EEO-1 Report

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What is the eeo-1 report?

EEO-1 reporting is a mandatory annual data collection process that requires certain employers to submit information about their workforce. Employers with 100 or more employees and federal contractors with 50 or more employees and a contract of $50,000 or more are required to complete the EEO-1 Component 1 report (Standard Form 100) which includes information on workforce demographics such as race, ethnicity, sex, and job categories. The goal of the EEO-1 report is to help the Equal Employment Opportunity Commission (EEOC) and other enforcement agencies identify patterns of employment discrimination.

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What is the purpose of the eeo-1 report?

The EEO-1 report is a mandatory survey required by the U.S. Equal Employment Opportunity Commission (EEOC) to gather demographic information about an employer’s workforce in terms of race and gender. The EEOC keeps the data submitted in the report confidential, unless the employer voluntarily chooses to disclose it. The report’s main goal is to aid the EEOC and other enforcement agencies in identifying patterns of employment discrimination.

What is the importance of eeo-1 reporting?

There are several reasons why EEO-1 reporting is important for organizations to prioritize, including: HBR’s diversity reporting and EEO research SHRM’s EEO-1 compliance guidance

  1. Legal requirement: Completing the EEO-1 report is mandated by law for employers that fall under its jurisdiction.
  2. Self-audit: The report provides a snapshot of an organization’s employee demographic, which can be used to identify diversity issues and take steps to address them.
  3. Promote diversity and inclusion: Ensuring a diverse and inclusive workplace is an important aspect of an organization’s overall strategy and EEO-1 reporting helps organizations to measure and promote diversity.
  4. Build a picture of diversity and opportunity across U.S. employers: EEO-1 reporting helps to provide a nuanced and contextual understanding of diversity and opportunity in the workplace, including issues like the lavender ceiling and pay equity.

Accurate EEO-1 reporting is an EEOC compliance requirement that also provides valuable data for internal diversity analysis. Using objective assessments and a structured hiring plan drives improvement, helping organizations attract and retain top talent.

Frequently asked questions

The EEO-1 Component 1 report is an annual workforce data survey required by the EEOC and OFCCP for private sector employers with 100 or more employees (and federal contractors with 50+ employees meeting contract thresholds). It collects data on employee counts by job category, race/ethnicity, and sex : used by the EEOC to identify employment discrimination patterns across industries and sectors.

Filing is required for: private employers with 100 or more employees; federal contractors with 50 or more employees AND a contract of $50,000 or more. Parent companies must include data from all subsidiaries. First-time filers (new companies reaching the threshold) must file in the survey year they first meet the criteria. Multi-establishment employers must file a consolidated report plus individual establishment reports.

The EEO-1 Component 1 collects: employee counts by 10 job categories (senior officials/managers, first/mid-level managers, professionals, technicians, sales workers, administrative support, craft workers, operatives, laborers/helpers, service workers), broken down by 7 race/ethnicity categories (Hispanic/Latino, White, Black/African American, Native Hawaiian/Pacific Islander, Asian, American Indian/Alaska Native, Two or More Races) and 2 sex categories.

EEO-1 Component 2 collected pay data by job category, sex, race, and ethnicity : it was required for the 2017 and 2018 reporting years following an Obama administration rule, but the Trump administration rescinded the requirement. As of 2024, only Component 1 (headcount data) is required. The Biden administration proposed reinstating pay data collection; organizations should monitor EEOC rulemaking for any reinstatement.

The survey window typically opens in the spring and closes in late June or July, with the EEOC annually announcing the specific filing deadline. The survey uses a workforce snapshot from a ‘workforce snapshot period’ : a pay period chosen by the employer from October 1 through December 31 of the prior year. Employers use headcount from their payroll records for that snapshot period.

The EEOC can compel EEO-1 filing through federal court action. While direct financial penalties for late filing are limited, non-filing can: trigger EEOC investigations, complicate federal contract renewals (for contractors), create legal exposure if employment discrimination litigation occurs (late filing suggests inadequate EEO compliance), and damage relationships with federal contracting agencies. OFCCP contractors face additional compliance review risk.