Candidate Legislative and Diversity Information

Your organization can collect legislative and diversity information from both external and internal candidates when they apply for jobs. This helps your organization to collect data as per regulatory guidelines and reporting in each country where you hire candidates. It also helps you to monitor and improve your efforts to build a diverse workforce.

Your administrator configures which of the desired legislative, diversity, and disability fields are displayed to candidates in each of the countries where hiring is done. Each of these fields can be displayed as optional or required when candidates apply to jobs. Each country can have its own list of possible answers for these fields. Depending on which blocks have been configured into each external job application flow, you can collect the following types of information from candidate job applications:

• Diversity block can display the standard fields Date of Birth, Ethnicity, Gender, Marital Status, Religion. Also it can include any flexfields delivered by Oracle for each country's legislative requirements (PER_PERSON_LEGISLATIVE_DATA_LEG_DDF) and also any customer-defined legislative flexfields (PER_PERSON_LEGISLATIVE_DFF).

• Disability block can show any standard disability-related fields configured for job requisitions in any country. For requisitions in the United States, it shows the US disability form CC-305.

• Veteran block can show the US field Veteran Status for job requisitions located in the United States. For requisitions that are posted only in other countries, this block won't be shown.

When the configuration is done, you can create a requisition that gathers legislative and diversity information by selecting one of these job application flows. Depending on the primary posting location and any alternate posting locations of the requisition, if these are in any countries that are configured to show these fields, then the candidates will see these questions when they apply to the requisition.

External candidates can provide information in these fields, which is stored for compliance purposes for each job application. Each time they apply to a job, these fields will be blank, not prefilled with their previous answers, to preserve privacy and give them another opportunity to provide their current responses. This new information provided by external candidates becomes available in the appropriate places in the HR file, as soon as the candidate is hired as a worker.

Internal candidates aren't asked to provide this information when they apply for the same job requisitions. However their current diversity data from their HR file now gets stored in their job applications to support reporting on both internal and external candidates to the same requisition.

The legislative and diversity information provided by external and internal candidates isn't visible to the recruiting team. This private data can influence hiring decisions so it's never displayed as part of the job application, not even on the tab named Sensitive Info. It's available for reporting purposes.