How should a contractor obtain race/ethnicity information about its employees and applicants?

Contractors must collect information about the gender, race, and ethnicity of each employee, and, where possible, each applicant.

Self-identification is the most reliable method and preferred method for compiling information about a person's gender, race and ethnicity. Contractors are strongly encouraged to rely on employee self-identification to obtain this information. Visual observation is an acceptable method for identifying demographic data, although it may not be reliable in every instance, and it should be used only after an individual has declined to self-identify. Visual observation should never override an individual's self-identification.

A contractor's invitation to an employee or applicant to self-identify should indicate to individuals that supplying such information is voluntary. OFCCP would not hold a contractor responsible for applicant data when the applicant declines to self-identify and there are no other acceptable methods of obtaining this information.

Where individuals with disabilities are included in an affirmative action plan, they should also be identified by self identification, using a specific form issued by the OFCCP. Where protected veterans are included, they should be offered the opportunity to self-identify at both the pre- and post-offer stage.