The U.S. Equal Employment Opportunity Commission


FOR IMMEDIATE RELEASE                        CONTACT:  David Grinberg
Tuesday, February 15, 2005                             (202) 663-4921
                                                       James Ryan
                                                       (202) 663-4965

EEOC RELEASES FISCAL 2004 YEAR-END DATA

Highlights Include Record Monetary Relief, Expanded Mediation and Outreach

WASHINGTON - The U.S. Equal Employment Opportunity Commission (EEOC) today released its fiscal year 2004 enforcement statistics showing that the agency recovered a record $420 million in relief last year for thousands of people filing charges of employment discrimination, while also expanding its mediation program and efforts to proactively prevent discrimination through outreach, education, and technical assistance.

"Thanks to the dedicated efforts of our hardworking employees, we continue to make progress in fulfilling our mission of eradicating employment discrimination," said EEOC Chair Cari M. Dominguez. "Nevertheless, as our latest enforcement data show, much work remains to attain the promise of equal employment opportunity for all."

Data on charge filings with EEOC and agency litigation for FY 2004 and prior years including resolutions by type and monetary benefits are available on the agency's web site at www.eeoc.gov. Highlights of the last fiscal year, covering October 2003 through September 2004, include:

Outreach - EEOC conducted 5,340 headquarters and field office educational, training and outreach events (a record), reaching more than 350,000 people, and there were 651 no-cost outreach events directed toward small businesses. In addition to agency-enforced laws, national outreach focused on the Freedom to Compete campaign, New Freedom Initiative workshops for small employers, and the launch of the Youth@Work Initiative. The number of visitors to EEOC's public web site in FY 2004 was more than four million (on average, 350,000 visitors per month).
Charge Filings - EEOC received 79,432 charges of discrimination against private sector employers and state/local government entities. Race, sex and retaliation were the most frequently alleged bases of discrimination. The data show that most types of discrimination held steady as a percentage of EEOC's total caseload. The average charge processing time was 165 days and the pending inventory of charges was 29,966. EEOC resolved 85,259 charges, of which 19.5% were merit resolutions (with favorable outcomes for the charging party).
Mediation - EEOC achieved a record 8,086 successful resolutions through the agency's voluntary National Mediation Program resulting in $112 million in monetary benefits in addition to non-monetary benefits, such as changes in employer policies and reasonable accommodations for employees. The average resolution time for a charge in mediation was 82 days. EEOC also continued to expand the number of Universal Agreements to Mediate (UAMs) with employers at the national, regional and local levels (including several Fortune 500 companies). During FY 2004, EEOC entered into 637 local UAMs at the district office level, while the number of national UAMs with large employers grew to more than 70.
Litigation - EEOC filed 378 merits lawsuits (direct suits, interventions and conciliation enforcement actions), including 143 cases involving multiple aggrieved parties or victims of discriminatory policies. The agency resolved 347 merits suits, including 33 cases involving multiple aggrieved parties or victims of discriminatory policies. In addition to monetary benefits, the agency obtained significant injunctive relief including training, policy changes, posting on notices, and other measures.
Monetary Relief - EEOC recovered more than $251 million through pre-litigation resolutions (conciliation, mediation and other administrative settlements), and $168 million through agency lawsuits filed in federal district court for a combined total of $420 million, the most monetary benefits ever obtained by EEOC in a single year.
Model Workplace - EEOC made strides in its effort to become a model workplace and achieve organizational excellence. Last year, comprehensive training was provided to about two-thirds of agency managers through EEOC's Management Development Institute, which brings together managers and supervisors to hone their leadership skills. FY 2004 was also the first full year of the agency's successful RESOLVE program a one-stop, informal program for settling all types of internal workplace disputes in an average time of 72 days with a high level of participant satisfaction.

The Commission's work and accomplishments, as highlighted above, follow the Chair's Five-Point Plan, aimed at enhancing the agency's operational efficiency and effectiveness while improving customer service. The elements of the Five-Point Plan are: 1) Proactive Prevention; 2) Proficient Resolution; 3) Expanded Mediation; 4) Strategic Enforcement and Litigation; and 5) EEOC as a Model Workplace.

EEOC is the federal government agency that enforces that nation's laws prohibiting discrimination in employment based on race, color, sex (including sexual harassment and pregnancy), religion, national origin, age, disability, retaliation, and equal pay. Further information about the Commission, including charge data from prior years, is available on the agency's web site at www.eeoc.gov.

This page was last modified on February 12, 2005.

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