This Knowledge Article explain what is EEOC Data Collection in SuccessFactors Recruiting Module.
Reproducing the Issue
It is up to clients to have their instance configured to EEOC specifications, according to the interpretation of the client’s HR attorneys.
Consultants may point the client to the EEOC website for further information:
There are standard fields recommended for use in the Application for data collection.
Field id ethnicity should be used for the applicant to specify whether or not they identify as Hispanic or Latino. This field must be defined as a picklist and the client can specify the values they wish to provide in the drop down.
Field id race should be used for the applicant to specify their racial identification. This field must be defined as a picklist and the client can specify the values they wish to provide in the drop down.
Field id gender should be used for the applicant to specify their gender identification. Although gender is defined as a picklist, it will appear as radio buttons and it will not respect any picklist value changes (that is, it is not possible to add options to this field.) Since it is not possible to add a "do not wish to disclose" option this field should be left unrequired so the applicant can leave the field set as "Not Selected" if desired.
Certain clients, especially those who are federal contractors, may wish to configure additional data collection around veteran and disability status information for the Department of Labor VETS100 report.
Field id veteranStatus can be used for the applicant to specify their veteran status. This can be configured in the client environment as a picklist, where the client can specify their desired picklist values.
Field id disabilityStatus can be used for the applicant to specify their disability status. This can be configured in the client environment as a picklist, where the client can specify their desired picklist values.
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EEOC , KBA , LOD-SF-RCM , Recruiting Management , Problem