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2015 EEOC Harassment Statistics


 

Harassment Stats and Important Employer Take-Aways


By: Dale Mask

The Equal Employment Opportunity Commission (EEOC) has just released enforcement and litigation statistics for fiscal year (FY) 2015. This data is for EEOC enforcement and litigation.

The following EEOC enforcement data is related to workplace harassment claims filed with the EEOC against private employers. The table includes All Charges Alleging Harassment for Fiscal Years 2010 - 2015.


EEOC statistics indicate some strong take-Aways for employers.


This table shows charge data for harassment allegations filed under all statutes, including sexual harassment charges. This table has been harmonized with other data on this site and only show charges filed with the EEOC.

Charges Alleging Sexual Harassment FY 2010 - FY 2015

  FY 2010 FY 2011 FY 2012 FY 2013 FY 2014 FY 2015
Receipts 7,944 7,809 7,571 7,256 6,862 6,822
% of Charges Filed By Males 16.20% 16.10% 17.80% 17.60% 17.50% 17.10%
Resolutions 8,959 9,195 8,924 7,758 7,037 7,289
Resolutions By Type      
Settlements  995 1,039 977 879 786 834
11.10% 11.30% 10.90% 11.30% 11.20% 11.40%
Withdrawals w/Benefits  548 523 537 518 526 597
6.10% 5.70% 6.00% 6.70% 7.50% 8.20%
Administrative Closures  2,086 1,962 1,892 1,763 1,637 1,690
23.30% 21.30% 21.20% 22.70% 23.30% 23.20%
No Reasonable Cause  4,551 4,975 4,842 4,066 3,662 3,770
50.80% 54.10% 54.30% 52.40% 52.00% 51.70%
Reasonable Cause  779 696 676 532 426 398
8.70% 7.60% 7.60% 6.90% 6.10% 5.50%
Successful Conciliations  242 238 243 212 152 152
2.70% 2.60% 2.70% 2.70% 2.20% 2.10%
Unsuccessful Conciliations  537 458 433 320 274 246
6.00% 5.00% 4.90% 4.10% 3.90% 3.40%
Merit Resolutions  2,322 2,258 2,190 1,929 1,738 1,829
25.90% 24.60% 24.50% 24.90% 24.70% 25.10%
Monetary Benefits (Millions)* $41.20 $45.10 $43.00 $44.60 $35.00 $46.00

Employer Take-Aways

The data shows there is no decrease in harassment claims. Employers should reflect upon the EEOC’s FY 2015 data and incorporate some lessons learned.

  • Employers should provide sufficient training on retaliation. The training should drive home the point that even if an employee’s complaint is without merit, retaliation is unacceptable and unlawful.

Note: States with the greatest EEOC activity (including all areas of discrimination) include: Texas, California, and Florida.
(You can review all EEOC enforcement statistics by going to www.eeoc.gov.)


By: Dale Mask

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