For human resources professionals, understanding EEO job categories is essential because these classifications shape how organizations measure diversity, meet compliance obligations, and identify gaps in representation. They influence reporting, guide workforce planning, and can even highlight areas for improvement in recruitment and retention. For talent acquisition leaders, this knowledge also informs sourcing strategies and ensures that hiring practices are equitable and aligned with compliance obligations.
Compliance with Equal Employment Opportunity (EEO) regulations is more than a box to check. It’s about creating transparency, tracking progress, and ensuring fair employment practices. A big part of that compliance centers on EEO job categories, which employers use for required reporting. This guide includes updates for 2025, expands on EEO-3 and EEO-4 reports, and includes how EEO reporting compares to Affirmative Action Plan (AAP) development.
What Are EEO-1 Job Categories?
The EEO-1 Component 1 Report is required annually for private employers with 100+ employees and federal contractors with 50+ employees. It classifies jobs into 10 categories to capture workforce demographics by race, ethnicity, and sex. The categories are:
- Executive & Senior-Level Officials and Managers (1.1) – C-suite leaders like CEOs, CFOs, and senior HR directors.
- First/Mid-Level Officials and Managers (1.2) – Department managers, operations leads, project supervisors.
- Professionals – Highly skilled roles requiring specialized education (e.g., cybersecurity analysts, engineers, lawyers).
- Technicians – Jobs requiring applied science or technical knowledge (e.g., IT support specialists, lab techs).
- Sales Workers – From retail associates to account executives and digital ad specialists.
- Administrative Support Workers – Office clerks, executive assistants, bank tellers, HR coordinators.
- Craft Workers – Skilled trades like electricians, mechanics, and solar panel installers.
- Operatives – Machine operators, logistics associates, 3D printing technicians.
- Laborers and Helpers – General labor, warehouse assistants, agricultural workers.
- Service Workers – Custodians, food service staff, telehealth aides, and security guards.
These categories provide the foundation for workforce analysis and help employers and regulators identify representation gaps.
2025 Reporting Updates
- EEO-1 Reporting (Component 1): For 2025, the EEOC opened the portal on May 20, 2025, with a deadline of June 24, 2025. For this time period, employers must use a workforce snapshot from the fourth quarter of 2024.
- Job Category Examples Updated: With new roles emerging in areas like AI, sustainability, and remote work, examples within each job group have expanded to reflect modern workplaces.
Beyond the EEO-1: EEO-3 and EEO-4
EEO-3: Local Union Report
- Filed biennially (in even-numbered years) by local referral unions with 100+ members.
- Tracks demographic data on membership, applicants, and referrals.
- Noncompliance can result in federal enforcement actions.
EEO-4: State and Local Government Report
- Filed biennially (in even-numbered years) by state and local governments with 100+ employees.
- Captures workforce demographics by job category and salary band.
- Uses the same job classification framework to ensure consistency across public sector employers.
Together, EEO-1, EEO-3, and EEO-4 provide a comprehensive picture of workforce equity across private, union, and government employers.
How EEO Reporting Differs from Affirmative Action Plans (AAPs)
| Aspect | EEO Reporting | Affirmative Action Plan (AAP) |
| Purpose | Collects demographic data for compliance | Establishes proactive strategies to address gaps |
| Scope | Employers (EEO-1), unions (EEO-3), governments (EEO-4) | Federal contractors and subcontractors meeting thresholds |
| Frequency | Annual (EEO-1), biennial (EEO-3/4) | Updated annually |
| Submission | Filed directly with EEOC | Retained internally, submitted only during OFCCP audit |
| Data Use | Provides statistical workforce breakdown | Informs goals, outreach, and good faith efforts |
Key takeaway: EEO data reporting is a compliance requirement, while AAP development is a proactive planning tool for contractors. The two work together; EEO reports often serve as the data foundation for building AAPs.
Modernized Job Category Examples for 2025
Here are refreshed examples of job roles to help employers classify positions more accurately:
- Executives (1.1): Chief Diversity Officer, VP of Sustainability, Head of Remote Operations
- Managers (1.2): Data Analytics Manager, UX Team Lead, Regional HR Manager
- Professionals: AI Ethics Specialist, Sustainability Consultant, Cybersecurity Analyst
- Technicians: Cloud Services Technician, Environmental Lab Tech
- Sales Workers: E-commerce Specialist, Digital Account Manager
- Administrative Support: Virtual Executive Assistant, Customer Service Coordinator
- Craft Workers: Electric Vehicle Technician, Wind Turbine Installer
- Operatives: Drone Operator, Supply Chain Specialist
- Laborers and Helpers: General Warehouse Associate, Agricultural Helper
- Service Workers: Telehealth Aide, Wellness Center Attendant, Security Monitoring Specialist
Final Thoughts: EEO and Workforce Planning
For 2025, staying on top of EEO reporting means more than submitting data on time—it’s about using those insights to strengthen DEI strategies and workforce planning. With updated categories, expanded reporting (EEO-3 and EEO-4), and integration into AAP development, HR and compliance teams can align reporting with broader diversity goals.
Tip for Employers: Use your EEO data as a living tool, not just a compliance checkbox. Done well, it can highlight progress, uncover inequities, and drive meaningful change across your workforce.
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