Print Page  |  Your Cart  |  Sign In  |  Register
News & Press: EEO News

What You Should Know: Statement of Acting Chair Victoria A. Lipnic about OMB Decision on EEO-1 Pay D

Wednesday, August 30, 2017   (0 Comments)
Posted by: Phil Akroyd
Share |

On Tuesday, August 29, 2017 the EEOC released the following statement, which details the stay on pay data collection in the revised EEO-1 report.

In short, companies will not be required to file pay and hours worked data in the upcoming EEO-1 report which has a scheduled filing period from January 1, 2018 to March 31, 2018.  The requirement to file race, ethnicity, gender and EEO-1 category will remain.

What You Should Know: Statement of Acting Chair Victoria A. Lipnic about OMB Decision on EEO-1 Pay Data Collection

On August 29th, the Office of Management and Budget (OMB) informed the Equal Employment Opportunity Commission (EEOC), (via a memo from Neomi Rao, Administrator, Office of Information and Regulatory Affairs to Acting Chair Victoria Lipnic) that it is initiating a review and immediate stay of the effectiveness of the pay data collection aspects of the EEO-1 form that was revised on September 29, 2016, in accordance with its authority under the Paperwork Reduction Act (PRA).

The previously approved EEO-1 form which collects data on race, ethnicity and gender by occupational category will remain in effect. Employers should plan to comply with the earlier approved EEO-1 (Component 1) by the previously set filing date of March 2018.

Instructions are at:

Acting Chair Lipnic said:

“The EEOC remains committed to strong enforcement of our federal equal pay laws, a position I have long advocated. Today’s decision will not alter EEOC’s enforcement efforts.

I had consistently urged OMB to make a decision on this matter so that stakeholders would be aware of their reporting obligations.

Going forward, we at the EEOC will review the order and our options. I do hope that this decision will prompt a discussion of other more effective solutions to encourage employers to review their compensation practices to ensure equal pay and close the wage gap. I stand ready to work with Congress, federal agencies, and all stakeholders to achieve that goal.”

Have questions?

A Biddle Consulting Group representative will be happy to discuss any questions you have about this post or other AAP/EEO compliance concerns. Call us at (800) 999-0438 or send an email to

Community Search
Member Login
Sign In securely

ASE: You Get What You Measure: Using Analytics to Identify Opportunities and Support Diversity

Foundations of AAP Development

4/5/2018 » 4/6/2018
BCGi Summit 2018

Foundations of AAP Compensation – Interpreting Statistical Results

Too Good to Work Here? Considering Job Applicants Who Appear to be Overqualified

Latest News