{"id":13050,"date":"2026-04-16T14:11:04","date_gmt":"2026-04-16T19:11:04","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=13050"},"modified":"2026-10-09T08:24:15","modified_gmt":"2026-10-09T13:24:15","slug":"ask-our-experts-preparing-for-eeo-1-reporting","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/ask-our-experts-preparing-for-eeo-1-reporting\/","title":{"rendered":"Ask our experts: Preparing for EEO-1 reporting"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-f85887e8 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-929090b5 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-a4641b2f wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"wp-block-paragraph\">by <strong>Miller Jozwiak<\/strong>, Brightmine Legal Editor<\/p>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Every spring, the Equal Employment Opportunity Commission (EEOC) requires covered employers to report on workforce data. At the federal level, the most prominent of these requirements is the EEO-1 report. The instructions can vary from year to year, which sometimes causes confusion (and frustration) among HR professionals.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We receive many questions about the topic. Below are a few questions about the process we have answered in the past.<\/p>\n\n\n\n<h2 id=\"collection-of-race-and-ethnicity-information\" class=\"wp-block-heading\">Collection of race and ethnicity information<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><em>Q: We are preparing for our EEO-1 reporting. How do we compliantly collect race and ethnicity information?<\/em><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>A: <\/strong>Self-identification is the preferred method of identifying the race and ethnic information necessary for the EEO-1 Report. Employers are required to attempt to allow employees to use self-identification to complete the EEO-1 Report. When attempting to collect race and ethnic information for purposes of the EEO-1 Report an employer should:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Offer employees the opportunity to self-identify; and<\/li>\n\n\n\n<li class=\"\">Provide a statement about the voluntary nature of this inquiry for employees.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">If an employee declines to self-identify, employment records or observer identification may be used.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employer should provide employees with adequate time to respond, and assure employees that the information will be kept confidential and only used for preparing the EEO-1 Report. If an employer periodically requires employees to update personal information, it may be a good idea to include a self-identification form at that time.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Voluntary self-identification forms should be kept separately from the employee&#8217;s personnel file or other records available to those responsible for personnel decisions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The EEO-1 race and ethnicity categories are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Hispanic or Latino.<\/li>\n\n\n\n<li class=\"\">White (Not Hispanic or Latino).<\/li>\n\n\n\n<li class=\"\">Black or African American (Not Hispanic or Latino).<\/li>\n\n\n\n<li class=\"\">Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino).<\/li>\n\n\n\n<li class=\"\">Asian (Not Hispanic or Latino).<\/li>\n\n\n\n<li class=\"\">Native American or Alaska Native (Not Hispanic or Latino).<\/li>\n\n\n\n<li class=\"\">Two or More Races (Not Hispanic or Latino).<\/li>\n<\/ul>\n\n\n\n<h2 id=\"changes-in-reporting-categories\" class=\"wp-block-heading\">Changes in reporting categories<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><em>Q: We heard that the EEOC is consolidating the questions regarding race and ethnicity into one question and that there will be new categories for this question. Is that right?<\/em><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>A: <\/strong>To understand the answer to this question, you need to understand changes in how the federal government collects information about race in numerous areas, not just EEO reporting.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In 2024, the Office of Management and Budget (OMB)&nbsp;amended&nbsp;<a href=\"https:\/\/spd15revision.gov\/content\/spd15revision\/en\/2024-spd15.html\" target=\"_blank\" rel=\"noreferrer noopener\">Statistical Policy Directive 15<\/a>&nbsp;(the SPD). The SPD provides the standards for federal agencies to&nbsp;maintain, collect and present race and&nbsp;ethnicity&nbsp;data.&nbsp;The purpose of the SPD&#8217;s categories is to provide a common language for uniformity and comparability in the collection of data by federal agencies. In other words, the SPD is directed at federal agencies, not private employers.&nbsp;Federal agencies, like the Equal Employment Opportunity Commission (EEOC),&nbsp;have an obligation to implement the amended SPD; private employers (such as those subject to EEO-1 reporting requirements) then must&nbsp;comply with&nbsp;those agencies&#8217; implementation of the SPD.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The EEOC has not yet implemented the amended SPD.&nbsp;For existing recordkeeping and reporting requirements&nbsp;(including EEO-1 reporting), federal agencies must&nbsp;submit&nbsp;changes to the OMB by March 28, 2029.&nbsp;For the&nbsp;EEOC, however, there was an obligation to&nbsp;submit&nbsp;a plan to the OMB within&nbsp;18 months&nbsp;of March 28, 2024,&nbsp;regarding&nbsp;how the EEOC would implement these changes. That deadline was originally set for September 28, 2025.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">On&nbsp;<a href=\"https:\/\/spd15revision.gov\/content\/spd15revision\/en\/news\/2025-09-26-bulletin.html\" target=\"_blank\" rel=\"noreferrer noopener\">September&nbsp;26, 2025<\/a>, the OMB extended the EEOC&#8217;s timeline for submitting its compliance plan&nbsp;to March 28, 2026. The EEOC missed the extended deadline. The&nbsp;<a href=\"https:\/\/spd15revision.gov\/content\/spd15revision\/en\/news\/2026-03-27-bulletin.html\" target=\"_blank\" rel=\"noreferrer noopener\">OMB again extended the deadline<\/a>, this time to March 28, 2027, by which date the EEOC must&nbsp;submit&nbsp;a plan of how it will&nbsp;comply with&nbsp;the amended SPD. The agency still has through March 28, 2029,&nbsp;to&nbsp;actually&nbsp;comply&nbsp;with&nbsp;the amended SPD.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At this time, the EEOC has not yet addressed whether race and&nbsp;ethnicity categories should be combined into a single question.&nbsp;When the EEOC opens the 2025 EEO-1 data collection (the date for which has not yet been announced), organizations should review the instructions provided on the online reporting portal.&nbsp;Monitor the&nbsp;<a href=\"https:\/\/www.eeoc.gov\/data\/eeo-data-collections\" target=\"_blank\" rel=\"noreferrer noopener\">EEOC&#8217;s EEO reporting page<\/a>&nbsp;for developments in this area. Brightmine is monitoring for any&nbsp;substantive changes to reporting requirements and will report them there when they occur.