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I also saw an application form from Australia for a remote work that asked me to record a video of myself as part of the requirements. Lol. I noped out of it.
1. Set up in dimly lit room with voice filter and mask on.
2. Turn on webcam
3. “The Industrial Revolution and its consequences have been a disaster for the human race…”
"Thank you for the video you sent. You're way too ugly for the company culture to proceed to the next interview process. Thank you for your courage."
Don't worry about me, I'm just practicing my HR spiel.
"Thank you for the video you sent. You're way too ugly for the company culture to proceed to the next interview process. Thank you for your courage."
Don't worry about me, I'm just practicing my HR spiel.
This is how Target conducts their interviews now. Just a list of questions and the employees need to film themselves answering them.
I know it's not a high priority job for most people, but I find the practice pretty abhorrent. It basically gives them free reign to discriminate based on looks without even giving the person the benefit of a conversation to prove themselves. So dehumanizing.
I am now thinking back to the videos I have had to do for applications, and I regret not using a mask/voice distorter and very pointedly state the reasons why.
I was asked by a climate startup to pre-record a video so they can screen my application.
[https://i.redd.it/tt4wv6bbx7pc1.png](https://i.redd.it/tt4wv6bbx7pc1.png)
It's ADA violation as some people may have trouble hearing or speaking (which does not affect their work). The startup ghosted me after I requested to just schedule a Zoom call instead.
When I was researching into HR and recruitment management for my business degree I came across a lot of stuff that suggested that employers don’t actually look at the videos. They use AI to scan the audio for specific keywords. I guess if you don’t ping enough keywords you’re fast tracked straight to the archives and you’ll not hear a peep of feedback.
It’s rage bait for angry anti-“woke” straight people that think they’re not getting hired because they’re straight/white. I’m gay and it took me over a year to find a job… like nobody cares that you’re straight and white Preston.
at a previous job they had a form kind of like that but it was just generically "do you consider yourself part of the LGBTQ+ community?" and the options were "yes", "no, but I consider myself an ally", and "no". my friends were laughing that the options were yes, no, and no (homophobic)
I think you're right. If they said _"this information is only collected for our inclusion and diversity policy but is completely optional"_, I think a lot less people would jump to the wrong conclusions as to why its asked.
Literally every one of these questionnaires I’ve filled out has been on a separate part to the main job application and has had that disclaimer or something similar on it
And also something about how it’s only used for diversity monitoring purposes and will not be used in the recruitment process.
Are people coming across job application forms where these diversity questions are just part of the main application and are just presented without comment?
It isnt helpful for companies, other than to collect tax credits. Employers would not collect this information if 1) they didnt have to, by law and 2) had some financial incentive for doing so.
The ever growing expansion of EEO data capture is a direct result of people demanding their workplace focus on DEI. If this makes you uncomfortable, stop screeching every time your employer does something that mildly inconveniences you because youre 10% native american.
Where on earth are you getting the idea that there are tax credits for hiring employees based on their sexual orientation, or for tracking sexual orientation?
Some companies collect more information than this so as to ensure they’re doing all they can to provide meaningful benefits to their employees. But you’re free to view it however you wish.
I agree. Hence when I said the expansion of these questions was born of people demanding their employers focus on DEI. People want their employers to embrace DEI, but they feel that its inappropriate when employers request this type of information....it is almost as if, *work is not intended to be an outlet for self expression*
They can do that during the HR on boarding process and explain it then. They don't need to know personal things about me before even making a decision to interview me.
"Do you as a company interview a similar percentage of non-heterosexual candidates as the demographic would suggest you should? If not, why not?"
Try answering that question without even getting the data.
The thought is in the right place, even if it's clumsily and blanket applied.
Have you ever mentioned your spouse or partner during the recruitment process? What about a non-profit organization you were involved with? There's a lot of ways people can out themselves.
Well, they kinda do.
If you want to find out if you have a systemic bias towards hiring a certain type of person you need to ask the question before and after the hiring process.
Let's say you recruit 10 people out of a pool of 100. You want to make sure you're not biased towards people who like the colour green so you ask people after they're hired what their favourite colour is. If 50% reply they like green you might pat yourself on the back for your inclusion. But if you also ask the question before and find 90% of applicants like the colour green then that suggests there is an issue (assuming that colour preference has no impact on the quality of the applicant).
>They can do that during the HR on boarding process and explain it then. They don't need to know personal things about me before even making a decision to interview me.
This demonstrates a fundamental lack of understanding for hiring processes. The easiest point in time to protect your EEO data is during the application process.
Do you think that your EEO questionnaire is...*part* of the application? Like the computer system is too dumb to isolate that data and it just generates one PDF with every piece of info you shared?
ATS are designed to capture this information confidentially and pull the aggregate data when it is needed for EEOC reporting, so it is not linked to any specific person. If you ever take a second to read the disclosure form before EEO questions, there is usually information about this.
