EEOC Wants to Collect More Pay Information from Large Employers to Promote Equal Pay.

I read “The Week” – a magazine that collects in tiny bits all of the news of the past week so I can read it quickly and then get back to my sports and entertainment news. There is a section called “Boring but Important” – and the EEOC’s announcement this morning falls squarely into that topic:

This morning, the Equal Employment Opportunity Commission (EEOC) announced a proposed revision to the Employer Information Report (EEO-1) to include collecting pay data from employers, including federal contractors, with more than 100 employees. The goal of the data collection is to help the EEOC identify possible pay discrimination and to assist employers in promoting equal pay in their workplaces. The timing of the EEOC’s proposal is part of the commemoration of the seventh anniversary of the Lilly Ledbetter Fair Pay Act.

EEO-1 data provides the federal government with workforce profiles from private sector employers by race, ethnicity, sex, and job category. The proposed change would require aggregate data on pay ranges and hours worked starting with the September 2017 report. Members of the public have until April 1, 2016, to submit comments about the proposed change.

The purpose of the change is to give the EEOC and the DOL (and its Office of Federal Contract Compliance Programs – OFFCP) more information about potential pay disparity. The EEOC intends to compile and publish aggregated data that will help employers in conducting their own analysis of their pay practices to facilitate voluntary compliance. And the agencies will be able to use the pay data to assess complaints of discrimination, focus agency investigations, and identify existing pay disparities.

So, kinda “boring,” and, while a pain on the collection side, having more information in the aggregate seems like it will help with identifying and reducing the pay gap.

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