EEOC Delays 2022 EEO-1

Reporting Until Fall 2023

Recently, the Equal Employment

Opportunity Commission (EEOC)

announced that the date for

employers to begin submitting

2022 EEO-1 Reports is delayed

again, this time with a tentative

new opening date in the fall of

2023. The EEOC had previously

extended the expected opening

date for 2022 EEO-1 reporting

until mid-July 2023. Under Title

VII of the Civil Rights Act, certain

employers must usually submit

EEO-1 by March 31 each year.

The following entities are

subject to EEO-1 reporting:

• A private employer that has

100 or more employees

(with limited exceptions for

schools and other

organizations);

• A private employer with

between 15 and 99

employees, if it is part of a

group of employers that

legally constitutes a single

enterprise that employs a

total of 100 or more

employees; and

• A federal contractor that

has 50 or more employees;

is either a prime contractor

or first-tier

subcontract or purchase

order amounting to

$50,000 or more.

Employers filing EEO-1 Reports

for the first time must register

to receive a login, password and

further instructions for filing

from the EEOC. Although the

EEOC sends notification letters

to employers it knows to be

subject to EEO-1 requirements,

all covered employers are

responsible for obtaining and

submitting the necessary

information prior to the

appropriate deadline.

EEOC Announcement

The reason behind the latest

delay is that the EEOC is

“currently completing a

mandatory, three-year renewal

of the EEO-1 Component 1 data

collection by the Office of

Management and Budget (OMB)

under the Paperwork Reduction

Act (PRA),” according to the

agency. Component 1 of the

EEO-1 requires employers to

submit additional employee

demographic information. EEO-

1 reporting has been delayed in

prior years, with the portal for

submitting 2019, 2020 and 2021

data closing late in 2021 and

2022.

Addressing the New

Normal of Talent

Shortages

As talent shortages persist

across industries, an increasing

number of employers are

grappling with the need to

adapt to the “new normal” to

address this challenge

effectively. Employers are

consistently finding an

inadequate number of qualified

candidates or insufficient

resources (e.g., budget and

staffing) to meet the high

demand for talent.

Addressing Ongoing Talent

Shortages

In an uncertain hiring market,

employers should focus on what

they can control: their strategy.

HR teams should consider the

following popular ways to address

and combat the new normal of

talent shortages:

• Prioritize skills-based hiring.

While specific qualifications

may be valuable for some

roles or industries, HR

professionals may consider

candidates based on desired

skills rather than experience

or education.



• Support internal mobility.

Employers shouldn’t forget

about their current

workforce. Many employees

are willing to transition to job

roles within the organization

for higher compensation,

better work-life balance or

new learning opportunities.

• Focus on retention. A

renewed focus on retention

can help employers avoid

having additional open

positions to source or recruit

for. Championing current

employee skills and focusing

on learning and development

programs are good retention

strategies to start with.

• Leverage technology. HR

professionals can use

technology like artificial

intelligence and online

recruiting platforms to

streamline complex, tedious

and time-consuming

processes and workflow and

expand recruiting reaches.

Given the widespread, ongoing

talent shortages, it’s critical that

employers explore alternative

hiring approaches. For additional

talent attraction and retention

resources, contact us today.