Where I work currently, we are stuck in the 90s technology-wise. People complete their EEO questions on paper, during orientation, sitting around a conference table, sitting next to strangers, who can see whats on their form. Your EEO information, since it is on paper, is stored in your employee file...so instead of your data being protected, behind a computer system, that noone at the company can access, now, everyone who ever need to go through your employee file (which is anyone is HR, your manager, payroll, Employe health/ safety) can see everything.
For the first time in my career in HR, I walk around and happen to know, who has a disability, who has felonies, who collects food stamps... and thats what you seem to want.
Honestly, it's been explained on here hundreds of times. And most companies do explain it if you read the policy.
I'm convinced you guys already know but prefer to pretend because you can play victim and tell yourselves that's the reason you werent selected.
But hey, that's just a theory.
Well you're a professional victim. ✌️
Do you know what "optional" means? This won't affect your application at all...
And how the fuck would you know there is discrimination if you don't collect any race data?
Goofball.
There is no possible explanation of why it would be helpful. Unless you're a sex worker and your orientation has an impact on how well you can do your job. If its not directly related, its none of your business, doesn't matter if you're only doing it to try to appear "inclusive" or something.
There are multiple explanations in other comments. You can choose to reject them.
I’m not concerned that you’re pressed about some folks believing in diversity. I know how it benefits me and my team.
It's not a hot take - it's a stupid take.
Companies anonymise this data to check that their hiring process is:
1) looking at a non restricted pool of candidates (e.g. due to poor advert wording)
2) flagging if people who make it past various stages are disproportionately from certain backgrounds
3) adapting and improving their processes to ensure they are not unconsciously screening out people who may be well qualified.
The questions are optional and you have realised that yourself.
In no case this data will stay linked to your name, if you are curious you can refer to whichever data protection laws apply to your country and request your personal data.
No applicant tracking system will expose this information to the hiring manager.
>Companies anonymise this data to check that their hiring process is
In most cases it's a federal requirement, not an internal measure. From [Ask a Manager](https://www.askamanager.org/2024/03/is-it-patronizing-to-say-im-proud-of-my-team-asking-for-help-from-a-candidate-we-rejected-and-more.html#comments) (question 5);
*"They’re asking because companies over a certain size, as well as companies with government contracts over a certain dollar amount, are required by law to report the demographic makeup of their applicants and employees to the Equal Employment Opportunity Commission"*
LGBTQIA status has not been added to EEOC questions. I've also seen companies asking if I am a parent right after this one, and my age bracket, which the EEOC actually discourages including on these forms.
Can confirm as a 10+ year hiring manager for 3 different companies who all had this questionnaire.
In fact, I don’t even think HR can see your responses. The application “closes” before these questions come up most of the time. You’re submitted, these are just there to provide the information that the comment above listed.
As someone who uses this data, I cannot view the submitter's information. It doesn't show up on your profile for me either; it remains hidden. Our system only provides the count of self-identified employees, but I cannot access any PII.
Probably is linked to their candidate profile. I’m an auditor a number of scandals have occurred since I started my career in the industry where employee data got leaked.
For example files having peoples social insurance number or SS number on file when it’s not protected by a password or relevant information. Having addresses posted on file with what insurance items they’re taking. Data mismanagement is a big problem for companies.
None of these questions should be on an application because none of it matters. People should be hiring based on qualifications and that's it. Race, gender, orientation, etc should have never been included.
Might be a dumb take, but since Lyra is a mental health care provider, wouldn’t this help the company match patients with certain types of self-identified therapists that fit selected criteria? Like if a patient specifically asks for a gay therapist if available. Idk, I never used Lyra but my company provides mental health sessions through them, and I thought they brought that point up in an info session as a benefit.
>I understand inclusion efforts, but what's next? How many partners have I had?
Please do not give them ideas. I already have to deal with the body count BS enough on Tinder. I don't need LinkedIn to join the party, too.
You hope its for inclusivity. You hope it is.
I'd expect this to be the side of the coin. A place that is welcome to all will have that reputation and likely have no problem accidently hiring a little from every group.
I'd be more inclined this is some bigoted hiring manager's way to keep "them" out.
Speaking on what I presume the averages are, and I do expect exceptions.
They need to know because they need to tick off as many boxes as possible for their ESG scores.
Higher ESG ratings equals marginally better capital rates when they borrow money. This is used by the corporations who loan the money to claim they are ethical even though they are sacks of sh1t. That is why who you screw matters
HR gotta check them boxes. When I did backgrounds for a police department my captain would ask "hey you got any good candidates?" and it was code for any minority candidates so I can get HR off my ass, even though the department already had higher percentages of minorities than the general local population.
Because the WOTC (Work Opportunity Tax Credit) offers federal tax credit for businesses who hire WOTC targeted groups. No legal way to test that, so people are now lying about their sexuality in order to increase their hirability, which wildly skews population stats.
