Employment Equal Employment Opportunity Tabulation Released

Equal Employment Opportunity Tabulation Released

Equal Employment Opportunity Tabulation Released

Equal Employment Opportunity Tabulation Released: Understanding the Basics

In the United States, equal employment opportunity (EEO) laws aim to ensure that no individual or group is discriminated against in the workplace based on their personal characteristics such as race, gender, age, religion, national origin, or disability. In order to enforce these laws, it is crucial for federal agencies and employers to have accurate demographic data on their workforce. The Equal Employment Opportunity Tabulation (EEO Tab) is a valuable tool that provides detailed information about the characteristics of the labor force and can assist in identifying and addressing potential areas of discrimination. The most recent EEO Tabulation was released in 2020, and this article will provide an overview of its contents and significance for employers and workers.

History and Purpose of EEO Tabulation

The EEO Tabulation was first introduced in 2006 as a joint project between the U.S. Census Bureau and the Equal Employment Opportunity Commission (EEOC). Its purpose is to provide detailed data on the demographics of workers across industries and regions, including information about gender, race, ethnicity, age, education, occupation, and earnings. This data helps both employers and the government to monitor and enforce equal opportunity and affirmative action policies, as well as identify trends and patterns in the workforce that may require attention.

The EEO Tabulation is created using data collected as part of the decennial census, as well as data from the American Community Survey (ACS) and the National Longitudinal Survey of Youth (NLSY). The EEOC uses the Tabulation to develop benchmark data for employers who are required to file annual Employer Information Reports (EEO-1 reports), which include data on employees’ race, gender, and job category. This benchmark data is used to compare the diversity of an employer’s workforce with that of the non-supervisory workforce in the relevant labor market.

Overview of EEO Tabulation Data

The most recent EEO Tabulation was released in 2020 and is based on data from the 2014-2018 ACS. The Tabulation provides data for the entire U.S. workforce as well as for specific geographic areas (e.g. states, metropolitan areas) and industries (e.g. healthcare, manufacturing). Some key findings from the 2020 release of the EEO Tabulation include:

– Women make up 47.1% of the labor force, and men make up 52.9%.
– The largest racial/ethnic group in the labor force is White (63.7%), followed by Hispanic/Latino (17.1%), Black/African American (11.7%), Asian (5.8%), and two or more races (1.6%).
– The median age of workers is 41.1 years, with the youngest median age in the accommodation/food services industry (30.8 years) and the oldest median age in the public administration industry (47.6 years).
– The most common occupation group is office and administrative support (15.5% of workers), followed by sales and related occupations (11.6%), management occupations (10.7%), and healthcare practitioners and technical occupations (7.1%).
– Women are underrepresented in high-paying occupations and overrepresented in low-paying occupations. For example, women make up 77.2% of workers in healthcare support occupations (median annual earnings of $30,280) but only 24.9% of workers in computer and mathematical occupations (median annual earnings of $89,370).
– People with disabilities make up 7.3% of the labor force, of whom 28.8% are employed part-time and 71.2% are employed full-time.

Use of EEO Tabulation in Policy and Practice

The EEO Tabulation has many practical applications for employers, policymakers, and advocates. For example, it can be used to assess whether an employer’s workforce is representative of the labor market, identify areas of underrepresentation or overrepresentation of certain groups, and assess the effectiveness of diversity and inclusion efforts. The EEO Tabulation can also be used by policymakers to develop targeted workforce development programs and policies, and by advocacy groups to monitor progress on reducing employment disparities.

One key policy area where the EEO Tabulation is particularly relevant is in enforcing affirmative action requirements for federal contractors. Federal contractors who have contracts over $50,000 and employ more than 50 workers are required to develop and implement affirmative action plans that address underrepresentation of women, minorities, and people with disabilities in their workforce. The EEO Tabulation is a key resource in helping contractors identify underrepresented groups and develop effective strategies for recruiting and retaining diverse employees.

