Title VII of the Civil Rights Act requires employers to “make such reports . . . as the [Equal Employment Opportunity] Commission shall prescribe by regulation or order. . . .”
Since 1966, the report required of private employers by the EEOC has been the EEO-1 Report, officially the Equal Employment Opportunity Standard Form 100.
Last Thursday, the EEOC submitted a plan to the White House, seeking to end employers’ annual reporting requirements. In addition to eliminating the EEO-1 Report, the EEOC would scrap the EEO-3 (local unions), EEO-4 (state and local governments), and EEO-5 (public schools) reports.
The EEO-1 Report requires private employers with 100 or more employees to submit race, ethnicity, sex, and occupational categories of employees by location. Federal contractors are required to submit the EEO-1 Report if they have 50 or more employees.
This move by the EEOC comes after Russell Vought, acting director of the Consumer Protection Bureau, “chided” the EEOC “for asking federal agencies about gender identity and diversity and inclusion for annual reports on their equal employment opportunity programs.” (A paid subscription may be required to access the link.) As reported by Law360,
Vought said aspects of the EEOC's [report required for federal agencies] conflict with executive orders President Donald Trump has issued, pointing to orders that directed federal agencies to end diversity, equity and inclusion policies, preferences and programs, and to recognize...
Jeon Han-gil, a political YouTuber and former Korean history lecturer, who spread false information about President Lee Jae Myung and Reform Party leader Lee Jun-seok, and advocated the "1980 Gwan...