As part of the Equal Employment Opportunity Commission's (EEOC) year-long 50th anniversary celebration, the agency has released American Experiences versus American Expectations, a report that illustrates the significant changes to the demographics of the American workforce since EEOC opened its doors in 1965. The report, which also highlights continuing challenges in our workforce demographics, uses EEO-1 data to track employment participation from 1966 to 2013 for several demographic groups, including Asian-Americans.
Beginning in 1966, all employers with 100 or more employees (lower thresholds apply to federal contractors) have been required by law to file an Employer Information Report EEO-1 with EEOC. In fiscal year 2013, the most recent year for which data is available, approximately 70,000 employers filed reports indicating the composition of their workforce by sex, race/ethnicity, and major job categories. (For more information about the EEO-1 and job categories, please see http://www.eeoc.gov/employers/eeo1survey/index.cfm.)
American Experiences versus American Expectations reveals several noteworthy trends concerning Asian-American experiences in the workforce:
By comparison, between 1966 and 2013, Asian-American participation rates in the workforce increased from 0.5 percent to 5.5 percent (2013 EEO-1 Indicators report). In 2013, the United States' 20.8 million Asian-Americans (including Native Hawaiians and Pacific Islanders) made up roughly 7 percent of the population. They represented 30 countries and spoke more than 100 different languages.
EEOC is responsible for enforcing, among other laws, Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on race and national origin in any aspect of employment. In FY 2014, race and national origin discrimination comprised 45 percent of the charges filed with EEOC under all the statutes the agency enforces. Of these race or national origin charges, Asian-Americans filed 1,213. The issues most frequently alleged in these charges were discharge, harassment, and terms and conditions of employment.
EEOC is proud to be an active participant in the White House Initiative on Asian-Americans and Pacific Islanders (AAPI). The Initiative works to improve the quality of life and opportunities for Asian Americans and Pacific Islanders by facilitating increased access to and participation in federal programs where they remain underserved.
Through its 53 offices nationwide, EEOC works to stop and remedy racial and national origin barriers to equal employment opportunity such as hiring discrimination and harassment. During FY 2014, EEOC staff resolved 40,197 charges of employment discrimination based on race and national origin and recovered over $106 million for individuals along with substantial changes to employer policies to remedy violations and prevent future discrimination-without litigation. When litigation has been necessary, EEOC has filed 20 lawsuits since 2003 alleging discrimination involving Asian-American communities. The alleged discrimination included trafficking, harassment, and derogatory comments.
Among noteworthy EEOC resolutions on behalf of Asian-Americans:
In FY 2014, EEOC reached more than 11,700 Asian-Americans through 240 events across the county tailored toward their communities, including Chinese, Burmese, Vietnamese, Cambodian, Micronesian, Korean, and Hmong. Additionally, EEOC provides outreach and education materials in multiple languages and has bilingual staff and interpreter services available to assist throughout our process.
For more information about race and national origin discrimination, please visit our website: www.eeoc.gov.