Folks HR added new self-identification forms for Diversity, Equity, and Inclusion within its ATS on February 19, 2026.
The feature allows candidates to provide selected diversity information during the application process.
Employers can configure the criteria displayed through their career pages.
The release adds another structured way for recruiters to collect information during hiring.
For global organizations, Diversity Inclusion tools can support more consistent workforce data collection.
Candidates can voluntarily provide information covering categories such as veteran status, minority status, gender, and disability.
Organizations can choose which questions appear and which questions require responses.
The collected information becomes available within candidate profiles through a dedicated diversity and inclusion widget.
Recruiters can also export the information for analysis through business intelligence tools.
This gives Diversity Inclusion teams a way to connect applicant information with broader recruitment reporting.
The feature is integrated directly into the recruitment application process rather than requiring separate surveys.
Employers can activate the form through career page settings within the ATS.
They can add an introductory message and select the questions shown to applicants.
Access permissions can also determine which users can view, edit, or delete responses.
These controls are relevant when organizations handle sensitive employee or candidate information.
The development gives HR teams another tool for examining representation during recruitment.
However, self-identification data requires appropriate consent, privacy controls, and careful handling.
Organizations must also consider local data protection requirements when collecting sensitive personal information.
The feature does not automatically create diverse hiring outcomes or remove potential recruitment barriers.
Instead, it can provide structured information that supports measurement and workforce planning.
For Diversity Inclusion programs, better data can help identify participation patterns and areas requiring further review.
The February release reflects broader efforts to embed inclusion capabilities within HR technology.
Integrated data collection can reduce manual processes and support more consistent reporting across recruitment teams.
For multinational employers, configurable criteria can help accommodate different organizational and regional requirements.
HR leaders may also use these insights alongside hiring, promotion, retention, and engagement measures.
The value will depend on responsible collection, accurate analysis, and appropriate use of candidate information.
Such reporting can help teams compare applicant participation across roles and hiring stages.
It may also support internal reviews when organizations assess recruitment outreach and candidate experience.
Still, reported information should be interpreted carefully because participation can vary by role and location.
Clear communication can help candidates understand why information is requested and how responses are handled.
Diversity Inclusion technology is therefore becoming part of wider data-driven workforce management strategies.