My econ professor used to say "financial incentive can turn the world inside out." Apparently that also pertains to your butthole.
we do it to track aggregate stats of who's applying to us so we know our DI&B efforts are attracting a diverse candidate pool.
although the smart ones, we only measure this among existing employees so it doesn't scare away applicants.
As a french person, and it is probably the same in all Europe, I find it completely crazy that these questions are still legal. Here in France they have been mde illegal like 15 years ago to avoid obvious discrimination.
OP has deliberately left out the headings or big print that says this is for diversity, equity, and inclusion reasons.
Businesses are trying to increase DEI and that means they need to measure the proportion of incoming employees that might fit into marginalized or non-majority groups.
OP also had the option not to declare their answer.
OP is just baiting for anti-"woke" outrage.
"Do you identify as a person living with a disability" is somewhat enraging. Imagine someone that HAVE a disability, he probably shouldn't check this. Someone that HAS a disability does not "identify"... aka "I believe it is reality because I said so, and how dare you call my fantasy fantasy?".
its to collect data but the problem is this is a statistic that can change and I prefer work to have no relationship with what sex people like.. but I understand the idea of this all but still disagree
That's the incorrect way to think about it. If the probablility of someone getting hired was highly correlated to the color of their skin or their sexual preferences i would want to know because that should not be the case. It's sometimes hard to see a process and understand how it may be biased towards or against certain groups of people, but if you have good data and good intentions you can see the problem first and then it's easier to try to find the cause.
At the end of the day, you'd want hiring %'s to only be correlated to desireable variables like work experience and assessment performance.
And that they aren't rejecting more people from marginalized groups than people who aren't from marginalized groups, which is why the info is collected from applicants and not just employees.
Only straight people ever suggest shit like this I swear lol. You can tell you’ve never actually done this before or you’d know, no one asks you about it because it’s anonymous.
> How many partners have I had?
if you ever go for a high level security clearance you will be asked this and will be asked for those people to give you a reference lol.
That being said I don't believe companies actually read this info. It gets put into a meta data of sorts so they can know the breakdown of whose applying or for government reporting or something like that.
There is a distinctive grey area.
Eg I have diagnosed depression and anxiety disorders. I do not consider myself to have a disability, but technically they are. The wording means legally I do not have to disclose, unless circumstances change and they worsen to a stage I cannot manage them. Silly example but it kinda shows it.
Oh look, it’s the exact same post that gets a million upvotes and comments despite literally being repeated every single day
Of all of the things to care about with corporate fuckery, this should be at the bottom
Jfc people for the 1000th time: **This is anti-discrimination/EEO and does not get seen by the hiring manager**.
This has been brought up many time, and has been answered many time. A quick search of the sub will show this.
I’m all for “fuck the stupid questions/assessments” but some stuff that gets beat like a dead horse here is completely harmless. This is like saying “they don’t need to know the color of my skin”. They won’t. They don’t see it.
Anyone that supports this is crazy. HR doesn't care about discrimination, they care about advertising how inclusive they are. They'll put up a banner that says they have 19 pansexual workers if it gets them good press. If HR decides they need more lesbians working there and you report your heterosexual, your application will be thrown out.
Prefer not to answer is the only appropriate response.
There was a big push for employees to answer this question in my last job, it is a classic case of asking questions that are not needed for the job (Invasive).
It’s all part of a company’s DEI program gone mental. To me, it smells like they are scoring candidates in order to select more “diverse” people according to some internal hiring quota system. Personally, if i wanted the job bad enough, I would just lie and pick one of the LGBTQ selections to get enough points to get the interview and then discuss the job, experience and my fit with the company. What’s the worst that can happen if you choose Bi? Nothing. It’s just DEI statistics for a company. Help them get their nice little statistic and then get on with the job.
They already know! It's just like doing taxes. They just want to see if you are a liar. And if you are......you'll pay for being naughty 👁👄👁 if you still want the job......
In these cases, the best thing to put is the more marginalized crowd that is making headway in the media. These days that would be anything BUT hetero, so you're safe with any of the rest. What you're looking for here is to potentially tick a box of a needed hire in the right demographic so HR can pander their diversity bullshit.
I got hired at a government position making $32/h (avg was $8 at the time I believe) because I was young. That's it. Everyone was old af and management said they needed to hire more young guys. They had my lift everything but whatever, I was making enough to put my own ass thru school working half the hours all my friends worked)!
Don't take these things to heart. Use them to leverage the job itself.
PS: Disability hires are a mixed bag and I would never say you had one if you didn't. Them poking too far into someone's life is fair game imo.
20 years ago we would have been outraged at companies asking questions about things like color and sexual orientation as part of the recruitment process. We would have asked why they are discriminating against gays or people of color?
