Collecting Compensation Data from Employers (2012) / Chapter Skim
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5 Confidentiality, Disclosure, and Data Access
5 Confidentiality, Disclosure, and Data Access
Pages 77-85
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From page 77... ...
and the other federal agencies that have responsibility for the data collected from public- and private-sector employers and unions for anti discrimination enforcement purposes. In addition to internal EEOC compliance and analytical uses, the data collected from employers have value to other federal and state agencies for their compliance and analytical purposes, to researchers to support analysis of discrimination practices, and to those who evaluate the effectiveness and efficiency of antidiscrimination programs.
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From page 78... ...
, the tables are assembled under reportedly elaborate but unpublished rules that provide for suppression of data that could identify a particular establishment or multi-establishment firm. In releasing aggregated data of private employers collected from annual EEO-1 surveys, the EEOC uses a data suppression rule that is quite similar to the rule used by other federal government agencies for statistical data based on information collected from employers, including the Quarterly Census of Employment and Wages (QCEW)
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From page 79... ...
This technique is less complicated than cell suppression, and, by adding noise, an agency can show data for all cells and for all tables, which preserves the ability to draw inferences from all cells.3 Another effort to preserve the analytical value of protected sensitive data is being developed using a controlled tabular adjustment technique. In this technique, a sensitivity rule determines which cells are sensitive, and the technique replaces each sensitive value with a safe value that is some distance away from the sensitive value.
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From page 80... ...
The most recent ones combine techniques from statistics and computer sciences and aim to account for increased disclosure risk due to the presence of more externally available information and better record linkage technologies. Recent advances in data redaction strategies and data sharing, which include, among others, virtual research data centers, remote access servers, privacy-preserving mechanisms for distributed data bases, and differentially private mechanisms, are highlighted in a special 2009 issue of the Journal of Privacy and Confidentiality (Kinney, Karr, and Gonzalez, 2009)
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From page 81... ...
The mechanism for sharing data in a protected environment is quite detailed, complicated, and time consuming, and it relies on giving the potential data user the status of a sworn federal employee. Office of Federal Contract Compliance Programs Procedures OFCCP confidential data are derived from a "scheduling letter" process in which compliance reviews are initiated and certain documents and data sets are requested.
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From page 82... ...
The penalties for disclosure of confidential data in Title VII are formally transferred to the researcher. SOURCE: Summary by panel staff of sample EEOC Intergovernmental Personnel Act agree ment for external researchers, provided by EEOC staff on November 28, 2011.
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From page 83... ...
However, it should be noted that the true underlying disclosure risks with such data are not fully understood. Department of Justice Procedures As noted above, DOJ's Civil Rights Division obtains EEO-4 data from EEOC on a regular basis and holds it in confidence as a member of the joint state and local reporting committee.
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From page 84... ...
In recent years, a procedure for protecting shared data has been implemented by several federal statistical agencies that might well serve as a model for protecting the EEOC employer data. The Bureau of Labor Statistics, Census Bureau, and Bureau of Economic Analysis can now share confidential data obtained from employers under provisions of the Confidential Information Protection and Statistical Efficiency Act (CIPSEA)
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From page 85... ...
if such matching was some day deemed useful to help improve the quality of the data.
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