Which two fields in applicant tracking systems should not be shared with hiring managers?

An applicant's age is also a protected characteristic under ADEA and should similarly be shielded from hiring managers, but it is not among the two EEO voluntary self-identification fields specifically referenced in applicant tracking system compliance guidance as the primary concern.

Applicants' voluntary self-identification of race and sex is collected under Title VII and EEO-1 reporting obligations for compliance tracking only. Sharing this data with hiring managers introduces the risk of discriminatory selection decisions and undermines the legal purpose of collecting it separately from the hiring workflow.

Desired compensation is business-relevant information that hiring managers generally need during the evaluation and offer process; it is not a protected-class data point collected for compliance reporting.

Self-identification of disability and veteran status is collected under Section 503 of the Rehabilitation Act and VEVRAA for affirmative action compliance. Exposing this information to hiring managers can lead to ADA or VEVRAA violations, as employment decisions must be made without knowledge of these protected characteristics.