Another practical use of the EEO Tabulation is in employment discrimination litigation. Plaintiffs who file discrimination claims must provide evidence that discrimination occurred, such as statistical evidence showing that a certain group was disproportionately affected by a policy or practice. The EEO Tabulation can be used to provide benchmark data for the relevant labor market, which can help plaintiffs establish whether an employer’s workforce is representative of the labor market and whether there is evidence of discrimination.

Finally, the EEO Tabulation can be a valuable resource for workers who are seeking information about job opportunities and career advancement. By providing detailed data on the demographics of workers in different industries and regions, the EEO Tabulation can help workers make informed decisions about their career paths and identify potential areas for advancement.

Limitations of EEO Tabulation Data

While the EEO Tabulation provides valuable information about the characteristics of the labor force, it is important to note that the data has a number of limitations. One limitation is that the data is only updated every ten years, with minor updates in between. This means that the data may not reflect recent changes in the labor market, such as the impact of the COVID-19 pandemic on employment patterns.

Another limitation of the EEO Tabulation is that it relies on self-reported data from surveys, which may be subject to biases and inaccuracies. For example, workers may be reluctant to report their disability status or sexual orientation, which can lead to underestimates of these populations in the workforce. Additionally, the Tabulation does not include data on immigrants who are not U.S. citizens, which may lead to underestimates of the number of foreign-born workers in some industries.

Despite these limitations, the EEO Tabulation remains a valuable resource for employers, policymakers, and workers who are interested in promoting equal employment opportunity and monitoring progress on diversity and inclusion. By providing detailed data on the demographics of the labor force, the EEO Tabulation can help to identify areas of underrepresentation or overrepresentation of certain groups, assess the effectiveness of diversity and inclusion efforts, and inform policy development and advocacy efforts. As the labor market continues to evolve, it will be important to continue to update and refine the EEO Tabulation to ensure that it remains a relevant and useful tool for promoting equal opportunity for all workers.


On November 29, 2012, the Census Bureau released the 2006-2010 American Community Survey Equal Opportunity Tabulation.  The tabulation has been published decennially since the 1970s and has 107 tables measuring the labor force across sexes, races, and ethnicities.

The Equal Employment Opportunity Commission, the Employment Litigation Section of the Civil Rights Division for the Justice Department, the Office of Federal Contract Compliance Programs for the Department of Labor, and the Office of Personnel Management all helped with the tabulation.

The women’s labor force increased 0.4 percent between 2006 and 2010.  The most growth occurred between 1970 and 1980.  In the wake of fights for women’s rights and equal pay in the workplace, the women’s workforce grew 4.6 percent from 1970 to 1980.

50 percent of all veterinarians were women from 2006 to 2010 (up from 40 percent in 2000), and 32 percent of all physicians and surgeons were women (up from 27 percent in 2000).  Female dentists increased from 18 percent to 23 percent.

The occupations that shared the most equal percentages between men and women were bus drivers and food service managers.  47.5 percent of bus drivers and 46.9 percent of food service managers were women.

Still, the most common occupations for a woman between 2006 and 2010 were a secretary or administrative assistant (3.8M), cashier (2.8M), and an elementary or middle school teacher (2.7M).

The most common occupation for a man was a truck driver (3.2M).  The men’s workforce significantly grew in teller positions, loan interviewers, insurance claims, and clerks.

The Hispanic labor force grew the most out of any racial or ethnic group category, growing 53 percent (or from 14.7 million to 22.5 million) from 2000 to 2010.  Non-Hispanic Caucasians still made up the majority of the labor force from 2006 to 2010 (67 percent).  Hispanics represented 15 percent; non-Hispanic African-Americans represented 11 percent; and non-Hispanic Asians represented 5 percent of the labor force.

For a complete listing of all tables, visit the Equal Employment Opportunity Tabulation’s website.

Source: U.S. Census Bureau