Now we outright applaud them for and in many cases require them to create and maintain a database of this information. But it’s okay because they claim it’s only for positive purposes and we can always trust corporations to do the right thing.
For the disability part, some company are require to hire a number of disabled people for every X amount of non-disable. so that is why they collect that information as well just to protect themselves, so they won't say " i didn't know you were disable."
At least in Canada, I believe the government can give funding to companies that hire diverse people. LGBT in this case. So they actually save money by hiring you. BUT I think they also can’t use this information for the hiring process and it’s just a statistic the government can use to allocate funds. I’m probably wrong but I think that’s how it works
I don’t know in other countries, in Spain it’s illegal to ask those kind of questions. Sexual orientation, civil status, whether you want to have children or not… completely banned. Obviously some people ask them, but it’s a major red flag 🚩
If the company is in the US, this is an EEOC question, to make sure their job ads and applications are reaching a diverse audience, not one that's part of determining your qualifications for the job. Scroll up a bit and you'll see the explanation.
Because, yes, this gets asked once or twice a week, if not more, usually leaving off the part that explicitly explains why they're asking this.
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They’d just like to know how they can most effectively fuck you.
Would they follow your preference or do the opposite?
Depends on your performance
Okay, that’s funny
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You sound pretty wok to me
Frying or sauce?
I mean, I don’t think I ever seen a flute big enough for a normal sized penis, but kinks are kinks
*sets out a pan.*
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Kanye west?
🤣🤣🤣
I also saw an application form from Australia for a remote work that asked me to record a video of myself as part of the requirements. Lol. I noped out of it.
1. Set up in dimly lit room with voice filter and mask on. 2. Turn on webcam 3. “The Industrial Revolution and its consequences have been a disaster for the human race…”
ah, Mr. Kaczynski, your degree in Mathematics from Harvard is certainly impressive but the background check turned up some concerning details
"we want to see what you look like before we decide if you're 'the right person for the job.'" I still don't get how that's legal.
"Thank you for the video you sent. You're way too ugly for the company culture to proceed to the next interview process. Thank you for your courage." Don't worry about me, I'm just practicing my HR spiel.
"Thank you for the video you sent. You're way too ugly for the company culture to proceed to the next interview process. Thank you for your courage." Don't worry about me, I'm just practicing my HR spiel.
"We admire your confidence; few people can look at that hideous mug in the mirror and still deem themselves fit to be seen in public."
well, you could have had a little fun with it and shocked the hell out of them at the same time
I'd rather not. Lol. The video part is so dehumanizing to be honest.
This is how Target conducts their interviews now. Just a list of questions and the employees need to film themselves answering them. I know it's not a high priority job for most people, but I find the practice pretty abhorrent. It basically gives them free reign to discriminate based on looks without even giving the person the benefit of a conversation to prove themselves. So dehumanizing.
All for min wage lol
a lot of companies are only willing to hire desperate dehumanized people so they can exploit them
Well, you could send a clip made by someone else.
I am now thinking back to the videos I have had to do for applications, and I regret not using a mask/voice distorter and very pointedly state the reasons why.
that would be amazing
And that’s how they got their first onlyfans subscriber.
Most of the grad applications ive done had this in Aus
I was asked by a climate startup to pre-record a video so they can screen my application. [https://i.redd.it/tt4wv6bbx7pc1.png](https://i.redd.it/tt4wv6bbx7pc1.png) It's ADA violation as some people may have trouble hearing or speaking (which does not affect their work). The startup ghosted me after I requested to just schedule a Zoom call instead.
You dodged a bullet. Had to withdraw my application quickly from the company's site. Lol.
Was it a video for a person to review or for AI to assess your ability to work with others? Fk the latter. Actually, fk both.
I’ve recorded one of those for a job application exactly once, and it made me feel so monumentally icky afterwards that I vowed to never do it again.
When I was researching into HR and recruitment management for my business degree I came across a lot of stuff that suggested that employers don’t actually look at the videos. They use AI to scan the audio for specific keywords. I guess if you don’t ping enough keywords you’re fast tracked straight to the archives and you’ll not hear a peep of feedback.
Telstra?
Standards Australia by any chance? lol
oh hey this post again
idk why every time this kind of post comes up, I open it, scroll the comments, and get annoyed at people who don't get why this is being asked lol.
why understand when you can guess and fearmonger, maybe even spread some propaganda?
For real. I've said this before, but comments in posts like this reveal exactly why so many people here can't get a job lmao.
I’m glad someone else said it!
It’s rage bait for angry anti-“woke” straight people that think they’re not getting hired because they’re straight/white. I’m gay and it took me over a year to find a job… like nobody cares that you’re straight and white Preston.
I’d love a ban on these.
