Local, state, tribal, and federal programs use these data, and they are critical factors in the basic research behind numerous policies, particularly for civil rights.
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