After significant delay, the day is finally here! The 2022 EEO-1 Component 1 data collection opened today, Tuesday, October 31, 2023.

The EEOC urges filing employers to begin the filing process as soon as possible to meet the Tuesday, December 5, 2023, deadline. The EEOC advises filers to consult the new 2022 EEO-1 Component 1 Instruction Booklet, prepared by the EEOC’s Office of Enterprise Data and Analytics (OEDA), to better understand their reporting requirements and changes to the filing process.

Notably, some of the changes include:

  • Federal contractors will now have to answer a series of questions regarding their federal contracts. Contractors may also need to include their Unique Entity Identification Number(s), which replaced the DUNS number, on their filings. The EEOC has published some FAQs related to UEIs and EEO-1 filings here.
  • Filers must use their updated 2022 NAICS codes, which can be retrieved here.
  • Employers must file establishment reports for all establishments, regardless of establishment size.
  • Any filer who went through a merger, acquisition, or spinoff since their last EEO-1 report filing must use the specific module on the Online Filing System to report these changes following the instructions provided in the instruction booklet and the acquisition, spinoff, or merger factsheet.

EEOC has also release two additional volumes of FAQs (Volumes 2 and 3) to correspond with the opening of the collection.

Stay tuned for additional thoughts and insights as we guide employers through the filing process.

Bridget Golden, law graduate, also contributed to this post.

Tags: 2022 EEO-1 Component 1 data collection, 2022 EEO-1 Data Collection, EEO-1 Component 1, Equal Employment Opportunity Commission, UEI, Unique Entity Identification Number(s)
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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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