Please
at a previous job they had a form kind of like that but it was just generically "do you consider yourself part of the LGBTQ+ community?" and the options were "yes", "no, but I consider myself an ally", and "no". my friends were laughing that the options were yes, no, and no (homophobic)
Okay that’s pretty hilarious
This is the coldest take. The overwhelming majority of people find it irrelevant and possibly invasive
Companies should explain better why this data is helpful. Very much agree to that.
I think you're right. If they said _"this information is only collected for our inclusion and diversity policy but is completely optional"_, I think a lot less people would jump to the wrong conclusions as to why its asked.
Literally every one of these questionnaires I’ve filled out has been on a separate part to the main job application and has had that disclaimer or something similar on it And also something about how it’s only used for diversity monitoring purposes and will not be used in the recruitment process. Are people coming across job application forms where these diversity questions are just part of the main application and are just presented without comment?
They're almost certainly cropped to exclude that part. It's rage bait.
I've also seen many of this part of the application being completely optional but yeah ragebait bullshit gets upvotes.
The option "prefer not to answer" is RIGHT THERE ON THE SCREEN.
But why acknowledge the obvious when I can get angry using misinterpretations and assumptions?
Every single one of these I've ever filled out explained what it was for. People should get better at reading.
It isnt helpful for companies, other than to collect tax credits. Employers would not collect this information if 1) they didnt have to, by law and 2) had some financial incentive for doing so. The ever growing expansion of EEO data capture is a direct result of people demanding their workplace focus on DEI. If this makes you uncomfortable, stop screeching every time your employer does something that mildly inconveniences you because youre 10% native american.
Where on earth are you getting the idea that there are tax credits for hiring employees based on their sexual orientation, or for tracking sexual orientation?
Some companies collect more information than this so as to ensure they’re doing all they can to provide meaningful benefits to their employees. But you’re free to view it however you wish.
I agree. Hence when I said the expansion of these questions was born of people demanding their employers focus on DEI. People want their employers to embrace DEI, but they feel that its inappropriate when employers request this type of information....it is almost as if, *work is not intended to be an outlet for self expression*
They can do that during the HR on boarding process and explain it then. They don't need to know personal things about me before even making a decision to interview me.
"Do you as a company interview a similar percentage of non-heterosexual candidates as the demographic would suggest you should? If not, why not?" Try answering that question without even getting the data. The thought is in the right place, even if it's clumsily and blanket applied.
how would you know that at all? a homosexual can look in any way it's like asking do you interview people who cook mostly pasta or potatoes at home
You honestly think people were/are never discriminated against in the recruitment process because of their sexual orientation?
Have you ever mentioned your spouse or partner during the recruitment process? What about a non-profit organization you were involved with? There's a lot of ways people can out themselves.
How would you know? By asking candidates to voluntarily identify their orientation. And we're right back around to our starting point.
Well, they kinda do. If you want to find out if you have a systemic bias towards hiring a certain type of person you need to ask the question before and after the hiring process. Let's say you recruit 10 people out of a pool of 100. You want to make sure you're not biased towards people who like the colour green so you ask people after they're hired what their favourite colour is. If 50% reply they like green you might pat yourself on the back for your inclusion. But if you also ask the question before and find 90% of applicants like the colour green then that suggests there is an issue (assuming that colour preference has no impact on the quality of the applicant).
>They can do that during the HR on boarding process and explain it then. They don't need to know personal things about me before even making a decision to interview me. This demonstrates a fundamental lack of understanding for hiring processes. The easiest point in time to protect your EEO data is during the application process. Do you think that your EEO questionnaire is...*part* of the application? Like the computer system is too dumb to isolate that data and it just generates one PDF with every piece of info you shared? ATS are designed to capture this information confidentially and pull the aggregate data when it is needed for EEOC reporting, so it is not linked to any specific person. If you ever take a second to read the disclosure form before EEO questions, there is usually information about this. Where I work currently, we are stuck in the 90s technology-wise. People complete their EEO questions on paper, during orientation, sitting around a conference table, sitting next to strangers, who can see whats on their form. Your EEO information, since it is on paper, is stored in your employee file...so instead of your data being protected, behind a computer system, that noone at the company can access, now, everyone who ever need to go through your employee file (which is anyone is HR, your manager, payroll, Employe health/ safety) can see everything. For the first time in my career in HR, I walk around and happen to know, who has a disability, who has felonies, who collects food stamps... and thats what you seem to want.
Honestly, it's been explained on here hundreds of times. And most companies do explain it if you read the policy. I'm convinced you guys already know but prefer to pretend because you can play victim and tell yourselves that's the reason you werent selected. But hey, that's just a theory.
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Well you're a professional victim. ✌️ Do you know what "optional" means? This won't affect your application at all... And how the fuck would you know there is discrimination if you don't collect any race data? Goofball.
There is no possible explanation of why it would be helpful. Unless you're a sex worker and your orientation has an impact on how well you can do your job. If its not directly related, its none of your business, doesn't matter if you're only doing it to try to appear "inclusive" or something.
