EEOC Approves Changes to EEO-1

November, 2005


Employers with federal contracts or subcontracts of $50,000 or more and 50 or more employees or employers who do not have federal contracts, but have 100 or more employees are required to complete the EEO-1 Report annually, by September 30 of each year. Employers required to complete the EEO-1 must report the makeup of their workforce by race, ethnicity, gender, and job category.

New changes to the EEO-1 Report include:

  • Adding a new category titled "Two or More Races"
  • Creates separate categories for "Asians" and "Pacific Islanders"
  • Renames "Black" as "Black or African American"
  • Renames "Hispanic" as "Hispanic or Latino"
  • Dividing the "Officials and Managers" job category into "Executive/Senior Level Officials and Managers" and "First/Mid-Level Officials and Managers"
  • Moving business and financial occupations to the "Professionals" job category

The reason for these changes is to be able to have more accurate racial and ethnic information, such as allowing individuals to report more than one race and ethnicity. Additionally, the changes in the job categories will help better track women and minorities at different levels of management.

In order to comply with these new changes, employers are encouraged to update their EEO programs and tracking methods, including new self-identification surveys for applicants and current employees and recategorizing employees in the "Officials and Managers" and "Professionals" job categories.

If you need assistance with your EEO and/or Affirmative Action program, Cascade Employers Association can:

  • Determine compliance obligations
  • Evaluate plan components for completeness
  • Identify potential problem areas
  • Review plan goals and plans for accomplishing goals
  • Discuss recruitment and compensation strategies
  • Draft plan language
  • Conduct utilization analyses for minorities and women
  • Review hiring, promotion, and termination practices
  • Develop effective recordkeeping and data collection systems
  • Design formal pay programs
  • Train supervisors to further the Company's affirmative action goals

 

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