The Equal Employment Opportunity Commission opened its annual workplace diversity data collection Tuesday, requiring covered employers to submit demographic reports by June 24, 2025, while warning companies against using the information to make race- or sex-based employment decisions.
Acting Chair Andrea Lucas used the announcement to remind employers that federal civil rights laws prohibit using employee demographic data to justify different treatment based on race, sex or other protected characteristics.
“Your company or organization may not use information about your employees’ race/ethnicity or sex—including demographic data you collect and report in EEO-1 Component 1 reports—to facilitate unlawful employment discrimination,” Lucas said in her message to employers.
Shortened filing period announced
The EEOC shortened this year’s collection period as part of cost-saving efforts, ending the submission window on the June 24 deadline rather than extending it beyond that date as in previous years.
All covered employers must annually report employee demographics through the EEO-1 Component 1 process, which collects data on workers’ sex, race and ethnicity. The information helps federal agencies track employment patterns and investigate potential discrimination.
Chair emphasizes anti-discrimination focus
Lucas used the data collection opening to outline the agency’s enforcement priorities under the Trump administration. She noted that President Trump’s recent executive order on “Restoring Equality of Opportunity and Meritocracy” directed agencies including the EEOC to reduce emphasis on disparate impact enforcement.
Disparate impact cases challenge neutral employment practices that produce unequal outcomes based on race, sex or other protected characteristics, even without proof of intentional discrimination.
“Under my leadership, the EEOC will prioritize remedying intentional discrimination claims,” Lucas said.
The acting chair stressed that disparate impact findings do not justify treating employees differently based on protected characteristics. She referenced a recently released technical assistance document titled “What You Should Know About DEI-Related Discrimination at Work” for additional guidance.
Civil rights enforcement continues
Despite the policy shift, Lucas reaffirmed the agency’s commitment to enforcing federal employment discrimination laws and protecting civil rights. The EEOC remains the sole federal agency authorized to investigate and pursue litigation against private employers for discrimination violations.
For public sector cases, the EEOC shares jurisdiction with the Justice Department’s Civil Rights Division, investigating charges before referring potential litigation to DOJ.
Employers can find updates and filing instructions on the dedicated EEO-1 website at www.eeocdata.org/eeo1. The agency coordinates the federal government’s broader employment anti-discrimination efforts across multiple agencies.
