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Data visualization: Equal Pay Charges

The following visuals reflect charges of employment discrimination and resolutions for all equal pay charges, spanning from FY 2016 – FY 2020.

Total Charge Receipts Versus Equal Pay Receipts
FY 2016 - FY 2020

  FY 2016 FY 2017 FY 2018 FY 2019 FY 2020
Total Receipts 91,503 84,254 76,418 72,675 67,448
Equal Pay Act Receipts 1,075 996 1,066 1,117 980
Percent of Equal Pay Act Receipts 1.2% 1.2% 1.4% 1.5% 1.5%
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Equal Pay Receipts 2020

FY 2016 – FY 2020:

  • As a percentage of total charges, receipts that included a claim for equal pay increased.
  • Total receipts decreased by 26.3%.
  • Receipts that included a claim for equal pay decreased by 8.8%

Note: Equal Pay Act Charges includes concurrent charges with Title VII, ADEA, and ADA.

*Charge data includes all charges filed by individuals in the private sector and state and local government workplaces; it does not include discrimination complaints in the federal sector.

**For all definitions of terms please go to: https://www.eeoc.gov/enforcement/definitions-terms.

 

Total Monetary Benefits Versus Equal Pay Monetary Benefits
FY 2016 - FY 2020

  FY 2016 FY 2017 FY 2018 FY 2019 FY 2020
Total Monetary Benefits $348.00 $355.60 $353.90 $346.60 $333.2
Equal Pay Act Monetary Benefits (Millions)* $8.1 $9.3 $10.5 $20.7 $10.7
Percent of Equal Pay Act Monetary Benefits 2.3% 2.6% 3.0% 6.0% 3.2%
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Total Monetary Benefits Versus Equal Pay Monetary Benefits

FY 2016 – FY 2020:

  • As a percentage of total monetary benefits, monetary benefits for charges that included a claim for equal pay increased.
  • Total monetary benefits decreased by $14.8 million, a change of 4.3%.
  • Monetary benefits for charges that included a claim for equal pay increased by $2.6 million, a change of 32.1%.

Note: Equal Pay Act Charges includes concurrent charges with Title VII, ADEA, and ADA.

*Charge data includes all charges filed by individuals in the private sector and state and local government workplaces; it does not include discrimination complaints in the federal sector.

**For all definitions of terms please go to: https://www.eeoc.gov/enforcement/definitions-terms.

 

Total Resolutions Versus Equal Pay Resolutions
FY 2016 - FY 2020

  FY 2016 FY 2017 FY 2018 FY 2019 FY 2020
Total Resolutions 97,443 99,109 90,558 80,806 70,804
Equal Pay Act Resolutions 1,201 1,225 1,214 1,310 1,143
Percent of Equal Pay Act Resolutions 1.2% 1.2% 1.3% 1.6% 1.6%
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Total Resolutions Versus Equal Pay Resolutions

FY 2016 – FY 2020:

  • As a percentage of total resolutions, resolutions of charges that included a claim for equal pay increased.
  • Total resolutions decreased by 27.3%.
  • Resolutions of charges that included a claim for equal pay decreased by 4.8%.

Note: Equal Pay Act Charges includes concurrent charges with Title VII, ADEA, and ADA.

*Charge data includes all charges filed by individuals in the private sector and state and local government workplaces; it does not include discrimination complaints in the federal sector.

**Resolutions - All charges closed in the administrative process, comprised of charges with no cause findings, administrative closures, and merit resolutions.

***For all definitions of terms please go to: https://www.eeoc.gov/enforcement/definitions-terms.

 

Resolutions -  Equal Pay
FY 2016 - FY 2020

Image
Resolutions -  Equal Pay
  FY 2016 FY 2017 FY 2018 FY 2019 FY 2020
No Reasonable Cause 64.3% 65.1% 62.3% 60.3% 61.4%
Administrative Closures 16.8% 16.2% 16.6% 19.9% 17.1%
Merit Resolutions 18.9% 18.7% 21.2% 19.8% 21.5%
  • Resolutions - All charges closed in the administrative process, comprised of charges with no cause findings, administrative closures, and merit resolutions.
  • No Reasonable Cause – EEOC’s determination not to proceed further with its investigation. This determination does not certify that the respondent is in compliance with the statutes EEOC enforces. In issuing this determination, the EEOC makes no decision about the merits of claims alleged in the charge or of any other issues that could be construed as having been raised by the charge. The charging party may exercise the right to bring a private court action.
  • Administrative Closures - Charge closed for administrative reasons without a determination based on the merits, which include: lack of jurisdiction due to untimeliness, insufficient number of employees, or lack of employment relationship; charging party requests withdrawal without receiving benefits; or charging party requests the notice of right to sue.
  • Merit Resolutions - Charge resolved with an outcome favorable to charging party or charge with meritorious allegations. These are comprised of negotiated settlements, withdrawals with benefits, successful conciliations, and unsuccessful conciliations.

Note: Equal Pay Act Charges includes concurrent charges with Title VII, ADEA, and ADA.

*Charge data includes all charges filed by individuals in the private sector and state and local government workplaces; it does not include discrimination complaints in the federal sector.

**For all definitions of terms please go to: https://www.eeoc.gov/enforcement/definitions-terms.

 

Merit Resolutions - Equal Pay
FY 2016 - FY 2020

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Merit Resolutions - Equal Pay
  FY 2016 FY 2017 FY 2018 FY 2019 FY 2020
Settlements 36.1% 37.6% 34.6% 34.4% 36.2%
Withdrawals w/Benefits 38.8% 34.9% 40.9% 42.5% 43.1%
Unsuccessful Conciliations 13.2% 17.0% 12.1% 10.8% 10.2%
Successful Conciliations 11.9% 10.5% 12.5% 12.4% 10.6%
  • Settlements - Charge settled during investigation with benefits to charging party.
  • Withdrawals w/Benefits - Charge is withdrawn, at the request of charging party, who will receive benefits through a separate agreement with the employer.
  • Successful Conciliations - Charge with reasonable cause determination closed after resolution of the charge through voluntary efforts, whereby EEOC is a party to the agreement.
  • Unsuccessful Conciliations - Charge with reasonable cause determination closed after failure to resolve the charge through voluntary efforts. Because "reasonable cause" has been found, this resolution is considered a merit resolution.

Note: Equal Pay Act Charges includes concurrent charges with Title VII, ADEA, and ADA.

*Charge data includes all charges filed by individuals in the private sector and state and local government workplaces; it does not include discrimination complaints in the federal sector.

**For all definitions of terms please go to: https://www.eeoc.gov/enforcement/definitions-terms.