The EEOC has announced it will begin collecting EEO data for calendar years 2019 and 2020 beginning April 26, 2021, through July 19, 2021. The EEO-1 is an annual survey that requires all private employers with 100 or more employees and federal government contractors or first-tier subcontractors with 50 or more employees and a federal contract, subcontract, or purchase order amounting to $50,000 or more to file the EEO-1 report.
Additional collection periods will begin in July for elementary and secondary schools, in August for local unions, and in October for state and local governments.
In 2016, the reporting of this data used to be required by September 30, however, that changed when a proposal for gathering pay data (Component 2) along with regular EEO-1 data (Component 1) was introduced. To smooth over that transition, the new deadline date was changed to March (and every March thereafter). However, lawsuits and delays ensued regarding the pay data reporting piece (Component 2). In the end, the pay data collection for 2017 and 2018 was submitted by employers, however it was quickly ended thereafter.
In light of the COVID-19 public health emergency, and consistent with delays in federal reporting requirements across the government and other actions taken to relieve employers of unnecessary burdens during the pandemic, the 2019 EEO-1 Component 1, along with the 2020 EEO-1 Component 1 has been delayed until now.
Employers wanting to get a jump start on filing may begin gathering the traditional race, ethnicity, gender, and EEO-1 category data now to complete the Component 1 report. If there has been a change in the company contact for EEOC filing, that information may be updated prior to April 26, 2021,by going to the Contact Us button located below the announcements on eeocdata.org. A dedicated website has also been set up to assist filers with EEOC data collection questions and will be available shortly.
At this time, EEO-2 component data (hours worked and pay data) is not required; however, it is unknown if that will change. President Biden has advocated for more pay equity and transparency, so it is anticipated that Component 2 data could be requested at some point. Employers with reporting capabilities to gather pay and hour information may wish to be proactive in anticipation of future requirements.
Source: Deborah Morgan, HR Government Affairs and Business Advisor, MRA – The Management Association; EEOC.gov