EEOC moves to scrap tools used to fight discrimination : NPR
NPR Topics: Politics — 2026-06-01 04:00:00 — www.npr.org
Trump Administration’s Shift on Employment Discrimination Data Collection
The Trump administration has initiated significant changes to the Equal Employment Opportunity Commission (EEOC), particularly in its approach to collecting data on employment discrimination. This shift could undermine decades of progress in addressing workplace discrimination against women and people of color.
EEOC’s Proposed Changes
Under President Trump, the EEOC is seeking to end its annual data collection of employee demographics, known as EEO-1 data, which has been instrumental in identifying patterns of discrimination in hiring and promotions. This data collection has historically required companies with 100 or more employees to report information about the race, ethnicity, sex, and job categories of their workforce. Over the years, the EEOC has used this data to secure billions in settlements for workers facing discrimination.
The proposed changes also include rescinding a 1979 regulation that allowed employers to implement measures aimed at addressing race and gender imbalances revealed by the data. Andrea Lucas, the Trump-appointed chair of the EEOC, has expressed concerns that programs aimed at helping specific groups may be unlawful if they exclude others. She stated, "Regardless of what has happened before, the way to stop discriminating based on race is to stop discriminating based on race. The end. Full stop."
Historical Context
The 1979 regulation was established to provide a framework for companies to remedy past discrimination by allowing them to take race and gender into account in a positive way. This included mentoring programs and hiring targets aimed at increasing the representation of minorities and women in the workplace. The Supreme Court has upheld this framework in landmark cases, affirming that affirmative action plans can be lawful if they do not unnecessarily trample the interests of white employees.
However, experts worry that the proposed changes could lead to a regression in civil rights enforcement. Chai Feldblum, a former EEOC commissioner, noted that the Weber-Johnson standard, which supports affirmative action, remains the law, but its future could be uncertain if the Supreme Court decides to revisit these cases.
Impact on Discrimination Enforcement
The elimination of the EEOC’s annual data collection could significantly hinder the agency’s ability to enforce anti-discrimination laws. Without this data, the EEOC would face challenges in identifying discriminatory practices and patterns within companies. For instance, in a notable case against Bass Pro Shops, the EEOC was able to use demographic data to uncover discriminatory hiring practices that disproportionately affected Black and Hispanic applicants.
Karla Gilbride, a former EEOC general counsel, emphasized that without access to this data, protecting workers from discrimination would become much more difficult. The need for subpoenas to obtain data would complicate enforcement efforts and slow down investigations.
Misuse of Data Claims
Lucas has also raised concerns about the misuse of demographic data by companies, suggesting that some have used it to justify discriminatory practices against white employees and men. She believes that only lawyers and human resources personnel should have access to this information, arguing that public commitments to diversity made by companies after the murder of George Floyd have led to unlawful decision-making based on race or sex.
Conclusion
The Trump administration’s proposed changes to the EEOC’s data collection practices represent a significant shift in civil rights enforcement that could undermine decades of progress in combating workplace discrimination. As the agency moves toward these changes, the implications for workers and the enforcement of anti-discrimination laws remain to be seen. The ongoing debate over the balance between affirmative action and equal treatment under the law continues to evolve, raising critical questions about the future of workplace equality in America.
Source: https://www.npr.org/2026/06/01/nx-s1-5827069/trump-eeoc-discrimination-dei-data