EEOC EFFORTS TO ENCOURAGE
ACADEMIC RESEARCH
EEOC at Work: Research Resources for
Sociologists
American Sociological Association
August 23, 2015
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INTRODUCTION
• EEOC’S PROGRAM FOR MAKING DATA
AVAILABLE TO ACADEMIC RESEARCH
• THE TYPES OF DATA WE ‘SHARE’
• THE PROCESS FOR GETTING ACCESS TO
CONFIDENTIAL DATA
• SOME RESULTS
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WHAT CAN WE OFFER?
• SURVEY DATA: COLLECT SURVEYS FROM
MOST EMPLOYERS WITH MORE THAN 100
EMPLOYEES
– EEO-1 PRIVATE SECTOR EMPLOYERS
– EEO-3 REFERRAL UNIONS
– EEO-4 STATE AND LOCAL GOVERNMENTS
– EEO-5 PUBLIC SCHOOL SYSTEMS
• CHARGE DATA
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EEO-1
• Required from private employers with: (a) 100 or more employees, or (b)
50 or more employees and a federal contract.
• Once a firm meets the reporting requirement they must file a separate
report for each facility. Facilities with 50 or more employees file Type 4
reports. Locations with less than 50 employees file either Type 6 or Type 8
reports.
• Collected annually and filed jointly with the Office of Federal Contract
Compliance programs at the Department of Labor.
• Data is collected by race/ethnicity and gender for nine job categories that
include officials and managers, professionals, technicians, sales workers,
office and clerical workers.
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PART I: EEO-1 REPORTING
■ Who is required to file?
– Private sector employers with 100 or more employees
– Federal government contractors and subcontractors with 50 or more
– employees and a contract/subcontract amounting to $50,000 or more.
■ For EEO-1 reporting purposes, employers fall into one (1) of two (2)
categories:
• A single-establishment employer doing business at only one location
- File only one (1) EEO-1 report (Type 1)
• A multi-establishment employer doing business at two (2) or more
locations.
- File multiple reports
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MULTI-ESTABLISHMENT EMPLOYERS
SUMMARY REPORT:
■
Consolidated Report (Type 2) – a summary EEO-1 report that includes
data on all company employees, regardless of their particular location
LOCATION REPORTS:
■
Headquarters Report (Type 3) – a separate EEO-1 report that includes
only those employees working at the main office location.
■
Establishment Report (Type 4) – separate EEO-1 report for each
establishment of the company employing 50 or more employees.
■
Establishment List or Report (Type 6; Type 8) – a list of establishments
employing fewer than 50 employees, or a separate report for each such
establishment
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EEO-3
• The EEO-3 is collected from referral unions on
even numbered years.
• Referral unions are generally those with an
exclusive hiring arrangement with an employer.
• Collect data on membership and referrals by
race/ethnicity and gender.
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EEO-4
• The EEO-4 is collected on odd numbered years from
State and Local Governments.
• It collects employment data by job group and salary
ranges for race/ethnicity and gender.
• It collects separate reports for each function, but
beginning in 1997, this data was only collected from
those governments with 1,000 or more employees.
• Data by job group and race/ethnicity & gender is
also collected for part time employees and new
hires.
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EEO-4 JOB GROUPS
•
•
•
•
•
OFFICIALS/ADMINISTRATORS
PROFESSIONALS
TECHNICIANS
PROTECTIVE SERVICE
PARA-PROFESSIONALS (e.g., medical aides, research
assistants)
• ADMINISTRATIVE SUPPORT
• SKILLED CRAFT WORKERS
• SERVICE-MAINTENANCE
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EEO-4 FUNCTIONS
•
•
•
•
•
•
•
FINANCIAL ADMINISTRATION
STREETS AND HIGHWAYS
PUBLIC WELFARE
POLICE PROTECTION
FIRE PROTECTION
NATURAL RESOURCES/PARKS & RECREATION
HOSPITALS AND SANITORIUMS
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EEO-4 FUNCTIONS (CONT’D)
•
•
•
•
•
•
•
HEALTH
HOUSING
COMMUNITY DEVELOPMENT
CORRECTIONS
UTILITIES & TRANSPORTATION
SANITATION & SEWAGE
EMPLOYMENT SECURITY AGENCIES
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EEO-5
• The EEO-5 is collected from primary and secondary public
schools in even numbered years.
• The data is collected by the same race/ethnicity and gender
codes for relatively detailed job groups.
•
One report is collected from each school district with 100 or
more employees.
•
Data is also collected for part time employees and for new
hires using just two and five job groups respectively.
