EEO-1 Reporting Expected to Begin in Mid-July: What to Expect?

Alexis Switzer – DBL Law - EEO-1 Reporting

The Equal Employment Opportunity Commission (EEOC) recently confirmed that EEO-1 reporting for 2022 data is scheduled to begin in mid-July.  

The EEO-1 Component 1 report is a mandatory annual data collection that requires all private sector employers with 100 or more employees, and federal contractors with 50 or more employees meeting certain criteria, to submit demographic workforce data, including data relating to job categories sorted by race, ethnicity, and gender.  The filing of the EEO-1 report by eligible employers is required under Title VII of the Civil Rights Act of 1964.

The EEO-1 report is used to review employment practices, support enforcement actions, and facilitate research on employment patterns.  While it is mandatory, it enables employers to self-audit.  Along with providing the required information to the EEOC, the snapshot of the employee demographic will enable employers to see how diverse their organization is and take steps to address any inequities.  Ensuring you provide a diverse and inclusive workplace helps an employer’s business tap into diversity of thought and is an integral part of a broader Diversity, Equity and Inclusion (DE&I) strategy, should the employer choose to use the data for its own DE&I programs. 

Data in the EEO-1 report relates to job categories sorted by race, ethnicity, and gender.  It does not include pay data.  The job categories include the following:

  • Executive/senior level managers
  • First/mid-level managers
  • Professionals
  • Technicians
  • Sales workers
  • Administrative support workers
  • Craft workers
  • Operatives
  • Laborers and helpers
  • Service workers

The categories for race are white, Black or African American, Native Hawaiian or other Pacific Islander, Asian, American Indian or Alaska Native, or two or more races.  Additionally, Hispanic or Latino is categorized as an ethnicity, not a race, on the form.  If employees do not self-identify, the EEOC advises employers to use other employment-related documents or even a visual identification to identify the race/ethnicity of an employee.  The EEOC has yet to issue instructions regarding reporting requirements for individuals who identify as transgender or nonbinary. Updates regarding the 2022 EEO-1 Component 1 data collection will be posted here.