The National Academies Press

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From page 13... ... RECOMMENDATION 3-6: EEOC should work with other federal agencies to develop and test ways to measure employees' sex, gender identity, and sexual orientation in a manner appropriate for EEOC data collections. Broaden and Strengthen Data Collection and Analysis The panel found that revision of the current data-collection approach would greatly improve the value of Component 2 data. Read the entire page →
From page 14... ... system occupations are more specific and are updated periodically through an interagency process. Furthermore, if job titles are collected with establishment NAICS codes, automated occupational coding programs (such as that used by the Occupational Employment and Wage Statistics collection and others) Read the entire page →
From page 15... ... Adopting Recommendation 3-7 could simplify the collection of data on these groups. RECOMMENDATION 3-10: EEOC should explore the measurement of pay gaps for additional groups protected under its authority or policy equities, including persons age 40 and older, persons with dis abilities, and veterans. Read the entire page →
From page 16... ... EEOC could consider designating its Office of Enterprise Data and Analytics as a federal statistical unit to collect, report, and protect data in anonymized for mat for research purposes (including employer self-assessment) , while targeted investigations for enforcement purposes proceed as a separate data activity. Read the entire page →
From page 17... ... This chapter describes how insufficient information contributes to difficulties identifying cases of pay discrimination, enforcing antidiscrimination laws, and charting progress toward pay equity at the societal level. It then reviews EEOC's statutory authority to collect information from the public for this purpose. Read the entire page →
From page 18... ... Typically, PEOs offer human resource consulting, payroll processing, employer payroll tax filing, workers' compensation insurance, health benefits, and other services. • Race/ethnicity: Social identities measured categorically in the EEO-1, by employer reports, as Hispanic or Latino, White, Black or African Ameri can, Native Hawaiian or Other Pacific Islander, Asian, American Indian or Alaska Native, and Two or More Races. Read the entire page →
From page 19... ... . While differences in pay can often be attributed to differences in workers' education, skills, work experience, or occupation, these factors fail to fully explain sex and race/ethnicity pay gaps. Read the entire page →
From page 20... ... . Pay disparities have multiple causes, and discrimination is only one. Read the entire page →
From page 21... ... was initially given authority to enforce the act, that authority was transferred to EEOC in 1978. Title VII of the Civil Rights Act of 1964 Title VII prohibits a wide range of discriminatory employment practices, including both discriminatory pay practices and segregation of employees into specific jobs, and it addresses discrimination based on sex (including pregnancy, sexual orientation, and gender identity; EEOC, 2022a) Read the entire page →
From page 22... ... Under Title VII, an employee challenging pay discrimination can file a charge with EEOC but typically must show that he or she is paid less than another similarly situated employee because of race, color, religion, sex, or national origin; or the employee may provide direct evidence of discrimination. If the employee does so, then the employer must assert a legitimate, nondiscriminatory reason for the pay disparity. Read the entire page →
From page 23... ... EEOC is also empowered to open "directed investigations" under the EPA and commissioner charges under Title VII. Each of these mechanisms allow EEOC to investigate potential pay discrimination without having received a charge of discrimination from an aggrieved person (EEOC, 2019a) Read the entire page →
From page 24... ... in DOL is responsible for enforcing equal employment opportunity for veterans who are applicants or employees of federal contractors. Read the entire page →
From page 25... ... was amended by Executive Order 13672 on July 21, 2014, to include sexual orientation and gender identity (Executive Office of the President, 2014a) and by Executive Order 13665 on April 8, 2014, to include the pay transparency nondiscrimination provision (Executive Office of the President, 2014b) Read the entire page →
From page 26... ... Foundations for Evidence-Based Policymaking Act of 2018 and Executive Order 13985 EEOC's motivation for collecting wage data predates, but is consistent with, a broader federal movement toward the use of data in evidencebased policy making. The Foundations for Evidence-Based Policymaking Act of 2018 (Public Law 115-435, 2019) Read the entire page →
From page 27... ... Though not a direct motivation for EEOC's collection of pay data, these policies have clear implications for EEOC and its capacity to collect and utilize appropriate data to inform and support its enforcement responsibilities, which play a critical role in advancing equity. Statement of Task For reporting years 2017 and 2018, EEOC added pay bands and hours-worked data components to the EEO-1 form collected annually from qualifying private-sector employers, including federal contractors. Read the entire page →
From page 28... ... c. Given the width of the pay bands (about 24 log points) Read the entire page →
From page 29... ... c. What were the conclusions of the Sage Computing report and how did they influence decisions made about compensation data col lected using the Component 2 instrument? Read the entire page →
From page 30... ... The panel then examined how Component 2 data compare to pay gaps, as measured using the American Community Survey, noting the limitations of the data 7 Formerly Occupational Employment Statistics. Read the entire page →
From page 31... ... Chapter 5 examines item quality, as measured by reliability indices and plausible values, and how these findings can affect intended use. Chapter 6 demonstrates an analysis of pay differences using methods standard to labor economic research and discusses the utility of the data for estimating population pay gaps. Read the entire page →

From page 13...

... RECOMMENDATION 3-6: EEOC should work with other federal agencies to develop and test ways to measure employees' sex, gender identity, and sexual orientation in a manner appropriate for EEOC data collections. Broaden and Strengthen Data Collection and Analysis The panel found that revision of the current data-collection approach would greatly improve the value of Component 2 data.