I have filled out my share of applications in the last 5 years due to the Offshore O&G Downturn... seems like at the end of every application I submit, I am asked:

What is your race?
What is your gender?
What is your veteran status?
Do you have a disability?

However:

Quote:

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According to the EEOC, It Is Illegal to Ask a Candidate Questions About Their:
Race, Color, or National Origin.
Religion.
Sex, Gender Identity, or Sexual Orientation.
Pregnancy status.
Disability.
Age or Genetic Information.
Citizenship.
Marital Status or Number of Children.

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1. Are these questions legal?
2. How should they be answered - does HR for these companies truly screen based on these answers?

companies still have regulatory reporting requirements to adhere to as part of EEOC.

most of the time these questions should have an option to select along the lines of "I choose not to provide this info" for candidates not wishing to provide it.. using that information for screening/selection is illegal. most mature companies will store that info separately from the qualifications info captured in an application.

I'm fairly certain those are voluntary disclosures...

They are. But his second question is what I'm curious about. Most of the time I refuse to answer but I don't know if that's the lesser of the two evils.

SpreadsheetAg said:

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ChrisTAMU said:

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I've always wondered how I should respond to these, given I've got the least desirable of answers.

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You're a white, male, not a veteran, without a disability too?

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FIFY

E said:

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SpreadsheetAg said:

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ChrisTAMU said:

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I've always wondered how I should respond to these, given I've got the least desirable of answers.

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You're a white, male, not a veteran, without a disability too?

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FIFY

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Ding ding ding.

Episode IV said:

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I have filled out my share of applications in the last 5 years due to the Offshore O&G Downturn... seems like at the end of every application I submit, I am asked:

What is your race?
What is your gender?
What is your veteran status?
Do you have a disability?

However:

Quote:

---

According to the EEOC, It Is Illegal to Ask a Candidate Questions About Their:
Race, Color, or National Origin.
Religion.
Sex, Gender Identity, or Sexual Orientation.
Pregnancy status.
Disability.
Age or Genetic Information.
Citizenship.
Marital Status or Number of Children.

---

1. Are these questions legal?
2. How should they be answered - does HR for these companies truly screen based on these answers?

---

I'm an HR Manager and have been in HR for a decade. To answer your questions:

1) Yes they are legal, but they are also voluntary. We've had the disclosure forms as part of our paperwork and, in the event that someone declines to answer, a best guess is typically made by HR personnel for reporting purposes. As was stated before, hiring managers typically do not have access to that information, as it can open the company of to claims of discrimination.
2) I've never once heard of an HR staff who penalized an applicant for declining to answer. If you do answer, answer honestly.

I just had an applicant that applied for an entry level office admin job. Not sure why he applied seeing that he only had drilling rig experience.

But his cover letter included "I'm a 28 year old straight white male that works hard and never gets sick". I guess covering his bases in case I was a racist, homophobe, ageist that hates the handicapped.