There are legal and practical considerations for U.S. employers collecting demographic data from employees and job
applicants amid evolving federal and state policies. While collecting such information remains lawful and, in some
cases, required for compliance, employers should ensure participation is voluntary, clearly explain the purpose, protect
confidentiality, and separate demographic data from hiring decisions. Careful governance, transparency, and secure
data management help reduce discrimination risks while supporting equal employment opportunity and workforce
analytics.

Read More Here.