Avoiding Use in Decision-Making

Demographic data collected for diversity monitoring should generally not be used directly in hiring decisions to avoid legal risks. Instead, it should be used in aggregate form to evaluate recruitment practices and improve diversity initiatives.

Demographic data collected for diversity monitoring should generally not be used directly in hiring decisions to avoid legal risks. Instead, it should be used in aggregate form to evaluate recruitment practices and improve diversity initiatives.

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What Are the Rules Around Collecting Demographic Data in Hiring?

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