EEOC claims are on the rise. Discover what you need
to know to help your company rise above them.
BY MELANIE V. PATE
Last year was a record-breaker for the U.S. Equal Employment Opportunity Commission. But not he kind that culminates with high fives and
chilled champagne. Are you sitting down? The EEOC
had 99,947 discrimination charges filed nationwide in
2011—the highest ever. Here’s the breakdown:
Race filings, 38 percent. Gender, 28. 5. Disability,
26 (its most to date, in large part due to the
Americans with Disabilities Act Amendments Act
of 2008). National origin, 12. And a staggering
37 percent of the aforementioned filings included
retaliation claims (also the largest ever.)
The statistics are sobering enough, but it is the
trends that paint an even more alarming picture
for employers. While race and gender charges have
remained at basically the same levels over the last
10 years, there’s been a spike in the number of
disability, age, religion and national origin cases—
with the biggest increase seen in retaliation claims.
The job market may be tough, but it seems corporate
culture is becoming just as formidable.
Now, the good news. As challenging as the times
and labor relations may be, there are effective ways
to overcome an EEOC charge levied against your
Here then, are strategies and solutions for
responding promptly, thoroughly and effectively to
such a claim, regardless of the allegation.