The 2022 EEO-1 Component 1 Data Collection is tentatively scheduled to open in mid-July 2023. Updates regarding the 2022 EEO-1 Component 1 Data Collection, including the opening date, will be posted to www.eeocdata.org/eeo1 as they become available.
Please be advised that the 2022 EEO-3 and 2022 EEO-5 data collections are CLOSED. No additional reports will be accepted.
The EEO-3 and EEO-5 Message Centers are no longer accepting requests for assistance. The 2024 EEO-3 and 2024 EEO-5 Message Centers will resume normal operations immediately prior to the opening of each collection.
Updates regarding the 2024 EEO-3 and 2024 EEO-5 data collections, including their respective opening dates, will be posted to https://www.eeocdata.org.
2021 EEO-1 Component 1 Data Collection (Employer Information Report)
The 2021 EEO-1 Component 1 Data Collection is now CLOSED. No additional 2021 EEO-1 Component 1 Reports will be accepted.Please be advised that the Message Center is no longer accepting any requests for assistance. The Message Center will resume normal operations immediately prior to the opening of the 2022 EEO-1 Component 1 data collection.
The 2022 EEO-1 Component 1 data collection is tentatively scheduled to open in April 2023. Updates regarding the 2022 EEO-1 Component 1 data collection, including the opening date, will be posted to www.eeocdata.org/eeo1 as updates become available.
Enhanced customer service and support center resources.
An updated Online Filing System and platform.
EEOC has partnered with Westat, a private research and data collection firm, to conduct and manage the EEO data collections.
EEO Data Collection
The U.S. Equal Employment Opportunity Commission (EEOC) processes employer information data that are used by the EEOC to investigate charges of discrimination against private employers, local referral unions, State and local governments and public elementary and secondary school systems or districts. The reports require information on employment status by sex and race/ethnicity. The EEOC collects workforce data from employers with more than 100 employees (lower thresholds apply to federal contractors). Employers meeting the reporting thresholds have a legal obligation to provide the data; it is not voluntary. The data are used for a variety of purposes including enforcement, self-assessment by employers, and research. Each of the reports collects data about sex and race/ethnicity by some type of job grouping. This information is shared with other authorized federal agencies in order to avoid duplicate collection of data and reduce the burden placed on employers. Although the data is confidential, aggregated data are available to the public.
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, age (40 or older), disability or genetic information.
Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered.
The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.
EEOC carries out their work through their headquarters offices in Washington, D.C. and through 53 field offices serving every part of the nation.