EEO-1 Data Collection Opens
The 2024 EEO-1 Component 1 data collection is open.
Under the current EEOC regulations, private employers with 100 or more employees and federal contractors with 50 or more employees and that meet certain criteria are required to report annually the number of individuals they employ by job category and by sex and race or ethnicity. EEO-1 Component 1 reports must be submitted through a web-based online data collection portal.
The EEOC announced that the deadline for employers to file their EEO-1 reports is June 24, 2025. After the deadline passes, no additional 2024 EEO-1 Component 1 reports will be accepted. The EEOC acknowledged that this is a shorter collection period than in prior years.
As in prior years, the EEOC has published an Instruction Booklet that may be accessed here. The 2024 Instruction Booklet states that only binary options are available for data collection related to sex. This is a change from the prior direction related to providing non-binary data in a narrative form in the comment box of the report.
Along with its filing announcement, the EEOC also posted a message from EEOC Acting Chair Andrea Lucas. She states:
“The EEOC, together with other federal civil rights law enforcement agencies, is committed to preventing and combatting unlawful race and sex discrimination; expanding individual, merit-based opportunity for all; and ensuring even-handed civil rights enforcement. As you report data on your employees’ race, ethnicity, and sex, I want to take this opportunity to remind you of your obligations under Title VII not to take any employment actions based on, or motivated in whole or in part by, an employee’s race, sex, or other protected characteristics.”
Lucas also states that there “is no diversity exception to Title VII’s requirements” and links to the EEOC’s recent technical assistance titled “What You Should Know About DEI-Related Discrimination at Work.” She further notes that President Trump recently issued an Executive Order directing agencies to deprioritize “disparate impact” enforcement and confirms that the EEOC “will fully and robustly comply with this and all Executive Orders.”
Filers can visit this website for additional information.
We will keep you updated with further developments.