<\/p>\n\n\n\n<h2 id=\"state-eeo-reporting-requirements\" class=\"wp-block-heading\">State EEO reporting requirements<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><em>Q: Do any states require EEO reporting?<\/em><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A: Yes. In addition to federal EEO reporting requirements, covered employers in California, Illinois and Massachusetts have additional reporting requirements. The statutory requirements in each state vary. In Illinois and Massachusetts, employers can use their EEO-1 reports from the prior year to comply with the law. On the other hand, California&#8217;s reporting structure is significantly different from EEO-1 reports.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-1 is-position-sticky\">\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-22a7c014 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Get ahead of HR compliance<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Navigating today\u2019s complex HR compliance landscape is challenging.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Get ahead with Brightmine. Access HR resources and automation tools managed by seasoned human HR experts.<\/p>\n\n\n\n<p style=\"font-size:14px\" class=\"wp-block-paragraph\"><a href=\"\/us\/products\/hr-compliance-center\/#lexisnexis\">Proudly partnered with LexisNexis<sup>\u00ae<\/sup><\/a><\/p>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6ee76cfc wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<figure class=\"wp-block-image alignleft size-large is-resized\" style=\"margin-top:10px;margin-bottom:10px\"><img loading=\"lazy\" decoding=\"async\" width=\"166\" height=\"44\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/07\/16090337\/LexisNexis-logo.svg\" alt=\"\" class=\"wp-image-9646\" style=\"width:auto;height:35px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/us\/quote\/?intcmp=cta|blog|quote|request-a-quote\" style=\"border-radius:25px\">Request a quote<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"wp-block-paragraph\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-f85887e8 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-9f6d1e74c6db5dfc1e921e2bfe547a9c wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/thou-shalt-not-use-chatgpt-handling-religious-objections-to-ai-at-work\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/04\/16013210\/Feature-manager-on-a-computer.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/thou-shalt-not-use-chatgpt-handling-religious-objections-to-ai-at-work\/\">Thou shalt not use ChatGPT? Handling religious objections to AI at work<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">As AI becomes more common in the workplace, employers may encounter employees who object to its use on &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/beyond-the-ada-meeting-emerging-accommodation-challenges\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/08\/07035344\/brightmine-solutions.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/beyond-the-ada-meeting-emerging-accommodation-challenges\/\">Beyond the ADA: Meeting emerging accommodation challenges<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Explore emerging accommodation challenges beyond the ADA, including religious, pregnancy, reproductive health, mental health, neurodiversity and AI-related issues, &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/02\/13035009\/Students-attending-university-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Charts<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\">EEO protected classes by state<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Explore state\u2011by\u2011state EEO protected classes to help HR teams understand discrimination laws and maintain compliant employment practices.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-46e34cbb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-container-core-group-is-layout-9f6a5453 wp-block-group-is-layout-constrained\" style=\"padding-right:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 id=\"h-topics-on-this-page\" class=\"wp-block-heading\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-7387b849 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-privacy\/\" rel=\"tag\">Employee privacy<\/a><span class=\"wp-block-post-terms__separator\">, <\/span><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/\" rel=\"tag\">Employment discrimination<\/a><span class=\"wp-block-post-terms__separator\">, <\/span><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/\" rel=\"tag\">HR compliance<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 id=\"h-about-the-author\" class=\"wp-block-heading\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns has-primary-gray-color has-text-color has-link-color wp-elements-ddd76c66d4ac8456ce6eb43629818b6a is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px;flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/06\/29074307\/male-speaker-author-avatar.webp\" alt=\"\" class=\"wp-image-15353\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px\">\n<p class=\"wp-block-paragraph\"><strong>Miller Jozwiak<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Miller Jozwiak is a former employment law attorney who began practicing in 2021. As a member of the Brightmine editorial team, he focuses on recruiting and hiring and employee discipline issues. He is also a member of the Ask Our Experts team.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Miller holds a Bachelor of Arts degree from the University of Wisconsin-Madison School of Journalism and Mass Communication, and a Juris Doctor from the University of Minnesota Law School, where he received a concentration in labor and employment law. Before joining Brightmine, he worked for an employers&#8217; association as an employment law attorney. In that role, he advised employers on various HR compliance issues and represented them before administrative agencies.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Connect with Miller on <a href=\"https:\/\/www.linkedin.com\/in\/miller-jozwiak\/\">LinkedIn<\/a>.<\/p>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Preparing for EEO\u20111 reporting? Our experts answer common questions on race and ethnicity data collection, reporting changes, and state EEO requirements.<\/p>\n","protected":false},"author":65,"featured_media":8681,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[56],"tags":[],"topic":[69,71,25],"class_list":["post-13050","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-c-and-i","topic-employee-privacy","topic-discrimination","topic-hr-compliance"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 (Yoast SEO v28.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Ask our experts: Preparing for EEO-1 reporting | Brightmine<\/title>\n<meta name=\"description\" content=\"EEO\u20111 reporting requirements can change from year to year. 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