Overview
- The Equal Employment Opportunity Commission, which filed the plan with the White House’s Office of Information and Regulatory Affairs on Thursday, proposed rescinding EEO-1 through EEO-5 and related reporting tied to Title VII, the ADA, GINA, and the Pregnant Workers Fairness Act.
- EEO-1 now requires many private employers with at least 100 workers and certain federal contractors to report annual headcounts by job group, race or ethnicity, and sex, which agencies and employers use to spot patterns and benchmark progress.
- The EEOC has not released draft rule text, OIRA’s review is ongoing, and current reporting duties remain in place until any proposal is published, opened for public comment, and finalized in the Federal Register.
- Twelve former officials from the EEOC and the Labor Department’s federal contractor office denounced the plan, saying dropping workforce demographic data would weaken discrimination enforcement and deprive employers of useful industry trends.
- The prior Trump administration ended the EEO-1 pay‑data add‑on in 2019, which set the stage for this broader rollback effort outlined in conservative policy proposals like Project 2025.