netflix wants to know if job applicants are “a person of transgender experience” after laying off trans staff and platforming transphobia huh pic.twitter.com/MHjdQByMtT— Jill Krajewski (@JillKrajewski) July 11, 2022
Usually those kinds of forms are voluntary for what it's worth. Ideally it wouldn't be legal to ask at all, but usually it's asked after the application is submitted, and there's a hyperlink to a "voluntary self-identification" form. I owned a few % of a SaaS startup that did applicant tracking software, which got bought by a bigger company and eventually went public. They collected voluntary self-identification data but it never went to the hiring manager/their HR/anyone at their firm. It was used purely to show anonymized reports about hiring practices. Eg, how many people of various self-identified groups were hired, went to second round interviews, were given negative feedback by manager X or employee B. Depends what features they used, but in theory a firm could use this data to identify bias and discrimination in hiring, and plenty did. Sometimes we'd roll it up across industries into reports and sell it, eg tech companies with 10-50, 51-200, etc were x% less likely to advance black/women candidates to the 2nd round of interviews. That kind of stuff.
Usually those kinds of forms are voluntary for what it's worth. Ideally it wouldn't be legal to ask at all, but usually it's asked after the application is submitted, and there's a hyperlink to a "voluntary self-identification" form. I owned a few % of a SaaS startup that did applicant tracking software, which got bought by a bigger company and eventually went public. They collected voluntary self-identification data but it never went to the hiring manager/their HR/anyone at their firm. It was used purely to show anonymized reports about hiring practices. Eg, how many people of various self-identified groups were hired, went to second round interviews, were given negative feedback by manager X or employee B. Depends what features they used, but in theory a firm could use this data to identify bias and discrimination in hiring, and plenty did. Sometimes we'd roll it up across industries into reports and sell it, eg tech companies with 10-50, 51-200, etc were x% less likely to advance black/women candidates to the 2nd round of interviews. That kind of stuff.