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EEO-5 JOB GROUPS
•
•
•
•
•
•
•
•
•
OFFICIALS, ADMINISTRATORS, MANAGERS
PRINCIPALS
ASSISTANT PRINCIPALS, TEACHING
ASSISTANT PRINCIPALS, NONTEACHING
ELEMENTARY CLASSROOM TEACHERS
SECONDARY CLASSROOM TEACHERS
OTHER CLASSROOM TEACHERS
GUIDANCE
PSYCHOLOGICAL STAFF
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EEO-5 JOB GROUPS (cont’d)
•
•
•
•
•
•
•
•
•
LIBRARIANS/AUDIO-VISUAL STAFF
CONSULTANTS & SUPERVISORS OF INSTRUCTION
OTHER PROFESSIONAL STAFF
TEACHER AIDES
TECHNICIANS
CLERICAL/SECRETARIAL STAFF
SERVICE WORKERS
SKILLED CRAFTS
LABORERS, UNSKILLED
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EEO-6
• The EEO-6 was collected from Colleges and
Universities until 1991.
• Similar data is collected by the Department of
Education’s National Center for Educational Statistics.
• The data is collected as part of the Integrated Post
Secondary Data System.
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CHARGE DATA
• TRACKING SYSTEM FOR CHARGES RECEIVED
BY EEOC AND ITS FEPA AGENCIES
• SHOWS RESPONDENTS, ISSUE, BASIS AND
RESULTS
• EXTREMELY LARGE DATA BASES NOT
DESIGNED FOR RESEARCH PURPOSES BUT FOR
TRACKING
• USED PRIMARILY BY THOSE DOING DISABILITY
RESEARCH
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SOME HISTORY
• ONE OF THE FIRST MAJOR PUBLICATIONS,
"The Impact of Race on Policing and Arrests"
The Journal of Law and Economics VOL XLIV
(October 2001) STEVEN LEVITT & JOHN
DONOHUE
• STEVE LEVITT WENT ONTO CO-AUTHOR,
FREAKANOMICS.
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SOME ACCOMPLISHMENTS
• WELL OVER 100 ARTICLES
• BOOKS
– REID, MILLER AND KERR
– TOMASKOVIC-DEVEY AND STAINBACK
• TWO SPECIAL ISSUES
– Journal of Occupational Rehabilitation
– Work: A Journal of Prevention, Assessment and
Rehabilitation
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MORE ACCOMPLISHMENTS
• WEBSITE FOR ADA-BASED CHARGE STATISTICS
-- CORNELL
• DOCTORATES
– Sheryl Skaggs
– Justin McCrary
– Alexandra Kalev
– Elizabeth Hirsh
– Kevin Stainback
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WHAT HAVE WE LEARNED?
SOME RELATIVELY RANDOM OBSERVATIONS
• An increase in the share of female top managers is
associated with subsequent increases in the share of
women in mid-level management positions (Kurtulus
and Tomaskovic-Devey)
• Within firms, the effect of female managers varies
dramatically across organizational contexts, with the
strongest desegregating effects in larger and growing
establishments. (Huffman)
• Findings indicate that persons with diabetes were more
likely to encounter discrimination involving discharge,
constructive discharge, discipline and suspension
(McMahon, West, et al.)
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WHAT HAVE WE LEARNED?
• In the year following a lawsuit filing against a supermarket,
African Americans are more likely to enter management
(Skaggs)
• Results demonstrate the significance of litigation in the
short and long run, for women employed by
supermarkets(Skaggs)
• From 1987-97 there were high levels of occupational
segregation, between administrative and profession
workers among State agencies, particularly agencies with
distributive (highways and streets, natural resources and
parks and recreation, and community development) and
regulatory (police, fire, corrections) functions (Reid, Miller,
Kerr)
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WHAT HAVE WE LEARNED?
• Inequality in management intensifies after
downsizing and that executives’ approach to
downsizing matters: when the layoffs are
based on structural criteria –workers’
positions or tenure – women and minorities
are disproportionately affected. But, when the
downsizing approach involves civil-rights
accountability, these effects are mitigated
(Kalev)
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WHAT HAVE WE LEARNED?
• Externally imposed “affirmative action” and litigation
have had a positive impact on African American
employment for all ranks of police, averaging between
4.2 and 6.5 percentage points over and above any
prevailing trends in the country. (A. Miller, McCrary).
• Increases in the number of minority police are
associated with significant increases in arrests of
Whites but have little impact on arrests of Nonwhites.
Similarly, more White police increase the number of
arrests of Nonwhites but do not systematically affect
the number of White arrests. (Donohue and Levitt).
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WHAT HAVE WE LEARNED?
• Efforts to moderate managerial bias through
diversity training and diversity evaluations are
least effective at increasing the share of White
women, African American women, and African
American men in management. Efforts to
establish responsibility (accountability) for
diversity lead to the broadest increases in
managerial diversity. (Kalev, Dobbin, Kelly)
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CHALLENGES
•
•
•
•
LIMITED RESEARCH BUDGET
EXTENSIVE CONFIDENTIALITY LIMITS ON DATA
LITTLE INTEREST/USE OF RICH DATA BASES
REQUIRED/PRE-SET FORMAT
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SOLUTION
– USE OF INTERGOVERNMENTAL PERSONNEL ACT
AGREEMENTS
– MAKES THE RESEARCHER A FEDERAL EMPLOYEE
PROTECTING THE CONFIDENTIALITY OF THE DATA
– REQUIRED CONFIDENTIALITY AGREEMENT
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