Candidates can now voluntarily provide selected diversity information during the application process through new self-identification forms added to the Folks HR applicant tracking system. Employers can configure the information requested through their career pages while keeping the collection process within the recruitment workflow.
The feature gives recruiters a structured method for collecting information related to diversity, equity, and inclusion during hiring. For global organizations, Diversity Inclusion tools can support more consistent workforce data collection across recruitment processes.
Candidates can provide information covering categories such as veteran status, minority status, gender, and disability. Organizations can determine which questions appear and which require responses, allowing employers to configure the form according to their recruitment requirements.
Diversity Inclusion Data Connects With Recruitment Workflows
Organizations can select which questions appear to applicants and determine 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 and examine participation patterns across hiring activities.
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, add an introductory message, and select the questions presented to applicants.
Access permissions can also determine which users are able to view, edit, or delete responses. These controls are particularly relevant when organizations handle sensitive candidate information and need to limit access to appropriate users.
The development gives HR teams another tool for examining representation during recruitment. However, self-identification information requires appropriate consent, privacy controls, and careful handling. Organizations must also consider applicable local data protection requirements when collecting sensitive personal information.
Diversity Inclusion Reporting Supports Workforce Analysis
The feature does not automatically create diverse hiring outcomes or remove potential recruitment barriers. Instead, it provides structured information that can support measurement and workforce planning.
For Diversity Inclusion programs, more structured data can help identify participation patterns and areas that may require further review. The release reflects broader efforts to embed inclusion capabilities directly within HR technology rather than relying entirely on separate data collection processes.
Integrated data collection can reduce manual work and support more consistent reporting across recruitment teams. For multinational employers, configurable criteria can also help accommodate different organizational and regional requirements.
HR leaders may use these insights alongside hiring, promotion, retention, and engagement measures when reviewing broader workforce patterns. The value of the information will depend on responsible collection, accurate analysis, and appropriate use of candidate data.
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.
Reported information should still be interpreted carefully because participation can vary by role, location, and other factors. Clear communication can help candidates understand why information is requested and how their responses are handled.
Diversity Inclusion technology is therefore becoming part of wider data-driven workforce management strategies, providing organizations with structured information that can support recruitment analysis while requiring responsible data governance.