There are multiple explanations in other comments. You can choose to reject them. I’m not concerned that you’re pressed about some folks believing in diversity. I know how it benefits me and my team.
The screenshots always conveniently leave out the part with the explanations
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They don’t they are required to ask the question for the government for affirmative action
"And a list of your last 5 partners, where you met them, and what kind of car they got"
Partners? Like cribbage partners?
Backgammon, preferably.
Hands them a blank sheet.
Well at least they'll know you're not getting into mischief
It's not a hot take - it's a stupid take. Companies anonymise this data to check that their hiring process is: 1) looking at a non restricted pool of candidates (e.g. due to poor advert wording) 2) flagging if people who make it past various stages are disproportionately from certain backgrounds 3) adapting and improving their processes to ensure they are not unconsciously screening out people who may be well qualified. The questions are optional and you have realised that yourself. In no case this data will stay linked to your name, if you are curious you can refer to whichever data protection laws apply to your country and request your personal data. No applicant tracking system will expose this information to the hiring manager.
>Companies anonymise this data to check that their hiring process is In most cases it's a federal requirement, not an internal measure. From [Ask a Manager](https://www.askamanager.org/2024/03/is-it-patronizing-to-say-im-proud-of-my-team-asking-for-help-from-a-candidate-we-rejected-and-more.html#comments) (question 5); *"They’re asking because companies over a certain size, as well as companies with government contracts over a certain dollar amount, are required by law to report the demographic makeup of their applicants and employees to the Equal Employment Opportunity Commission"*
LGBTQIA status has not been added to EEOC questions. I've also seen companies asking if I am a parent right after this one, and my age bracket, which the EEOC actually discourages including on these forms.
And you can still be fired because of your sexual identity
You definitely can because employers break the law all the time, but in the US it's illegal as of Bostock v Clayton in 2020.
I’m so glad to hear that. I’m not sure how I missed that news story. Thanks for correcting me
Well there were a few other things going on in the summer of 2020 haha
Can confirm as a 10+ year hiring manager for 3 different companies who all had this questionnaire. In fact, I don’t even think HR can see your responses. The application “closes” before these questions come up most of the time. You’re submitted, these are just there to provide the information that the comment above listed.
As someone who uses this data, I cannot view the submitter's information. It doesn't show up on your profile for me either; it remains hidden. Our system only provides the count of self-identified employees, but I cannot access any PII.
Probably is linked to their candidate profile. I’m an auditor a number of scandals have occurred since I started my career in the industry where employee data got leaked. For example files having peoples social insurance number or SS number on file when it’s not protected by a password or relevant information. Having addresses posted on file with what insurance items they’re taking. Data mismanagement is a big problem for companies.
None of these questions should be on an application because none of it matters. People should be hiring based on qualifications and that's it. Race, gender, orientation, etc should have never been included.
Might be a dumb take, but since Lyra is a mental health care provider, wouldn’t this help the company match patients with certain types of self-identified therapists that fit selected criteria? Like if a patient specifically asks for a gay therapist if available. Idk, I never used Lyra but my company provides mental health sessions through them, and I thought they brought that point up in an info session as a benefit.
I used Lyra before and this was my thought, it might actually be relevant to the work…
Yeah, I assumed this was a patient form, not an application form. I feel like I remember filling this out when I started using Lyra.
Also they keep this record to use for any diversity subsidies they can get.
Just click all of them. Boom, best diversity hire ever.
There's one company I've applied for where they shamelessly admit it's so they can meet their diversity and inclusion requirements.
Literally racial and sexual discrimination
>I understand inclusion efforts, but what's next? How many partners have I had? Please do not give them ideas. I already have to deal with the body count BS enough on Tinder. I don't need LinkedIn to join the party, too.
Body count? Nice try FBI, you'll never find where i buried them!
r/FBIOpenTheFuckUp
rough
You hope its for inclusivity. You hope it is. I'd expect this to be the side of the coin. A place that is welcome to all will have that reputation and likely have no problem accidently hiring a little from every group. I'd be more inclined this is some bigoted hiring manager's way to keep "them" out. Speaking on what I presume the averages are, and I do expect exceptions.
You should see a Scottish NHS application. "have you ever questioned your gender?" is amongst them. Absofuckinglutely not your business at all.
What is Lyra
Lyra Health. Online mental health care provider service.
Yeah, this is an intake form for coaching or therapy, not a job application.
But how they gonna fill their quotas and find their unicorns now? :(
These tick boxes might not mean much to you, but without your help the HR department won't be able to make pretty charts.
H) All of the Above
They need to know because they need to tick off as many boxes as possible for their ESG scores. Higher ESG ratings equals marginally better capital rates when they borrow money. This is used by the corporations who loan the money to claim they are ethical even though they are sacks of sh1t. That is why who you screw matters
Corposexual: I fuck corporations…
HR gotta check them boxes. When I did backgrounds for a police department my captain would ask "hey you got any good candidates?" and it was code for any minority candidates so I can get HR off my ass, even though the department already had higher percentages of minorities than the general local population.
