shades of blue rainbow with each end going into files

Ready to file that EEO-1 report? Data collection season can be a challenge for even the most experienced HR professionals.

You know you need to stay compliant with all the latest recruitment regulations — you just don’t have time to tick all the boxes yourself. To help keep the process simple, we’ve compiled the latest EEO categories, plus tips to help you make sense of your reporting.

At Breezy, we’re big on helping employers stay compliant. But this blog isn’t a substitute for expert legal advice. Always work with a qualified legal professional to ensure you’re categorizing each specific job in your company under the correct job classification.

Breezy makes it easy to stay compliant with EEOC and the OFCCP. Sign up for your free trial and get instant access to built-in data collection and compliance features.

What are EEO classifications? And why are they important

Equal employment opportunity (EEO) categories are a set of characteristics or demographics protected under federal law.

Since 1966, all businesses with over 100 employees have been legally required to file the Employer Information Report EEO-1 with the US Equal Employment Opportunity Commission (EEOC). Federal contractors with 50 or more employees and a contract value of over $50,000 are also required to file a report. But what’s the purpose of these reports?

The information in your EEO-1 Report helps the EEOC understand demographic changes and identify challenges to equal opportunity in employment.

For example, when the EEOC started collecting data in 1966, women made up barely 14% of professionals. By 2013, that number more than tripled to over 53% and today it’s reached a high of nearly 78%. Progress like that is now visible thanks to the types of reports you’re about to file.

What are the EEO job categories?

There are ten job categories classified by:

Responsibilities and duties
Knowledge and training
Required skill level

Let’s zoom in on each EEO category and what it includes.

1. Executive/senior-level officials and managers

Split into two groups, the first tier includes the highest level job title within a company. From Chief Executive Officers to Chief Financial Officers, these top-of-the-org-chart officials manage and create policies, define company strategies, and answer to the board of directors.

Here are some common job titles that might fit under this classification:

2. First/mid-level officials and managers

The second group includes workers who report to high-level officials. This can include roles like vice presidents, operational managers, education administrators, and human resource managers responsible for implementing the plans and strategies created by senior-level leadership. Many mid-level managers also oversee operations on a smaller scale, usually regionally or divisionally.

Roles that might fit under this category include:

3. Professionals

This category includes roles that require professional degrees, certifications, and considerable experience. These jobs include doctors, lawyers, analysts, engineers, and other positions, such as:

4. Technicians

The jobs in this category require applied science skills learned through training programs or vocational work. Many of these positions are deskless and require manual labor and technical expertise.

Some examples could include:

5. Sales workers

People who are directly involved with sales fall under this classification. Sales workers spend more time selling than doing other duties. Titles include a range of sales representatives, including retail workers, real estate agents, travel agents, telemarketers, and more.

These employees work in an office, often performing clerical duties like fielding phone calls and filing paperwork. Based on your industry and the job role in question, this classification might include:

6. Administrative support workers

These employees work in an office, often performing clerical duties like fielding phone calls, and filing paperwork. This could include paralegals, dispatchers, bank tellers, receptionists, and more.

7. Craft workers

Craft workers are trained to perform special skills and typically hold niche jobs. From construction to mining and industrial work, these laborers hone their craft. Think plumbers, pipe layers, and radio operators.

Other positions can include:

8. Operatives

Employees in this category are considered semi-skilled laborers. While their duties are less complex and require less training than craft workers, they also perform a wider range of tasks with more varied skills. Many of these individuals operate heavy machinery, but they can also include roles like butchers, bakers, and computer programmers.

Operatives commonly hold positions like:

9. Laborers and helpers

Workers in this category are defined as “unskilled,” following exact instructions to perform their tasks. These roles require little training and lots of manual labor, including jobs like landscaping workers, construction laborers, groundskeepers, farm workers, assemblers, repairers, vehicle cleaners, and more.

Here are some examples:

10. Service workers

The final category includes all jobs in the service sector. While some require formal training, many jobs only require experience. These jobs often include hospitality positions, security guards, firefighters, dental assistants, and more:

EEO-1 report: common mistakes and best practices

Yes, EEO reporting is a big part of staying compliant. But it’s also a great way to get a headstart on important strategic products that could lead to better diversity, equity and inclusion (DEI) at your organization.

Follow these tips to make the most of your EEO reporting.

1. Use your data to set better, clearer goals

By analyzing the results of your EEO-1 report, you can measure your current success with workplace diversity and establish clear goals for the future.

Which parts of the business are over- or under-represented? Use your report as a roadmap to address inequities, invest in building a pipeline of diverse candidates, and elevate your entire workforce. And if you want to take it a step further, why not conduct a pay equity audit, too? It might just be the missing piece you’re looking for as you rethink your compensation strategy.

2. Hire a professional to help with your reporting

HR compliance isn’t easy. Don’t be afraid to ask for help if you need it. Today, there are a range of professional employer organizations (PEOs) out there that can help you file an accurate, compliant EEO-1 report in a fraction of the time.

3. Don’t exclude anyone

Be careful not to accidentally exclude any employees due to filing errors. This can be especially challenging for individuals who don't self-identify their race, gender, or ethnicity. However there are clear EEOC guidelines that let you know how to deal with these cases.

4. Hang on to your report

Once you’ve submitted the report, keep a copy for at least one year. This helps provide an easy audit trail and may even be mandatory depending on your location. Check for the minimum duration in your area and when in doubt, err on the side of caution by keeping a record of your report in a well-organized and easily accessible location.

Use EEO categories to get a reading on company culture

While it may not be the most thrilling HR task on your to-do list, remember that all this data collection is here to serve a higher purpose. By taking the time to file your EEO-1 report, you’re not just protecting your business from any regulatory violations, you’re also putting your company in a better position to improve employee diversity and productivity.

When you’re ready to automate your recruitment compliance, Breezy can help. With simple-to-use EEOC/OFCCP compliance, you can stay on top of reporting, while providing an awesome experience for candidates. Try it free for 14 days.

Top FAQs about EEO categories

To recap, here are some straightforward answers to some of the most common questions about EEO categories.

1. What is the EEOC?

The Equal Employment Opportunity Commission (EEOC) is a federal agency focused on enforcing laws that prohibit discrimination in the workplace based on race, color, religion, sex, national origin, age, disability, or genetic information. It investigates charges of discrimination, attempts to reach settlements, and files lawsuits when necessary to address violations.

2. How are the EEO job categories defined and utilized for employment records?

The EEOC utilizes ten primary job categories for EEO-1 reporting. Each category contains a concise description of the skills and qualifications needed for roles within that category, along with sample job titles that fall under each category. These examples are meant to illustrate rather than encompass all job titles within a category.

The classification of job categories is primarily determined by the typical skill level, expertise, and accountability required for roles and occupations in each category. Employers are advised to choose the category that most accurately represents the job duties carried out by each employee.

3. What is the EEO-1 report?

The EEO-1 report is a mandatory annual data collection that requires all private sector employers with 100 or more employees, and federal contractors with 50 or more employees meeting certain criteria, to submit workforce demographic data. This data includes information such as job category, sex, and race or ethnicity of employees to the EEOC.

The report provides a demographic breakdown of the employer's workforce, helping to ensure equal employment opportunities and compliance with federal regulations.

4. How do employers determine the correct EEO-1 job category for their employees?

Employers determine the correct EEO-1 job category for their employees by referencing the 2023 EEO-1 Job Classification Guide.

EEO Categories, Explained: A Simple Guide for Employers