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 recruitment compliance is crucial – you just don’t have time to tick all the boxes yourself. We’ve compiled the latest EEO categories, plus tips to help you make sense of your reporting.

Hey there! While we know our stuff about compliance, this guide isn't legal advice. Be sure to check with a certified legal pro to make sure you’re using the right classifications.

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What are EEO classifications? And why are they important

Equal employment opportunity (EEO) categories are a set of characteristics 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).

Due to recent policy changes, it's unclear if federal contractors with 50 or more employees still need to file EEO-1 reports. Until the EEOC provides updated guidance, contractors should consult with legal counsel about their reporting obligations.

But what's the purpose of these reports? EEO-1 Reports help the EEOC track workforce demographics and identify potential discrimination issues. While some DEI initiatives are being scaled back, EEO-1 reporting remains a legal requirement.

What are the EEO job categories?

EEO job categories are classified by:

Responsibilities and duties
Knowledge and training
Required skill level

Let’s zoom in on what each one includes.

1. Management - executives

The first group includes the highest-level management job titles 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:

Need inspiration? Explore these real EEO statements to strengthen your job descriptions and attract top talent.

2. Management - managers

The next 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. Management - supervisors

This category includes first-level supervisors who report directly to managers. These professionals oversee daily operations at the functional, line of business segment, or branch level. Think team leads and floor supervisors responsible for executing operational objectives and managing front-line employees.

Some typical roles in this category include:

4. 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:

5. 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:

6. 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.

Based on your industry and the job role in question, this classification might include:

7. Administrative support workers

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

8. 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:

9. 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 even computer programmers.

Operatives commonly hold positions like:

10. 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:

11. 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:

Best practices when filing your EEO-1 report

Despite legislative uncertainty, EEO reporting is still a requirement and internal diversity, equity and inclusion programs are often the best way to stay compliant.

Although DEI programs are changing shape in the US, an overwhelming 88% of legal leaders still believe that supporting or expanding DEI is essential to mitigating legal risk. Follow these tips to help keep compliant.

Use your data to set better goals

By analyzing the results of your EEO-1 report, you can go beyond compliance and establish a roadmap for stronger workforce planning.

Use your report to measure your current success, then set measurable goals to broaden your talent pool and pipeline. Want to go a step further? If you’re rethinking your compensation strategy, consider adding a step for a pay equity audit.

Hire a professional to help with your reporting

Navigating HR compliance is complex terrain, made even trickier by frequent regulatory updates. Don’t be afraid to ask for help if you need it. Partnering with a professional employer organization (PEO) or external advisor can help you file an accurate, compliant EEO-1 report in a fraction of the time.

Don’t exclude anyone

Errors in reporting, especially concerning employees who don’t self-identify their race, gender, or ethnicity, can open you up to unnecessary risk. Be careful not to accidentally exclude any employees due to filing errors, and follow the EEOC guidelines for identifying employees who don’t self-report.

Save 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.

Document your processes

Whatever the political climate might look like, the best way to demonstrate nondiscrimination is by clearly documenting your practices. Build clear criteria for job descriptions, onboarding, performance evaluation, and terminations. This not only makes it easy to see what’s working and what’s not, it ensures decisions can be audited and defended based on objective factors.

Use data-driven language

When communicating internally and externally, lean on data-driven language like “workforce analytics” or “fair employment practices”. Whether you’re aiming to widen talent pools or create a clear framework for performance evaluation, focus on the intended outcomes above all. This maintains your commitment to fair, consistent processes while using more neutral language that holds up under scrutiny.

Using EEO categories as a cultural compass

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 regulatory violations, you’re putting your company in a position to win long-term.

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Top FAQs about EEO categories

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 that enforces laws to prevent discrimination in the workplace based on race, color, religion, sex, national origin, age, disability, or genetic information. It investigates charges, 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 eleven 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 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. Do federal contractors still need to file?

After EO 11246 was rescinded in January 2025, the rule requiring federal contractors with 50 or more employees and contracts over $50,000 to file has no clear legal foundation. However, the EEOC hasn’t updated its instructions yet, so contractors should consult a legal advisor before skipping it.

5. 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 this EEO-1 job classification guide.

EEO Categories, Explained: A Simplified Guide for Employers