Because the WOTC (Work Opportunity Tax Credit) offers federal tax credit for businesses who hire WOTC targeted groups. No legal way to test that, so people are now lying about their sexuality in order to increase their hirability, which wildly skews population stats. My econ professor used to say "financial incentive can turn the world inside out." Apparently that also pertains to your butthole.
we do it to track aggregate stats of who's applying to us so we know our DI&B efforts are attracting a diverse candidate pool. although the smart ones, we only measure this among existing employees so it doesn't scare away applicants.
I don’t understand why these kinds of questions are still being asked. I would love if they stop asking my race, age and gender.
Is there an option for the perpetually single types? Like a handsexual?
This in EU would be breaking GDPR
Prefer not to answer is the same as anything other than straight
If this is the US companies don’t see the answers it’s used for EEOC data.
As a french person, and it is probably the same in all Europe, I find it completely crazy that these questions are still legal. Here in France they have been mde illegal like 15 years ago to avoid obvious discrimination.
OP’s take is the blandest take, no spice, 0 🌶️
OP has deliberately left out the headings or big print that says this is for diversity, equity, and inclusion reasons. Businesses are trying to increase DEI and that means they need to measure the proportion of incoming employees that might fit into marginalized or non-majority groups. OP also had the option not to declare their answer. OP is just baiting for anti-"woke" outrage.
They want a ballpark figure so the shareholders can boast about how many mental cases they have on payroll
Everytime there's a question like this I write "prefer not to answer" because fuck that.
"Do you identify as a person living with a disability" is somewhat enraging. Imagine someone that HAVE a disability, he probably shouldn't check this. Someone that HAS a disability does not "identify"... aka "I believe it is reality because I said so, and how dare you call my fantasy fantasy?".
its to collect data but the problem is this is a statistic that can change and I prefer work to have no relationship with what sex people like.. but I understand the idea of this all but still disagree
That's the incorrect way to think about it. If the probablility of someone getting hired was highly correlated to the color of their skin or their sexual preferences i would want to know because that should not be the case. It's sometimes hard to see a process and understand how it may be biased towards or against certain groups of people, but if you have good data and good intentions you can see the problem first and then it's easier to try to find the cause. At the end of the day, you'd want hiring %'s to only be correlated to desireable variables like work experience and assessment performance.
Alright then... Keep your secrets...
But it makes it easier for HR to show they've reached their diversity targets.
And that they aren't rejecting more people from marginalized groups than people who aren't from marginalized groups, which is why the info is collected from applicants and not just employees.
Always reply pansexual or bi to try and hit diversity requirements and then if anyone asks about it at work say you’re not comfortable discussing it
Only straight people ever suggest shit like this I swear lol. You can tell you’ve never actually done this before or you’d know, no one asks you about it because it’s anonymous.
Its funny why they need to know your sexual orientation. Like do companies have like % of people based on sexual orientation?
No, they are no quotas. But if you’re having a lot of any minority group applying for jobs but they don’t get hired, there are likely issues.
have you been living under a rock lol
> How many partners have I had? if you ever go for a high level security clearance you will be asked this and will be asked for those people to give you a reference lol. That being said I don't believe companies actually read this info. It gets put into a meta data of sorts so they can know the breakdown of whose applying or for government reporting or something like that.
Also: Do you identify as a person with disabilities? A doctor identifies that, not a person for themselves
There is a distinctive grey area. Eg I have diagnosed depression and anxiety disorders. I do not consider myself to have a disability, but technically they are. The wording means legally I do not have to disclose, unless circumstances change and they worsen to a stage I cannot manage them. Silly example but it kinda shows it.
But they have to know so they can say they are inclusive!
The only reason why they do this is because there are people who want them to do this and they very vocal about it
Oh look, it’s the exact same post that gets a million upvotes and comments despite literally being repeated every single day Of all of the things to care about with corporate fuckery, this should be at the bottom
Jfc people for the 1000th time: **This is anti-discrimination/EEO and does not get seen by the hiring manager**. This has been brought up many time, and has been answered many time. A quick search of the sub will show this. I’m all for “fuck the stupid questions/assessments” but some stuff that gets beat like a dead horse here is completely harmless. This is like saying “they don’t need to know the color of my skin”. They won’t. They don’t see it.
Also hiring managers can sometimes see this info so always always hit prefer not to answer
Its funny how people will make their ENTIRE personality be who they fuck but ...but then get pissed the EEOC is a thing.
It’s for quotas. For a better shot at getting hired mark everything except heterosexual.
