As projected, the 2024 EEO-1 Data Collection is officially open. The deadline to file the 2024 EEO-1 Component 1 report is Tuesday, June 24, 2025. EEOC notes in its announcement that

[a]s part of the EEOC’s efforts to identify continued cost savings for the American public, there will be a shorter collection period during which filers may submit their 2024 reports. The collection period will not extend beyond the Tuesday, June 24, 2025 “Published Due Date” deadline. 

The announcement also notes “all communications sent to filers will be electronic. No notifications about the 2024 collection will be sent to filers via postal mail.” In past years, EEOC has sent paper notices of non-compliance following closure of the collection period.

In addition to the announcement, EEOC also posted a message from Acting EEOC Chair Andrea Lucas. Acting Chair Lucas reminds filers of their “obligations under Title VII not to take any employment actions based on, or motivated in whole or in part by, an employee’s race, sex, or other protected characteristics.” She reiterates

[t]here is no “diversity” exception to Title VII’s requirements.

Her message also relays the recent Executive Order directive to agencies to deprioritize “disparate impact” enforcement noting “[t]he EEOC is an executive branch agency, not an independent agency. We will fully and robustly comply with this and all Executive Orders. Under my leadership, the EEOC will prioritize remedying intentional discrimination claims.”

In closing, Acting Director Lucas again reminds filers they “must not use the information collected and reported in your organization’s EEO-1 Component 1 report to justify treating employees differently based on their race, sex, or other protected characteristic” and notes the “EEOC remains committed to helping employers comply with their obligations under federal employment antidiscrimination laws.”

We will continue to monitor this story and bring you any additional updates. If you have questions regarding your EEO-1 filing or other compliance needs, please contact the Jackson Lewis attorney with whom you work.

Tags: 2024 EEO-1 Data Collection, Disparate Impact, EEO-1 data collection, EEOC, EEOC Acting Chair Andrea Lucas, Equal Employment Opportunity Commission
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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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