This is what that demographic survey at the end of job applications is for. It can reveal changes in hiring trends, especially in the demographics of who doesn't get hired. I don't know how well it works in practice.
Those are for persuading people who do see you as a statistic. You can unilaterally disarm if you like, but they're going to keep discriminating until they see data that proves they're discriminating. Far too few people are persuaded by other means.
I also do this. But given the context of this post ("AI" models filtering resumes prior to ever getting in front of a human), maybe "decline to answer" comes with a hidden negative score adjustment that can't be (legally) challenged.
I think the Americans with Disabilities Act (ADA) requires notification. (i.e. I need to talk to HR/boss/whoever about any limitations and reasonable accommodations.) If I am correct, not-answering the question "Do you require accommodations according to the ADA? []yes []no []prefer not to answer" can legally come with a penalty, and the linked DoJ reasoning wouldn't stop it.
"Employers should have a process in place to provide reasonable accommodations when using algorithmic decision-making tools;"
"Without proper safeguards, workers with disabilities may be “screened out” from consideration in a job or promotion even if they can do the job with or without a reasonable accommodation; and"
"If the use of AI or algorithms results in applicants or employees having to provide information about disabilities or medical conditions, it may result in prohibited disability-related inquiries or medical exams."
This makes it sound like the employer needs to ensure their AI is allowing for reasonable accommodations. If an AI can assume reasonable accommodations then what benefit would they ever have to assume not supplying the reasonable accommodations that they are legally required to?
I’m trying to but my employer has said they will use “observer-identified” info to fill it in for me. I find it ridiculous that I can’t object to having someone guess my race and report that to the government.
>> "Completion of this form is voluntary. No individual personnel selections are made based on this information. There will be no impact on your application if you choose not to answer any of these questions"
Your employer shouldn't even be able to know whether or not you filled it out.
My experience is the reporting on current employees, which I guess is not voluntary. It's not very clear though:
"Self-identification is the preferred method of identifying race/ethnicity information
necessary for the EEO-1 Component 1 Report. Employers are required to attempt to
allow employees to use self-identification to complete the EEO-1 Component 1 Report.
However, if employees decline to self-identify their race/ethnicity, employment records
or observer identification may be used. Where records are maintained, it is
recommended that they be kept separately from the employee’s basic personnel file or
other records available to those responsible for personnel decisions."
