Indicators (2013)With a look at EEO-1 data for the 50th Anniversary

This is a brief narrative of workforce diversity in U.S. private sector based on the data collected through the most recent EEO-1 survey. The analysis covers employment from July 2013 through September of 2013 and contains counts of men and women in ten job categories by race and ethnicity from private employers in over 20 major industries with 100 or more employees and some federal government contractors and subcontractors of the United States. In 2013, about 69,250 employers submitted, as appropriate, consolidated, individual establishment, and headquarter reports. They employed a total of nearly 62.9 million workers across the country, up significantly from the approximately 61.2 million as reported in the previous year survey.

I. Job Patterns of Minority and Women in Retrospect (1966-2013)

Since its first EEO-1 survey, private-sector workforce grew from approximately 26 million in 1966 to almost 62.9 million in its current survey in 2013. This nearly 142 percent growth rate was first of all characterized by a remarkable rise in women's employment. Between 1966 and 2013, the overall participation rate for women rose from 31.5percent to 48.7 percent, an increase of 17.5 percentage points in a course of four decades as shown below in Figure 1.

Figure 1: Private Sector Employment of Women vs. Men (1966-2013)
U.S. Summary

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Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Consolidated Reports).
Figures for 1966 were as reported in EEO Report No. 1 "Job Patterns for Minorities and Women in the Private Industry 1966. No survey for 1968 and 1977

¹ Numbers of total employment are in thousands.

In 1966, about 11.4 percent of the private sector employees in the EEO-1 survey were Black or African Americans, Hispanic or Latinos, Asian Americans, or American Indians. This rate of minority participation tripled to 35.8 percent in 2013 as shown below in Figure 2.

Figure 2: Private Sector Employment of Minority vs. Non-Minority (1966-2013)
U.S. Summary

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Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Consolidated Reports).
Figures for 1966 were as reported in EEO Report No. 1 "Job Patterns for Minorities and Women in the Private Industry 1966. No survey for 1968 and 1977

¹ Numbers are in thousands. Years selected above depend on data availability.

Among the four minority groups measured continuously in the EEO-1 survey, participation rate for Black or African Americans increased steadily from 8.2 percent in 1966 to 14 percent in 2013. Hispanics or Latinos had the fastest growth in participation rate -- increasing from 2.5 percent to 13.9 percent between 1966 and 2013. Blacks and Hispanics alternated in recent years as the largest minority group in private sector as seen in Figure 3 below. Two minority race groups were added to the EEO-1 data collection system in 2007: Native Hawaiian/Other Pacific Islanders (NHOPI) and Two or More Races (TOMR).

Figure 3: Private Sector Employment by Minority Groups in Percent (1966-2013)
U.S. Summary

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Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Consolidated Reports).
Figures for 1966 were as reported in EEO Report No. 1 "Job Patterns for Minorities and Women in the Private Industry 1966. No survey for 1968 and 1977

¹ Numbers are in thousands. Years selected above depend on data availability.

In 1966, the first year when EEO-1 data was available of the private-sector employment, women held 9.4 percent of the total 2.1 million manager-level positions in the private industry. In other words, less than one-in-ten managers was female in 1966. This number went up to 37.5 percent (of the 6.8 million) in 2008 and further to 38.6 percent (of the over 7 million) in 2013, an increase of about 30 percentage points in four decades (Executive/Senior level and Low-Mid level combined) as illustrated below in Figure 4. In the most recent survey year, approximately two-in-five managers were women.

Figure 4: Officials and Managers in Private Sector, Women vs. Men
(1966, 1983, 2002, 2006, 2008, 2013)¹

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Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Consolidated Reports).
Figures for 1966 were as reported in EEO Report No. 1 "Job Patterns for Minorities and Women in the Private Industry 1966. No survey for 1968 and 1977

¹ Note: Years presented were selected from available EEO-1 data. ² Total managers are in thousands.

As shown below in Figure 5, management level positions were essentially dominated by the Non-Hispanic White at 98.1 percent, while people of minority groups accounted for barely 1.8 percent of the total Managers in 1966 private sector. This 1.9percent minority share of managers increased to 19.9 percent in 2008 (of over 2 million total managers) and further grew to 22 percent in 2013 (of the over 7 million total managers). Counts of total managers after 2007 combine both Senior/Exe level managers and Low/Mid level managers in Figure 5 below.

Figure 5: Officials and Managers in Private Sector, Minority vs. Non-Minority
(1966, 1983, 2002, 2006, 2008, 2013)¹

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Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Consolidated Reports).
Figures for 1966 were as reported in EEO Report No. 1 "Job Patterns for Minorities and Women in the Private Industry 1966. No survey for 1968 and 1977

¹ Note: Years presented were selected from available EEO-1 data. ² Total managers are in thousands.

Nationwide, 14.0 percent of the total 1.7 million professional positions in the private sector were held by women in 1966. These figures rose up to over one-in-two or 53.0 percent of the total 11.7 million professional positions in 2013. Men on the other hand, decreased from their overwhelming 86.0 percent to less than half (46.8 percent) of the total professional positions in 2013 as shown below in Figure 6.

Figure 6: Professionals in Private Sector, Men vs. Women
(1966, 1983, 2002, 2006, 2008, 2013)¹

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Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Consolidated Reports).
Figures for 1966 were as reported in EEO Report No. 1 "Job Patterns for Minorities and Women in the Private Industry 1966. No survey for 1968 and 1977

¹ Note: Years presented were selected from available EEO-1 data. ² Total professionals are in thousands.

