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January 27, 2006 the Equal Employment Opportunity Commission (EEOC) announced the implementation of final revisions to the Employer Information Report, also known as the EEO-1 Report, as recently voted on and approved by the Commission. The implementation of the final revisions, which will be effective for the 2007 reporting year, marks the first major change to the employer survey in four decades.
The new EEO-1 Report's race and ethnic categories include:
Adding a new category titled "Two or more races, not Hispanic or Latino";
Deleting the "Asian and Pacific Islanders" category;
Adding a new category titled "Asians, not Hispanic or Latino";
Adding a new category titled "Native Hawaiian or Other Pacific Islander, not Hispanic or Latino";
Extending the EEO-1 data collection by race and ethnicity to the
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State of Hawaii; and
Strongly endorsing employee self-identification of race and ethnicity, as opposed to visual identification by employers.
The new EEO-1 Report's job categories include:
Dividing "Officials and Managers" into two levels based on responsibility and influence within the organization: "Executive/Senior Level Officials and Managers" and "First/Mid-Level Official and Managers"; and
Moving non-managerial business and financial occupations from the "Officials and Managers" category to the "Professionals" category.
EEOC is not requiring employers to re-survey their workforce before the 2007 EEO-1 report. However they are encouraging employers to use routine updates of employee personal information to obtain the new EEO data. EEOC is suggesting that Employers also should
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seek self-identification of new employees under the new ethnic and racial categories as soon as possible.
How does this affect your affirmative action plan? OFCCP has not yet commented on how the new race and EEO categories will be used for affirmative action planning. Contractors must reconcile the EEOC's suggestion to begin tracking hires and employees in the new race categories as soon as possible with OFCCP's continued use of the old race categories.
It is easy enough to combine the Asians, not Hispanic and Native Hawaiian race categories together into the old Asian category in your AAP, but the Two or more races category will not neatly fit into any of the correct race categories. For analysis of adverse impact in hiring, those applicants choosing Two or more races should probably be placed into a "race unknown" category and not included in the analysis. There is no way to know whether an applicant choosing
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