The EEO-1 survey is an extension of Title VII of the Civil Rights Act of 1964. Title VII is a federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion. The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws against employment discrimination. The agency also works to prevent discrimination before it occurs through outreach, education, and technical assistance programs.

Title VII applies to employers with 15 or more employees, including federal, state, and local governments. The Age Discrimination in Employment Act, however, refers to companies with at least 20 employees, and the Equal Pay Act covers virtually all employers. Most of the laws enforced by the EEOC apply to labor unions and employment agencies. Specific regulations apply only to the federal sector.

Laws enforced by the EEOC apply to all aspects of employment, including but not limited to:

  • Hiring
  • Firing
  • Promotions
  • Harassment
  • Training
  • Wages and Benefits

On March 18, 2019, the EEOC officially opened the 2018 EEO-1 survey. The deadline to submit EEO-1 data has been extended until May 31, 2019. The survey requires company employment data to be categorized by ethnicity, gender, and job category. It is a compliance survey mandated by the EEOC, and it is obligatory for employers who meet specific criteria. The EEOC uses the data to support civil rights enforcement. Also, the data is used to select facilities where the likelihood of systematic discrimination is the greatest.

The EEOC report that they will use the survey data collected from private employers and government contractors to:

  • Gain a picture of women and minorities in the workforce
  • Support civil rights enforcement
  • Analyze employment and pay patterns of women and minorities in the workforce

Employers should consider making sure that their HR systems can track and report the appropriate data. The EEOC has posted complete information about the EEO-1 Report and its requirements as well as a Q&A sheet about the revised EEO-1 and summary pay data on their website at In addition, federal regulations require that all data collected will be kept confidential.

References: Seyfarth, HR Dive