U.S. Equal Employment
Opportunity Commission

Thank you for participating in EEOC’s 2024 EEO-1 Component 1 data collection. The EEOC is fully committed to protecting the civil rights of all Americans, advancing individual equal opportunity for all, and relentlessly combatting private sector and public sector discrimination. Current EEOC regulations require covered entities to annually report on the sex and race or ethnicity of their employees via the EEO-1 Component 1 data collection process.

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. Your company or organization may not use information about your employees’ race/ethnicity or sex—including demographic data you collect and report in EEO-1 Component 1 reports—to facilitate unlawful employment discrimination based on race, sex, or other protected characteristics in violation of Title VII. Title VII’s protections apply equally to all workers, regardless of their race or sex. Different treatment based on race, sex, or another protected characteristic can be unlawful discrimination, no matter which employees or applicants are harmed. There is no “diversity” exception to Title VII’s requirements. For more information, please see the recently released technical assistance Q&A document “What You Should Know About DEI-Related Discrimination at Work”.

You also should be aware that President Trump recently issued an executive order titled “Restoring Equality of Opportunity and Meritocracy”. That order directed all agencies, including the EEOC, to deprioritize “disparate impact” enforcement—that is, investigations and lawsuits that challenge neutral practices that have unequal outcomes based on race, sex, or other protected characteristics—and also revoked prior Presidential approvals of certain disparate-impact regulations. The EEOC is an executive branch agency, not an independent agency. We will fully and robustly comply with this and all Executive Orders. Under my leadership, the EEOC will prioritize remedying intentional discrimination claims.

In addition, please note that under existing law, the fact that a neutral employment policy or practice has an unequal outcome on employees of a particular race or sex—that is, has a “disparate impact” based on race or sex—does not justify your company or organization treating any of your employees differently based on their race or sex. As noted above, you must not use the information collected and reported in your organization’s EEO-1 Component 1 report to justify treating employees differently based on their race, sex, or other protected characteristic. The EEOC remains committed to helping employers comply with their obligations under federal employment antidiscrimination laws.

The 2024 EEO-1 Component 1 data collection is NOW OPEN. The deadline to file the 2024 EEO-1 Component 1 report is Tuesday, June 24, 2025. After the Tuesday, June 24, 2025 “Published Due Date” passes, no additional 2024 EEO-1 Component 1 report(s) will be accepted, and eligible employers will be out of compliance with their mandatory 2024 EEO-1 Component 1 filing obligations.

As part of the EEOC's efforts to identify continued cost savings for the American public, there will be a shorter collection period during which filers may submit their 2024 reports. The collection period will not extend beyond the Tuesday, June 24, 2025 “Published Due Date” deadline. Additionally, beginning with the 2024 EEO-1 Component 1 data collection, all communications sent to filers will be electronic. No notifications about the 2024 collection will be sent to filers via postal mail.

Under 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. These data are collected electronically by the EEOC through a web-based data collection application referred to as the EEO-1 Component 1 Online Filing System (OFS).

Filers should read the 2024 EEO-1 Component 1 Instruction Booklet to ensure they are complying with the EEOC’s substantive filing requirements detailed in the Instruction Booklet. The 2024 EEO-1 Component 1 Instruction Booklet may be accessed on the EEOC’s dedicated EEO-1 Component 1 website at www.eeocdata.org/eeo1.

All updates about the 2024 EEO-1 Component 1 data collection, including supplementary resource materials, will be posted to www.eeocdata.org/eeo1 as they become available. For more information about filing your 2024 EEO-1 Component 1 report(s), please contact the EEO-1 Component 1 Filer Support Team via the online Message Center at www.eeocdata.org/eeo1.