50 for 50: Five Decades of the Most Important Discrimination Law Developments - Number 29: The EEOC Requires Employers to File EEO-1 Reports


The EEOC is tasked not only with enforcement and adjudication of employment discrimination; it also has data-collecting requirements.  In some cases, that data-collecting is easy: the EEOC can easily count the number and type of discrimination and harassment charges it receives every year.  But, the EEOC has taken data-collecting a step further. 

Within a year of the EEOC’s establishment in 1965 to enforce Title VII, the Commission began requiring employers to report a count of their employees in basic job, gender, racial, and ethnic categories.  Private employers with at least 100 employees, or federal contractors with at least fifty employees, must submit this annual EEO-1 report to the government.  The reporting requirements have evolved over time to allow employees to identify as “two or more races” rather than just one, include more expansive racial and ethnic definitions, and provide further guidance to employers regarding job classifications.

The EEOC uses EEO-1 data to support its enforcement of Title VII and analyze employment patterns, such as the representation of female and minority workers within particular companies, industries, or regions.  After the first submission of EEO-1 reports in 1967, the EEOC sponsored public hearings regarding the stark lack of diversity in particular industries and regions.  The initial statistics showed that almost fifty percent of major corporations in New York did not employ a single African American or Spanish surnamed employee; ninety-nine percent of African American employees in North and South Carolina’s textile industry worked in the lowest paid positions, and overall women and minorities were underrepresented in jobs across the country.

While significant strides have been made since the 1960’s to employ a workforce that is diverse in its representation of all races and ethnicities, with male and female workers, employers can and should take advantage of the governmental EEO-1 reporting requirement to assess and improve diversity of their own personnel.  The EEOC often reviews EEO-1 reports when investigating discrimination charges.  Although the reports are confidential, they may be discoverable in litigation and used by plaintiffs to support, or hopefully by employers to defend against discrimination claims.


Written by:

Published In:

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Hirschfeld Kraemer LLP | Attorney Advertising

Don't miss a thing! Build a custom news brief:

Read fresh new writing on compliance, cybersecurity, Dodd-Frank, whistleblowers, social media, hiring & firing, patent reform, the NLRB, Obamacare, the SEC…

…or whatever matters the most to you. Follow authors, firms, and topics on JD Supra.

Create your news brief now - it's free and easy »

All the intelligence you need, in one easy email:

Great! Your first step to building an email digest of JD Supra authors and topics. Log in with LinkedIn so we can start sending your digest...

Sign up for your custom alerts now, using LinkedIn ›

* With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name.