EEOC Releases Fiscal Year 2020 Enforcement and Litigation Data
Last week, the Equal Employment Opportunity Commission (EEOC) release the 2020 Summary of Enforcement and Litigation Data. As we all recognize, last year was an unbelievably difficult time for both employers and employees nationwide. Despite this, the agency saw a reduction in the total number of charges handled by the agency from 2019.
The report, which was released on February 26, 2021, showed that the agency received 67,448 charges of workplace discrimination over the course of Fiscal Year (FY) 2020 which ended on September 30, 2020. The agency secured $439.2 million for victims of discrimination in the private sector, state, and local government workplaces through voluntary resolutions and litigation.
The agency responded to over 470,000 calls to its toll-free number and more than 187,000 inquiries in field offices, including 122,775 inquiries through the online intake and appointment scheduling system. The FY 2020 data show that retaliation remained the most frequently cited claim in charges filed with the agency, accounting for the majority of all charges filed. This is typically because retaliation is a secondary claim to a claim of discrimination handled by the agency.
Other charge statistics showed that disability, race, and sex-based discrimination were topping the list of most frequently filed claims. Below is a summary of all charge data:
- Retaliation: 37,632 (55.8 percent of all charges filed)
- Disability: 24,324 (36.1 percent)
- Race: 22,064 (32.7 percent)
- Sex: 21,398 (31.7 percent)
- Age: 14,183 (21.0 percent)
- National Origin: 6,377 (9.5 percent)
- Color: 3,562 (5.3 percent)
- Religion: 2,404 (3.6 percent)
- Equal Pay Act: 980 (1.5 percent)
- Genetic Information: 440 (0.7 percent)
This report shows that employer need to continue to regularly communicate company policies which foster a civil and inclusive work environment and that prohibit discrimination or harassment of any form in the workplace. Additionally, it is important that all harassment policies clearly state how employees subject to, or witnesses to, harassment or discrimination can report complaints. An important update to the American Ambulance Association’s Human Resources Manual is the addition of language encouraging bystander intervention and reporting. The bottom line, when unacceptable behavior is not given the oxygen to survive in a workplace, there will be less of it.
If your organization needs assistance or has questions about the best practices regarding promoting a civil and inclusive work environment, please contact the AAA at email@example.com for assistance.