EEO-1 Reporting 101

EEO-1 Reporting 101

The May 31st deadline for submitting your organization’s EEO-1 report is just around the corner, which means for many of us that it is time to start finalizing and reviewing gathered information needed for annual EEO-1 reporting. In our last post, we discussed recent progress in the decision of whether or not employers additionally need to report on pay data for their employees, which provided a great opportunity to go back to the basics: EEO-1 Reporting 101.

The EEO-1 Report is a compliance survey that is mandated by federal regulations and statutes. Some of the most frequent questions asked pertaining to EEO-1 reporting include: who needs to file, what do you need to report and why, and when do you have to do all of this?

Who: The most commonly asked question with regards to EEO-1 reporting is who needs to file and what are the requirements for that organization? The criteria are as follows:

  • Private employers/organizations with more than 100 employees (subject to certain exemptions); or
  • Organizations with fewer than 100 employees who are owned by or are corporately affiliated with another company whose entire enterprise employs a total of 100 or more employees; or
  • Federal government prime contractors (private employers) who are not subject to any exemptions, have 50 or more employees, and are first-tier subcontractors with 50 or more employees and a prime contract or a first-tier subcontract totaling $50,000 or more OR serve as a depository of government funds in any amount OR are a financial institution which is an issuing and paying agent for U.S. Savings Bonds and Savings Notes.

What: If the organization meets one of the above requirements, the survey requires them to submit employment data that is categorized by race/ethnicity, gender, and job category which the Equal Employment Opportunity Committee (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP) use to support civil rights enforcement and analyze employment patterns, which in turn help them determine where the likelihood of systematic discrimination is the highest. This online submission must include:

  • A report covering the principal or headquarters office;
  • A separate report for each establishment employing 50 or more persons;
  • A consolidated report that MUST include ALL employees by race, sex, and job category in establishments with 50 or more employees as well as establishments with fewer than 50 employees; and
  • A list, showing the name, address, total employment, and major activity for each establishment employing fewer than 50 persons, must accompany the consolidated report.

When: Survey data must be pulled from one year’s pay period from either October, November, or December of the current survey year (e.g., for the 2018 report, pull data from November 1st, 2017 – November 1st, 2018). That data is then analyzed, compiled, and submitted into the EEO-1 form. The most convenient way to submit this data is through the EEOC’s website, in which all data is electronically entered and submitted. A copy of the form is available for your records after submission. EEO-1 reports must be submitted and certified no later than May 31st, annually.

These basic elements are just the beginning when it comes to EEO-1 reporting. There are a number of other steps, requirements, and methods of ongoing maintenance that go into reporting to ensure that the reporting process is accurate, conducted efficiently, and produces the desired outcomes. EEO-1 reporting can be a breeze or a hassle depending on established procedures and participation. As May 31st draws closer, contact us for assistance in gathering employee data, creating efficient processes for pulling information, or for filing on your behalf.

Christmas, Kwanzaa, and Hanukkah, Oh My!

On oldie but a goodie, we would like to share with you a message from our President, David C. Noland, that he shared with our clients and colleagues in December, 2013:

The holiday season is upon us and people are bustling about in eager anticipation of time spent with family, celebrating their holiday traditions.  This time of year is a great reminder of how we each come from different cultural backgrounds.  These differences should be celebrated, accepted, and should provide us an opportunity to get to know each other better, not create battle lines.

The basic definition of culture is a set of beliefs or customs pertaining to a particular group.  Each of our traditions and beliefs that go with this joyous season are part of our cultural make up.  These differences, no matter how great or small, should be celebrated.

As an HR Professional, I am asked this time of year about maintaining the neutrality of the holiday season. Rather than basic neutrality, this season should be defined by strengthening relationships with one another. To clarify, this means that everyone, regardless of their beliefs or traditions, should feel welcome to celebrate their background.  The neutral terminology stems from this desire to ensure that no one feels left out.

Religious beliefs and customs become more prominent during the winter holidays. In the workplace, it is important that HR professionals be alert to employee needs and be open to accommodations.

Make sure that managers are aware of how to handle requests for religious accommodations. To encourage the acceptance of various religious traditions and customs, educate employees on various religious customs and holidays to aid in understanding these different customs and traditions.

We all have beliefs and traditions that we hold close which have become integral parts of who we are.  Recognizing those differences can either divide us or bring us closer together.  Each of us has the responsibility, especially in the workplace, to demonstrate respect to each other.

This time of year is a great time to practice respect and dignity for everyone you come into contact with. Keep in mind that understanding and listening to someone else’s viewpoint doesn’t necessarily mean you agree with them. I encourage each of you to take the time to learn to celebrate the diverse traditions, customs, and beliefs that are unique to each of us this time of year.


HRCentral wishes you and your families and safe and joyous holiday season!

Are You Competent…With Culture?

In today’s diverse work environments, Cultural Competence is an absolute essential for success. While we know we should practice it, we don’t often don’t understand what Cultural Competence means.

Before we can fully understand it, we need to get the basics down: “‘Culture’ refers to integrated patterns of human behavior that include the language, thoughts, communications, actions, customs, beliefs, values, and institutions of racial, ethnic, religious, or social groups. ‘Competence’ implies having the capacity to function effectively as an individual and an organization within the context of the cultural beliefs, behaviors, and needs presented by consumers and their communities” (hhs.gov, adapted from Cross, 1989). (more…)