In July, the Equal Employment Opportunity Commission (EEOC) proposed rolling back EEO-1 reporting requirements that require certain employers to report workforce data by job category, sex, and race or ethnicity.
Authorized under Title VII of the Civil Rights Act, EEO-1 reporting was designed to do more than create a record of workforce demographics. The data was used to identify employment patterns and support discrimination investigations. But beyond the government mandate, tracking the data is only the first step for employers.
“[W]orkforce data by race and gender helps leaders understand whether people are being hired, developed, promoted, retained, and supported fairly,” said Laurie Henneborn, Vice President of Research, Insight & Solutions at Catalyst, a global nonprofit focused on women’s advancement and inclusion.
At Catalyst, workforce measurement like this is viewed as an accountability issue, not a legal-compliance exercise. By gathering this data, employers can evaluate their internal systems and identify where barriers may be affecting employees.
For nonprofits, this is especially important.
“Nonprofits are built on trust,” Henneborn told NPQ. “They ask employees, funders, partners, and communities to believe in a mission that often centers fairness, opportunity, and public benefit. That credibility depends not only on what an organization says externally, but also on what it can see and improve internally.”
Even if the federal reporting mandate is...
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