EEOC 2024 Discrimination Statistics: Why They Matter

EEOC 2024 Discrimination Statistics: Why They Matter 

The U.S. Equal Employment Opportunity Commission (EEOC) stands as the primary federal agency tasked with enforcing federal laws that prohibit discrimination in the workplace. Characteristics such as race, color, religion, national origin, and more are protected characteristics under the EEOC.  

Every year, the agency provides an overview of data across the landscape of discrimination in the workplace. This provides employers, employees, and professionals an insight into any trends or challenges in the pursuit of equal employment opportunities.  

Understanding the context of this data in today’s climate is crucial. The current administration’s agenda under President Trump brings potential shifts in the policies and strategies of the agency. It is important to note that the annual performance report was released on January 17, 2025, just days before the new presidential term began. This release’s timing provides a benchmark because it reflects the priorities of the previous administration and serves to see how far future efforts will change them. 

What is the EEOC? 

The Equal Employment Opportunity Commission is a federal agency responsible for enforcing laws that make it illegal to discriminate based on an employee’s race, color, gender identity, sex, national origin, age, or ability. Sex discrimination includes pregnancy, childbirth, and sexual orientation.  

Title VII of the Civil Rights Act of 1964 created the EEOC to enforce these protections. In 1972, Congress expanded upon its authority by providing the EEOC with independent litigation authority, to pursue private employers if needed.  

Most employers with at least 15 employees are covered by EEOC laws, and 20 employees or more are protected in age discrimination cases. These laws apply to all types and stages of employment, including hiring, firing, outreach promotions, harassment, and more. 

What Does the EEOC Do? 

Simply put, the EEOC is the primary authority figure in investigating discrimination claims covered by law. They fairly and accurately assess the allegations in the charge and make a finding; when discrimination has been determined, they aim to settle the claim. If the settlement is not successful, they have authority to file a lawsuit to protect the individual’s rights. The strength of the evidence, the issues within the case, and overall wider impact are factors weighed in when filing a lawsuit. 

The EEOC also provides guidance to federal agencies on all aspects of equal employment opportunity. They make sure federal agencies follow their regulations, help them handle EEO complaints, check their affirmative employment programs, create educational materials, train stakeholders, and review appeals on complaints. 

Performance Measures over 2024 

The EEOC’s report for the fiscal year of 2024 highlights significant activity and outcomes, distinctly in the private sector. A record amount of $700 million was recovered for over 21,000 victims (about the seating capacity of Madison Square Garden) of employment discrimination. This includes $469 million for workers in the private sector, state, and local government agencies, achieved through mediation, conciliation, and settlements. $190M was recovered for over 3,000 federal employees, and $40 million was found for 4,000 individuals as a direct result of litigation. 

The report marks an increase in demand for EEOC services, with 88, 531 new cases, a 9.2% increase over the fiscal year 2024, compared to 2023. Furthermore, the EEOC’s mediation program continued a successful track record, resolving over 71% of private sector mediations and securing $243.2M in benefits for charging parties, a 20.8% increase from 2023. The combination of both an increase in discrimination charges and a record monetary recovery shows a growing awareness of workplace discrimination, and an increased willingness to seek remedies. 

An examination into the 2024 data also reveals the nature of the reported claims. In terms of the legal framework; 

• Title VII of the Civil Rights Act of 1964 accounted for 59.5% of the claims. 

• The Americans with Disabilities Act (ADA) made up for 43.2% of the claims. 

When considering the bases for discrimination in these lawsuits; 

• ADA cases were the most common at 43.2%. 

• Retaliation followed closely at 38.7%. 

• Sex-based discrimination claims accounted for 46.8% of the lawsuits. 

Regarding the specific issues raised in the new EEOC suits; 

• Discharge or constructive discharge was the most frequently asserted issue, at 72.1%. 

• Harassment was the second most common issue at 35.1%. 

• Denial of reasonable accommodation 33.6%. 

The EEOC also demonstrated a focus on emerging areas of law, filing its initial lawsuits against the Pregnant Workers Fairness Act (PWFA). The agency also paid attention to claims of sex discrimination on the basis of sexual orientation and gender identity, and continued claims on disability and retaliation cases. These trends are necessary to understand the prevalence of issues that underscore our workforce, and where the agency is looking to combat new forms of discrimination. 

Why Do These Statistics Matter? 

The EEOC’s report highlights critical trends in workplace discrimination, underscoring the ongoing challenges in achieving equal employment opportunities. The record monetary recoveries and increased demand for EEOC services reflect a growing awareness and willingness to address discrimination. These statistics are vital as they reveal prevalent issues such as ADA claims, retaliation, and sex-based discrimination, guiding policymakers, employers, and advocates in shaping strategies to combat these injustices. Understanding these trends helps ensure that efforts to promote fairness and inclusivity in the workplace are effectively targeted and responsive to emerging forms of discrimination. 

Conclusion 

In summary, the EEOC’s 2024 report underscores the persistent challenges and progress in combatting workplace discrimination. These insights are crucial for shaping effective policies and practices to ensure fair treatment for all employees. If you or someone you know is facing workplace discrimination, do not hesitate to seek help. Please give us a call at 888-9-JOBLAW for a free consultation. We will do our utmost to help secure you the justice you deserve. 

Call Us

We at Filippatos PLLC proudly represent all employees against discrimination, harassment, and retaliation. We believe that all people deserve the right to exist and work freely, no matter who they are. If you are experiencing discrimination at work due to a protected category, please give us a call at 888-9-JOBLAW for a free consultation. We will do our utmost to help secure you the justice you deserve.