One is the loneliest number…
Now that your EEO-1 and Vets-100 reports are filed, have you taken the time to analyze the data? These pesky reports are often an exercise in frustration but are used by both the EEOC and the OFCCP for trending, audit selection and data analyses. We assisted some clients with their reporting this year (the old fashioned way — data entry into the little boxes!) and noticed that some companies have one minority or female in a job category. We can’t help but wonder how that one African American female feels in a sea of white males in the sales department?
Take some time to look at your reports:
- Is the data accurate — have jobs been EEO-1 coded appropriately? Has race/gender/vets status been properly collected and reported? Are you reporting locations accurately — too many/too few?
- Are there pockets of none or one in your organization? Are there organizational barriers or do you just live in a non-diverse work area? How does the lone ranger feel working in your organization?
- How are your female/minority numbers trending over the past few years? Remember that these reports can be obtained under a Freedom of Information Act (FOIA) request. The WSJ famously trended how minorities and females fared during the big downsizings of the 80s by requesting EEO-1 reports on the Fortune 100. In response to that article, many HR executives scrambled to analyze their data only to find it was WRONG (see #1) or that they weren’t watching.