The Visual Powerfiles for EEO is an information management and reporting system designed to meet Federal requirements for the agency's Equal Employment Opportunity (EEO) function in accordance with several civil rights laws and regulations. EPA OCR is responsible for monitoring and evaluating the effectiveness of affirmative programs, conducting workforce ad hoc anlysis and summaries for data related to applicant flow, new hires, promotions, awards, training, disciplinary actions, and selection procedures., and developing plans and actions for an annual Management Directive 715.

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations

The EEOC collects workforce data from employers with more than 100 employees, including State and Local governments. Federal agencies use the report to develop new strategies in furtherance of EEO practices, helping jurisdictions to establish benchmarks and provide guidance in the evaluation of internal programs to ensure equal employment opportunity. The City of New York is legally mandated to submit the federal EEO-4 report every two years. The report provides a summary of a jurisdiction's workforce composition by agency function, job category, salary, race/ethnicity, and gender.

Includes self-identified race/ethnicity and gender information for current employees. Information about current city employees as of "Data Last Updated" date (usually first Monday of the month). This information is collected and reported to U.S. Equal Employment Opportunity Commission (EEOC). Race/Ethnicity categories are defined by EEOC (see pages 2-3 of the document the Attachments section below). See EEO-4 State and Local Government Information Report.

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees.

Aggregated data attached to Diversity in the High Tech industry report

The State and Local Government Information Report (EEO-4), EEOC Form 164, also referred to as the EEO-4 Report, is a mandatory biennial data collection that requires all State and local governments with 100 or more employees to submit demographic workforce data, including data by race/ethnicity, sex, job category, and salary band. The filing by eligible State and local governments is required under section 709(c) of Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. 2000e-8(c), 29 CFR 1602.30 and .32-.37.

Source: EEO Data Collections | U.S. Equal Employment Opportunity Commission (eeoc.gov)

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations

Includes self-identified race/ethnicity and gender information for current employees only. The value "Redacted" is used as department name where there are fewer than 10 employees. Information about current city employees as of "Data Last Updated" date (usually monthly). This information is collected and reported to U.S. Equal Employment Opportunity Commission (EEOC). Race/Ethnicity categories are defined by EEOC (see pages 2-3 of the document the Attachments section below). See EEO-4 State and Local Government Information Report.

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2007, over 67,800 employers with more than 61.3 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees.

Data related to the management of EEO complaint processing. Due to the presence of PII, the raw data is not available for public consumption. However, aggregated data is available in the DOT's NoFEAR Act report and Form 462 Report. Both are located on the DOT Office of Civil Rights' public website.

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations

This dataset contains information on discrimination complaint cases processed by a local agency, the Iowa Civil Rights Commission or the Equal Employment Opportunity Commission (EEOC) in Iowa. Data includes type of closure, dates when case was opened and closed, and basis of complaints received.

Data related to the management of EEO complaint processing. Due to the presence of PII, the raw data is not available for public consumption. However, aggregated data is available in the DOT's NoFEAR Act report and Form 462 Report. Both are located on the DOT Office of Civil Rights' public website.

This survey, also known as the EEO-6 (Equal Employment Opportunity) was sent to any higher education institution with 15 or more full-time employees. The survey contains general institutional characteristics, full-time staff statistics, tenure information, and other employment data.

Data related to the management of EEO complaint processing. Due to the presence of PII, the raw data is not available for public consumption. However, aggregated data is available in the DOT's NoFEAR Act report and Form 462 Report. Both are located on the DOT Office of Civil Rights' public website.

Analysis of ‘Job Patterns for Minorities and Women in State and Local Government, 2009 EEO-4 Data Table: State by Function Report’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://catalog.data.gov/dataset/f3108317-f331-44fa-b5c8-6156664d7113 on 26 January 2022.

--- Dataset description provided by original source is as follows ---

As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations

--- Original source retains full ownership of the source dataset ---