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Employers must begin to use the revised Employer Information Report (EEO-1) for the reporting period beginning September 30, 2007.
Final Revisions of the Employer Information Report (EEO-1) On November 16, 2005, the Commission met and approved a revised EEO-1 report. Following a 30-day period for public comment, the Office of Management and Budget (OMB) approved the revised EEO-1. Employers must begin to use the revised survey for the reporting period beginning September 30, 2007.
Final EEO-1 Form, beginning 2007, Section D (All revisions to the EEO-1 survey form are in 'Section D- Employment Data' only. Sections A, B, C, E, F, and G remain unchanged.): PDF (Preferred) | HTML
Instruction Booklet for the EEO-1 Survey Report beginning in 2007: PDF (Preferred) | HTML
A Look at What Uncle Sam Says ...
WHAT IS THE EEO-1 REPORT AND THE VETS 100 REPORT?
The EEO-1 Report is an analysis of your workforce, listed by EEO-1 category (these are specific designations provided by the Equal Employment Opportunity Commission), race and sex. In some cases, multiple EEO-1 Reports are required, where an employer has multiple locations and/or a separate corporate headquarters.
WHO IS REQUIRED TO COMPLETE THESE REPORTS?
These reporting requirements apply at two levels. First, every employer who employs 100 or more employees must complete the reports. Second, every employer who is (a) covered by the Affirmative Action requirements and who has (b) 50 or more employees, must complete the reports.
SPECIAL NOTES FOR FINANCIAL INSTITUTIONS– The government regards banks and other financial institutions as government contractors. Thus, every bank or financial institution that has 50 or employees must have an Affirmative Action Plan and must complete these reports.
WHERE DO YOU GET THE FORMS AND WHERE DO YOU SEND THE REPORTS?
The forms must be filed with a federal agency called the Joint Reporting Commission and they may be filed either hard copy or on line. The URL to file on line is http://www.eeoc.gov/eeo1survey. If you have previously filed an EEO-1 Report, you should receive a 2005 Form in the mail; if you filed electronically, your username and password should be emailed to you (double check this, however, as we know of occasions where this has not occurred). The address is:
SPECIAL SEAY MANAGEMENT SERVICE - Please contact your Seay Management Consultant by phone or email, or contact Sandy directly at sandy@seay.us to OutSource these reports.
EEO-1 Revisions: What You Need to Know ... And Have to Do
A decades-old government report, due each September and covering 50 million workers, finally gets revised. Here's what you have to do, starting this fall:
Next week marks the start of September. And that marks kids back in school, leaves turning ... and the annual EEO-1 Report.
This report to the federal government is due by September 30 from every company with more than 100 employees, or with more than 50 employees and $50,000 in federal contracts. Those two categories encompass a huge slice of the American workforce ... more than 40,000 companies, in nearly a quarter-million locations, employing 50 million workers.
Part of the government's equal employment opportunity effort, EEO-1 asks employers to report the demographic composition of their workforce. Workers are slotted into nine job categories, with their numbers then counted by racial and ethnic identity.
The data charts not only the upward movement of women and minorities as they climb the job ladder but also the not-so-upward movement in some companies and industries. The latter information becomes the basis for enforcement efforts aimed at bringing equality to every workplace.
Officially called the "Employer Information Report," EEO-1 has been around in its current form since 1966. Now changes are being implemented to reflect demographic realities that didn't exist four decades ago. The changes will not affect your filings this September. The old format will still be used. But the new report will be required in September 2007.
Since the numbers you put down next September will be a snapshot of your workforce as it develops over the next year, you'll need to start collecting information in new ways very soon.
These changes will be made in EEO-1:
Adding a new category titled "Two or more races, not Hispanic or Latino";
Deleting the "Asian and Pacific Islanders" category;
Adding a new category titled "Asians, not Hispanic or Latino";
Adding a new category titled "Native Hawaiian or Other Pacific Islander, not Hispanic or Latino";
Extending EEO-1 data collection by race and ethnicity to the State of Hawaii; and
Strongly endorsing employee self-identification of race and ethnicity, as opposed to visual identification by employers.
That last point means that if you use a form for employees to self-identify, it needs to be revised to match the new categories. Importantly, current workers will not have to be "re-identified," though employers can take this step voluntarily.
Seemingly "Stuck" in Middle Management
Among the most significant changes, the former job categorization scheme classified workers simply as either management or nonmanagement. The new EEO-1 Report:
Divides "Officials and Managers" into two levels: "Executive/Senior Level Officials and Managers" and "First/Mid-Level Official and Managers."
Moves nonmanagerial business and financial occupations from the "Officials and Managers" category to the "Professionals" category.
These changes were made, says EEOC, because they'll help identify groups "stuck" in middle-management and seemingly unable to reach the highest levels of their organizations. Evidence that this happens comes from recent EEO-1 data, showing minorities rising fast in management but still underrepresented at the tops of companies.
Additionally, the data show women have a great chance of being managers in some industries, such as legal services and air transport. But their chances seem limited in others, including full-service restaurants and nursing care facilities.
The new scheme can benefit employers, as it will more accurately show how well diversity is being implemented in their business sectors ... and how much ahead or behind they are in doing it themselves.
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