Ashby supports the ability to collect Equal Employment Opportunity Commission (EEOC) surveys from applicants on jobs pages or at any stage of the hiring process.

Ashby supports the ability to collect an EEOC survey from applicants on jobs pages or at any stage of the hiring process. Users can configure rules for how and when to collect them from candidates. You can then analyze the results of these surveys to measure performance against your Diversity, Equity, and Inclusion (DEI) goals.

EEOC surveys can be configured on all plans:

Only Organization Admins can enabled and adjust the settings for EEOC surveys. Users with the permission stripes Can See Candidate Profiles and Can Email/Schedule Candidates can generate and send surveys.

You can set up EEOC surveys in Admin > Jobs & Applications > Surveys. Click the WWOC tab.

EEOC surveys can be collected in three different ways:

You can set up a filter to determine which job postings the survey is collected on.

If you enable the Collect alongside application on job postings? toggle, you can click the + Filter button to determine the criteria that must be met for the survey to be shown on specific job postings.

If you leave the filter blank, the EEOC form is collected on all postings.

You can directly request a survey by taking the following steps:

You can set up automation rules so that you don’t need to directly request surveys from candidates manually.

To set up automation for your EEOC survey:

The conditions of each rule are checked whenever a candidate changes stages. Ashby finds the first rule that matches, creates a survey, and schedules an email with a link to the survey.

You can report on the questions in an EEOC survey in our standard reports. EEOC surveys are their own reporting subject. For more on reporting subjects, check out the Ashby Subject & Field Definitions guide.

You can view any pending survey requests on the candidate profile under Current Activities. From here you can email the survey again or delete the request.



When a candidate follows the link in a survey request email, they are brought to a page where they can fill in the survey.

Candidate progress on candidate experience surveys, questionnaires, and EEOC surveys is automatically saved. If a candidate leaves a survey without submitting it, their answers will be saved when returning to continue the survey.

The conditions in survey delivery automation settings are evaluated during stage transition events. This means a candidate needs to move to the next stage or be archived for a survey to be sent.

Yes. By default, survey responses are anonymous.

You can, yes! To get started, switch on the Restrict editing DEI reports feature in Admin > Data Management > Reporting Permissions.

When the setting is enabled, users without access to edit or create DEI reports cannot choose DEI fields as Fields to Show or Group By fields. Saved reports containing those fields are still visible, but are not editable.

Once enabled, navigate to each user's profile on the Employees page. On the Permissions tab, you see the option to allow them to create and update DEI reports. Admins with the Can Create and Update DEI Reports permission can grant or revoke the permission for others.

The permission is automatically granted to the admin user who turns on the Restrict Editing DEI Reports setting.

If the Is your organization a government contractor? option is set to Yes, the survey asks for the same information.

If your organization would like to invite employees to voluntarily disclose whether they have a disability, we recommend including optional questions in a diversity survey. You can read more on configuring these at Diversity Surveys.

No, all questions are multiple choice with pre-populated answer options and cannot be edited.