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Collecting EEO-1 data: Do you need to do it?

First of all, what the heck is EEO-1 data anyways?

The Equal Employment Opportunity Commission (EEOC) requires certain employers (ones with over 100 employees, or federal contractors with Affirmative Action Requirements) are required to collect demographic data (like gender, race, veteran status and disability status) on applicants and file appropriate reports each year. The collected information must be voluntary and kept confidential.

Now, although you may not be required, it is a recommended practice to do it anyways. Why?

  • Knowing your applicant demographics can allow you to make changes to your hiring practices to attract a more diverse applicant pool, and in turn, a more diverse workforce.

  • Adhering to the Uniform Guidelines on Employee Selection Procedures helps you to avoid discriminations claims, as following the guidelines suggests you are free from unlawfully discriminatory hiring practices.

  • Collecting the data can help ensure whatever pre-employment testing procedures you are implementing are not adversely affecting a protected class.

Okay, so you've started collecting the information. What do you do with it?

  • Track it in a confidential spreadsheet, without applicant names.

  • Keep the paper forms together, but separate from any employee files.

  • If you have reporting requirements, be sure to file your EEO-1 by March 31st each year.**

Because of COVID-19, the EEOC that 2019 and 2020 EEO-1 Component 1 Data Collection will open on Monday, April 26th, 2021. The deadline for submitting your data has been extended to July 19th, 2021.

As always, if you have any questions or need assistance, the team at Breanna Stephens, HR Consulting is here to help!

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