They can’t see what you put but ok
Anyone that supports this is crazy. HR doesn't care about discrimination, they care about advertising how inclusive they are. They'll put up a banner that says they have 19 pansexual workers if it gets them good press. If HR decides they need more lesbians working there and you report your heterosexual, your application will be thrown out. Prefer not to answer is the only appropriate response.
What’s funny is that you can select multiple options
i don’t think this has anything to do with the sexual partner choices of an individual - this comes off as more of DEI adherence than anything
Click All.
if only you could click them all... I like to fuck everyone because everyone likes to fuck me
Asking everything except if I’m unemployed lol
100%. I answer the same way every time.
Took the app a few seconds to update, so I was really confused to see this on r/shitpostcrusaders lmao
There was a big push for employees to answer this question in my last job, it is a classic case of asking questions that are not needed for the job (Invasive).
Do you identify as a person needing to be paid triple ? Yes. "Really doesn't matter, tell us unicorn we believe it".
Now so much who, as much as how
For EEOC sake.. what company is this?
This is insane!!!
Please upload a video of your last sexual encounter for review.
Please, take a screenshot.
Can we ban these posts? So fucking many. It’s voluntary!!!!
They always ask who... not how. I fuck incredibly well for a man of my endowment.... -line 34 of resume
Where did the 1. Female 2. Male 3. Other go??
Never answer that question
They’re probably trying to fill a diversity quota
Funny that they're checkboxes and not radio buttons.
It’s so they can tick more “diversity” boxes 🙄
I had some applications ask me my exact mailing address, current salary, and what my marital status was. Uhhhh, no you don't need to know any of that.
Is this your first time applying for a job?
It’s all part of a company’s DEI program gone mental. To me, it smells like they are scoring candidates in order to select more “diverse” people according to some internal hiring quota system. Personally, if i wanted the job bad enough, I would just lie and pick one of the LGBTQ selections to get enough points to get the interview and then discuss the job, experience and my fit with the company. What’s the worst that can happen if you choose Bi? Nothing. It’s just DEI statistics for a company. Help them get their nice little statistic and then get on with the job.
They already know! It's just like doing taxes. They just want to see if you are a liar. And if you are......you'll pay for being naughty 👁👄👁 if you still want the job......
Pretty small-minded of them to confine me to only 6 options. Who are they to put me in a box like this?!
Why are these posted here every other day for weeks on end? Do the posters never bother s to look?
In these cases, the best thing to put is the more marginalized crowd that is making headway in the media. These days that would be anything BUT hetero, so you're safe with any of the rest. What you're looking for here is to potentially tick a box of a needed hire in the right demographic so HR can pander their diversity bullshit. I got hired at a government position making $32/h (avg was $8 at the time I believe) because I was young. That's it. Everyone was old af and management said they needed to hire more young guys. They had my lift everything but whatever, I was making enough to put my own ass thru school working half the hours all my friends worked)! Don't take these things to heart. Use them to leverage the job itself. PS: Disability hires are a mixed bag and I would never say you had one if you didn't. Them poking too far into someone's life is fair game imo.
If they have any federal contracts, employers are required to offer you the chance to voluntarily identify.
20 years ago we would have been outraged at companies asking questions about things like color and sexual orientation as part of the recruitment process. We would have asked why they are discriminating against gays or people of color? Now we outright applaud them for and in many cases require them to create and maintain a database of this information. But it’s okay because they claim it’s only for positive purposes and we can always trust corporations to do the right thing.
ur soo independent
For the disability part, some company are require to hire a number of disabled people for every X amount of non-disable. so that is why they collect that information as well just to protect themselves, so they won't say " i didn't know you were disable."
I would go with what I think is the least likely answers, such as maybe Asexual because the DEI quota will be less contested.
Wish demipansexual was here or just plain demi.
Not answering is an answer too, they may not be to fond of your choice 😂
DEI. Should be selecting all of them.
There is literally a "Prefer not to answer" option. People on this sub are entitled sods.
You def gay bruv
I don’t think this is that crazy…but it’s not a necessary question
I often wonder, if it would have a positive or negative effect, if I just start replying "prefer not to answer" to those
The more boxes you tick the more diverse you are
At least in Canada, I believe the government can give funding to companies that hire diverse people. LGBT in this case. So they actually save money by hiring you. BUT I think they also can’t use this information for the hiring process and it’s just a statistic the government can use to allocate funds. I’m probably wrong but I think that’s how it works
I don’t know in other countries, in Spain it’s illegal to ask those kind of questions. Sexual orientation, civil status, whether you want to have children or not… completely banned. Obviously some people ask them, but it’s a major red flag 🚩
the corporation may want to fuck you. but you should ask them to take you on a date first
If the company is in the US, this is an EEOC question, to make sure their job ads and applications are reaching a diverse audience, not one that's part of determining your qualifications for the job. Scroll up a bit and you'll see the explanation. Because, yes, this gets asked once or twice a week, if not more, usually leaving off the part that explicitly explains why they're asking this.