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POLICY BRIEF AUGUST 2016Racial Profiling in Hiring: A Critique of New Ban the Box Studies By Maurice Expelled and Beth Avery Two recent studies claim that ban the box policies enacted around the country

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How to fill out racial profiling in hiring

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Step 1: Start by gathering information about the applicants' race or ethnic background.

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Step 2: Create a system or form to document and track the race or ethnicity of each applicant.

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Step 3: Make sure that the collection of this information is legal and compliant with local laws and regulations.

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Step 4: Train hiring managers and recruiters on how to collect and use this information appropriately.

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Step 5: Use the collected data for diversity reporting and analysis purposes.

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Step 6: Regularly review and update your racial profiling practices to ensure fairness and compliance with changing laws and regulations.

Who needs racial profiling in hiring?

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Organizations that aim to measure and track the diversity of their workforce.

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Government agencies or industries that are required by law to report on their diversity statistics.

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Companies that have faced accusations of discriminatory hiring practices in the past and want to demonstrate their commitment to diversity and inclusion.

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Businesses operating in regions with specific diversity goals or requirements set by local authorities.

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What is racial profiling in hiring?

Racial profiling in hiring is the practice of considering a person's race or ethnicity as a factor in employment decisions.

Who is required to file racial profiling in hiring?

Employers are required to file racial profiling reports in hiring.

How to fill out racial profiling in hiring?

Employers must collect and report data on the race and ethnicity of job applicants and new hires.

What is the purpose of racial profiling in hiring?

The purpose of racial profiling in hiring is to track and prevent discrimination in the hiring process.

What information must be reported on racial profiling in hiring?

Employers must report data on the race and ethnicity of job applicants, as well as information on new hires.

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