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The Latest 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) 2023 (2024 data is not currently available.)

The following EEOC enforcement data is related to workplace harassment claims filed with the EEOC against private employers. 

EEOC statistics indicate some strong Take-Aways for employers.

Of particular note, the number of harassment charges processed by the agency increased dramatically from 24,430 in fiscal 2022 to 31,354 in fiscal 2023.

This number is the highest of the last 14 years and marks a 28% increase in filings between October 1, 2021, and September 30, 2022.

The EEOC reported that it obtained $ $202.2 million in monetary benefits for sexual harassment victims.

Private sector claims, it has been reported that In fiscal year 2023 over $665 million in monetary relief has been recovered for victims of employment discrimination.

Here are some recent statistics on harassment from the Equal Employment Opportunity Commission (EEOC): 

Total harassment charges In 2023, the EEOC received 31,354 harassment charges, which is a 47% increase over the previous three years.

• Sexual harassment charges: In 2023, the EEOC received 7,732 sexual harassment charges, which is an increase from 5,581 in 2021 and 6,201 in 2022.

• Race harassment charges: In 2023, the EEOC received 11,720 race harassment charges, which is an increase from 7,755 in 2021 and 8,524 in 2022.

• Monetary recoveries: In 2023, the EEOC recovered $202.2 million, which is an increase from $142.2 million in 2021 and $144.1 million in 2022.

• Retaliation charges: In 2023, 56% of all charges processed by the EEOC contained a retaliation allegation.

• Litigation: In 2023, the EEOC filed 143 merits lawsuits, including 25 systemic suits and 32 non-systemic class suits. The most frequently alleged bases of discrimination were retaliation (39.2%), sex (35%), disability (34.3%), and race (16.8%).

The EEOC also released updated enforcement guidance on harassment in the workplace on April 29, 2024.

This data is available in the release of the Enforcement Guidance on Harassment in the Workplace available at https://www.eeoc.gov/laws/guidance/enforcement-guidance-harassment-workplace

Employer Take-Aways

The data shows there is no decrease in harassment claims. Employers should reflect upon the EEOC’s FY 2024 data and incorporate some lessons learned.

• Employers should provide comprehensive sexual harassment training to both employees and supervisors. Harassment charges remain among the most prevalent and most difficult to dismiss for lack of probable cause.

• 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: New York, California, Texas, and Florida.
(You can review all EEOC enforcement statistics by going to www.eeoc.gov.)

By: Dale Mask

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