How should I collect candidate demographic data?

Demographic data for bias audits should be collected through voluntary self-identification surveys, following EEO (Equal Employment Opportunity) guidelines:

1. candidates must not be required to disclose demographics
2. demographic data should be collected separately from application materials and not visible to hiring managers
3. follow EEOC race/ethnicity categories: Hispanic/Latino, White, Black/African American, Asian, Native Hawaiian/Pacific Islander, American Indian/Alaska Native, Two or More Races
4. ideally at the application stage so you have data for all pipeline stages
5. store demographic data securely and use it only for compliance analysis

Most major ATS platforms (Workday, Greenhouse, Lever) have built-in EEO data collection. If yours doesn't, you can add a voluntary survey as part of your application process.

Note: if voluntary disclosure rates are low, you may need alternative methods approved by your auditor, such as visual identification or surname analysis (with appropriate privacy safeguards).