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Feds delay EEO-1 Component 1 data collection to fall 2023



Dive Brief:

  • Employers will have more time to submit 2022 EEO-1 Component 1 reports, courtesy of a June 29 announcement from the U.S. Equal Employment Opportunity Commission.
  • After previously setting a tentative time frame of mid-July for data collection, the agency said it would open data reporting in fall 2023.
  • EEOC said the delay is due to its completion of a federally-mandated renewal for EEO-1 Component 1 data collection by the White House Office of Management and Budget. Future updates related to 2022 Component 1 data collection will be posted to an agency webpage.

Dive Insight:

Add 2023 to the running list of years in which the deadline for EEO-1 Component 1 reporting has been delayed.

EEOC issued lengthy reporting delays in 2020 and 2021 due to COVID-19’s impact, followed by a more modest reporting delay — slightly more than one month from the original date — last year.

The June 29 announcement is “unexpected” but could lead to a “much busier” fall for those in charge of handling EEO-1 reporting despite giving employers more time to gather data, Ogletree Deakins attorneys wrote in a blog post.

EEOC collects Component 1 data from all private sector employers with 100 or more employees as well as certain federal contractors. The reports task employers with providing a snapshot of their workforces, segmented by categories such as gender, race and ethnicity. In recent years, EEOC has been criticized for not adding a nonbinary gender option to EEO-1 forms, an omission which some advocates say forces HR departments to misgender workers.

Employers are not required to report pay data as part of Component 1. Pay data collection as part of EEO-1 Component 2 remains on hold; EEOC last collected Component 2 in 2018 and has not renewed the collection since.

A 2022 report commissioned by EEOC and conducted by the National Academies of Sciences, Engineering and Medicine examined the agency’s 2018 pay data collection and determined the data “may be used effectively” to address pay discrimination, but the agency has not announced any future pay data reporting requirements.

Read the full article here