Why is the Gender Report the only diversity report offered?

Candidate self-reports are the gold-standard for identity data. After all, self-reports reflect how the candidate sees themselves. However, collection of candidate identity data in ATSs can be limited in a variety of ways that make it difficult to trust the data.

When too few candidates in your applicant tracking system (ATS) have demographic data associated with them, this can lead to a significant blindspot when trying to report on the demographic data of a whole group. If you only have demographic data from 40% of your candidate pool, you can not generalize trends, as you don't know how a large portion of your pool identifies and it would be dangerous to make assumptions or take actions based on only 40% candidate data.

While we recognize that our gender inference model only provides a binary look at gender, but it does allow us to have reasonable predictions of the whole candidate pool, not just the 50% that chose to disclose their gender using your demographic surveys. 

Unfortunately, modeling other measures of diversity (ethnicity, veteran status, disability status, etc.) is not as reliable and using sparse candidate self-reports can lead to incomplete reporting, so we do not currently offer reporting on them.