Tag: statistics

2019 2020 EEO-1 Component 1 Report

2019 and 2020 EEO-1 Component 1 Reports Due

On April 26, 2021, the U.S. Equal Employment Opportunity Commission launched its annual EEO-1 data collection process. The COVID-19 pandemic delayed EEO-1 filing last year. As a result, covered employers now must file both their 2019 and 2020 EEO-1 Component 1 Reports by July 19, 2021.

What Is the EEO-1 Component 1 Report?

U.S. employers with at least 100 employees and some smaller companies with federal government contracts must file demographic data each year. The EEO-1 Component 1 Report identifies the number of employees by job categories and demographic characteristics.

The EEO-1 job categories are:

  • Executive/Senior Level Officials and Managers
  • First/Mid-Level Officials and Managers
  • Professionals
  • Technicians
  • Sales Workers
  • Administrative Support Workers
  • Craft Workers
  • Operatives
  • Laborers and Helpers
  • Service Workers

Within these job categories, employers must provide the number of employees based on sex and race/ethnicity from among these options:

  • Hispanic or Latino
  • White
  • Black or African American
  • Native Hawaiian or Pacific Islander
  • Asian
  • Native American or Alaska Native
  • Two or more races

EEO-1 Component 2 Pay Data Collection

In February 2016, the EEOC modified the Form EEO-1 to include wage and hours data beginning March 31, 2018. Following litigation, the EEOC retroactively collected this “Component 2” data for the years 2017 and 2018. The EEOC anticipates completing an analysis of that data by the end of 2021. It remains to be seen whether, or at least when and how, the EEOC will pursue collection of compensation data again in the future.

Filing FAQs

The unusual year resulting from the coronavirus pandemic has raised some new concerns among EEO-1 filers.

How do we account for employees working at home?

Remote workers must be included on the EEO-1 Component 1 Report for the business location to which they report. The employees’ home address should not be reported as a company location.

What if we only qualified for either 2019 or 2020 filing?

Employers should only file for the year(s) in which they had enough employees and otherwise qualified. According to the EEOC, companies who need to file both 2019 and 2020 EEO-1 Component 1 Reports must file the 2019 report first and then the 2020 report.

Companies that merged, spun off, or dissolved during the timeframe might need to file as separate entities for the two years.

 

Click here to go to the EEOC’s Data Collection portal.

 

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2019 Sexual Harassment EEOC Charge Statistics

2019 Sexual Harassment Charges Down at EEOC

On January 24, 2020, the U.S. Equal Employment Opportunity Commission disclosed its 2019 sexual harassment statistics. After a significant increase in sexual harassment charges in FY 2018, the EEOC reports a 1.2% decrease last year. Despite the year-over-year drop, 2019 still had the second-highest number of sexual harassment charges since 2012.

2018 Sexual Harassment Statistics

In Fiscal Year 2018, the EEOC received a total of 7,609 charges alleging harassment of a sexual nature. That represented more than a 13% increase in sexual harassment charges versus FY 2017. It was the first time the number of sexual harassment charges filed with the EEOC had increased in more than a decade.

FY 2019 EEOC Data

For the fiscal year ending September 30, 2019, the EEOC received 7,514 sexual harassment charges. This number represents 10.3% of all charges the agency received between October 2018 and September 2019.

The full break down of cases by nature of allegation follows:

  • Retaliation: 39,110 (53.8% of all charges filed)
  • Disability: 24,238 (33.4%)
  • Race: 23,976 (33.0%)
  • Sex: 23,532 (32.4%)
  • Age: 15,573 (21.4%)
  • National Origin: 7,009 (9.6%)
  • Color: 3,415 (4.7%)
  • Religion: 2,725 (3.7%)
  • Equal Pay Act: 1,117 (1.5%)
  • Genetic Information: 209 (0.3%)

(Total exceeds 100% because some charges allege multiple bases.)

Big Picture

It’s hard to tell whether the 2019 sexual harassment data indicate that the 2018 spike was an aberration. Another increase last year would not have been surprising, but a 1% drop after a 13% increase doesn’t suggest that sexual harassment is no longer a concern in U.S. workplaces. There were still many more sexual harassment charges filed with the EEOC in FY 2019 than in the five years preceding the launch of the #MeToo movement.

EEOC Sexual Harassment Charges

2019 Sexual Harassment Charges EEOC Chart
Fiscal Year Data as Reported by U.S. Equal Employment Opportunity Commission

Full EEOC charge-filing statistics are available here.

State-Level Claims

Many states have their own employment discrimination statutes and state agencies who process sexual harassment complaints. Many of these state (and some local) agencies have worksharing agreements with the EEOC. Such agencies, known as Fair Employment Practices Agencies (FEPAs), typically cross-file complaints with the EEOC.

The EEOC reports annual data on total sexual harassment charges, including those filed directly with FEPAs. However, this data may not encompass all state and local sexual harassment complaints. Some cases do not get timely registered with the EEOC or may be encoded differently at the state and federal level, for example.

The EEOC reports a total of 11,283 sexual harassment charges in FY 2019, combining cases filed with the EEOC directly and those reported from FEPAs. Or only a half-of-a-percent decrease from FY 2018.

EEOC & FEPA Sexual Harassment Charges

2019 Sexual Harassment Charges FEPA
Fiscal Year Data as Reported by U.S. Equal Employment Opportunity Commission

An Ongoing Concern

With or without these statistics, it’s clear that workplace sexual harassment remains a problem and an area of focus for regulators. Many states are reviewing their sexual harassment laws and requirements regarding initiatives like policies and training. New York, for example, dramatically relaxed the burden of proof on employees in all workplace harassment cases through 2019 legislation (after imposing mandatory annual sexual harassment training for all employees the year before). The EEOC reports a 5.3% increase in sexual harassment complaints in New York in FY 2019 (including FEPA data).

No one wants their business to become part of these statistics. However, policies and training sessions can be only part of the solution. Employers must respond promptly and thoroughly to all allegations of harassment in the workplace. This includes addressing problematic behavior that has not reached the level of a formal complaint. Waiting to see if a situation gets is destined to be a failed strategy.