To provide another opportunity to receive input on the Agency’s proposed revisions to the EEO-1 report, EEOC has scheduled a public hearing on the matter for November 20, 2019. The notice comes as EEOC has been ordered to continue with collection of Component 2 of the EEO-1 Report for 2017 and 2018 beyond expiration of the original data collection deadline.

As a reminder, the EEOC has filed for renewed approval for the continued collection of EEO-1 Component 1 race, gender and ethnicity workforce data for the next three years (2019, 2020 & 2021).  While EEOC plans to continue to collect Component 1 data, it reported that it is not seeking renewed authority at this time to collect Component 2 pay data and hours worked.  In furtherance of this, EEOC is seeking to decouple the Component 1 form from the pay data reporting of Component 2.

The hearing is intended to allow the Commission “hear from panels of experts, representing a diverse range of different views” on the proposed changes to the reports and is seen as part of the agency’s evaluation of the future of pay data reporting.

The hearing, which will be held in Washington, D.C. will be open to the public on a first come, first serve basis.  The public also has until November 12, 2019 to file comments in response to the Agency’s pending renewal notice.

 

Tags: EEO-1 Component 2, EEO-1 Pay Data Reporting, EEOC, Equal Employment Opportunity Commission, Paperwork Reduction Act, pay data, Pay discrimination
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Photo of Laura A. Mitchell Laura A. Mitchell

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with…

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with employers to build programs that benefit employees and create a stable, high-functioning workplace. Understanding that an inclusive, values-based culture provides a crucial competitive advantage in the modern workplace, Laura enjoys counseling companies on the development of proactive and equitable pay and diversity practices.

In Laura’s version of the reimagined workplace, attention to human capital issues, especially DEI and pay equity, would be the rule rather than the exception nationwide and she works with companies across all industries—both new and well-established multi-national organizations of all sizes—to realize this vision for her clients’ ongoing success. She helps clients understand all issues across the spectrum of their journey, helping to establish regular analyses as well as counseling organizations on implementation and compliance obligations, where applicable. Committed to putting her clients’ organizational goals first and foremost, Laura views herself as an extension of her clients’ team, responsible for providing proactive guidance and engaging in transparent, ongoing communication.

Laura also represents companies in OFCCP matters, preparing for and defending OFCCP audits, and counseling employers on issues stemming from OFCCP regulations. She personally oversees the development of hundreds of Affirmative Action Plans for clients each year and is intimately involved in the defense of OFCCP audits. Her approach to compliance is one of facilitation and conciliation while simultaneously advocating in the best interests of her clients.

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