Record Number of Workforce Surveys Expected by EEOC
WASHINGTON -- The U.S. Equal Employment Opportunity Commission (EEOC) today urged the employer community to send in the annual EEO-1 Report to meet the fast approaching Sept. 30 deadline, as required by federal law. EEOC anticipates receiving a record number of EEO-1 Reports from employers nationwide in 2006.
The EEO-1 Report – formally known as the “Employer Information Report” – is a government survey requiring many employers to provide a count of their employees by job category and then by ethnicity, race and gender. The EEO-1 Report must be filed by employers with federal government contracts of $50,000 or more and 50 or more employees; and employers who do not have a federal government contract but have 100 or more employees. The report must use employment numbers from any pay period in July through September of that year.
Employers who meet the criteria listed above and have not received the EEO-1 packet should immediately contact the EEO-1 Joint Reporting Committee Toll Free at (866) 286-6440, or by e-mail at firstname.lastname@example.org. General information about the EEO-1 Report can be found at the EEOC’s web site at . After being processed, aggregate EEO-1 data are made available on the EEOC’s web site, in addition to being compiled in an annual public report.
“The EEO-1 survey provides valuable employment data by race, ethnicity, gender and job categories,” said Deidre Flippen, Director of the EEOC’s Office of Research, Information and Planning. “In addition to helping the EEOC enforce Title VII of the 1964 Civil Rights Act, the EEO-1 Report is utilized by researchers, private attorneys, and employer human resource staff. We encourage employers to do everything possible to meet the September 30 deadline for submission of the EEO-1 Report.”
This year’s mailing also includes information about the new 2007 EEO-1 form, instruction booklet, and job classification guide in order to familiarize employers with two new provisions in next year’s survey: the addition of new racial categories, and the addition of two job groups for officials and managers. The information about the 2007 report contained in the mailing is for informational purposes only.
The EEOC is responsible for enforcing the nation’s laws prohibiting employment discrimination based on race, color, gender (including sexual harassment and pregnancy), religion, national origin, age, disability and retaliation. Further information about the EEOC is available on its web site at www.eeoc.gov.