Between 1966 and 2013, minorities employed as Professionals in the private sector rose from 3.5 percent to 24.7 percent, at a pace faster than their employment growth from 11.4 percent to 34.2 percent within the same time period as shown in Figure 7.

Figure 7: Professionals in Private Sector, Minority vs. Non-Minority
(1966, 1983, 2002, 2006, 2008, 2013)¹

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Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Consolidated Reports).
Figures for 1966 were as reported in EEO Report No. 1 "Job Patterns for Minorities and Women in the Private Industry 1966. No survey for 1968 and 1977

¹ Note: Years presented were selected from available EEO-1 data. ² Total professionals are in thousands.

Historically, minorities have been more likely to hold occupations such as Laborers, Service Workers, and Operatives in the private sector. This occupational pattern of minority groups remained unchanged in 2013 as reported in the current EEO-1 survey as seen below in Figure 8.

Figure 8: Minorities in Private Sector by Selected Job Categories
(1966, 1983, 2003, 2008, 2013)

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Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Consolidated Reports).
Figures for 1966 were as reported in EEO Report No. 1 "Job Patterns for Minorities and Women in the Private Industry 1966. No survey for 1968 and 1977

¹ Note: Years presented were selected from available EEO-1 data.

Compared with their total employment participation rate, women have consistently been fully represented in job categories such as Office/Clerical Workers, Service Workers and Sales Workers in the private sector since 1966. This occupational trend of gender differences continued to 2013 as more women entered the private labor force as seen below in Figure 9.

Figure 9: Women in Private Sector by Selected Job Categories
(1966, 1983, 2003, 2008, 2013)

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Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Consolidated Reports).
Figures for 1966 were as reported in EEO Report No. 1 "Job Patterns for Minorities and Women in the Private Industry 1966. No survey for 1968 and 1977

¹ Note: Years presented were selected from available EEO-1 data.

II. Labor Force Participation in Private Sector (2013)

EEO-1 survey data play a critical role in assessing and benchmarking private-sector employment for various demographic groups. As estimated from the 2013 EEO-1 survey, the national private labor force participation rate was 64.2 percent Non-Hispanic White, 14.0 percent Black or African American, 13.9 percent Hispanic or Latino, 5.5 percent Asian, 0.6 percent American Indian and Alaska Native, 0.4 percent Native Hawaiian and Other Pacific Islander (NHOPI), and 1.4 percent Two or More Races (TOMR). Women accounted for 48.7 percent of the total private workforce in 2013 (see Appendix I, Table A and Table B).[1]

Noteworthy in recent years, Blacks and Hispanics have comparable participation rate, alternating as the largest minority group in the private sector (see Appendix I, Table A and Figure 3 on page 9). Share of employees reporting Two or More Races (TOMR) has been on a steady fast rise since they were first added as a unique minority group from 0.46 percent in 2007 to 1.33 percent in 2013, a significant 191.3 percentage change in a short course of 7 years as demonstrated in Table 1 below.

Table 1: Participation Rate of Two or More Races (TOMR) in Private Industry (2007-2013)

Data Source: Employer Information Reports (EEO-1 Single and Establishment Reports), 2007-2013

* Numbers of employment are in thousands.

III. Diversity in EEO-1 Job Groups (2013)

EEO-1 survey examines private-sector job group diversity through its ten key occupational categories among seven race/ethnic groups for men and women. In 2013, minorities as a group were clearly below their non-minority counterparts and its own 35.8 percent overall participation rate as Senior-Level Officials and Managers at 12.4 percent, Low-Mid-Level Officials and Managers at 22.3 percent, and Professionals at 26.3 percent. Meanwhile they accounted for at least one-in-two or more than half of the Laborers (53.9 percent) and Service Workers (51.3 percent) as shown below in Table 2. This job pattern associated with race and ethnicity and minority management underrepresentation corresponds closely to the historical trend found in the past private industry surveys, despite considerable improvement in the past decades (see Figure 5 and Figure 8).

Table 2: EEO-1 Job Participation Rate of Minority Groups in Private Industry (2013)

Data Source: Employer Information Reports (EEO-1 Single and Consolidated Reports), 2013.

* Numbers of employment are in thousands.

In Table 3 below on gender comparison over EEO-1 job groups, significant larger shares of women than men were found in Office and Clerical Worker jobs (75.6 percent), in Service Worker jobs (59.8 percent), and in Sales Worker jobs (55.7 percent); while significant fewer women than men were employed as Craft workers (7.3 percent) and Operatives (22.4 percent). Women were 28.9 percent of the total Senior-Level Officials and Managers, compared with 71.1 percent of their male counterparts. This gender difference in EEO-1 occupational categories and female underrepresentation in high-level management positions are reflective of the historical job pattern found in the past EEO-1 surveys, in spite of significant progress in the past decades (see Figure 4 and Figure 9).

Table 3: EEO-1 Job Participation Rate of Gender Groups in Private Industry (2013)

Data Source: Employer Information Reports (EEO-1 Single and Consolidated Reports), 2013.

* Numbers are in thousands.

IV. Diversity in Major Private Industries (2013)

As estimated in Table A and Table B in Appendix II from single and establishment reports, the overall 2013 participation rates were 35.9 percent for six minority groups combined and 47.8 percent for women. Among the 20 major industries (classified by two-digit NAICS), two industries led the private sector with its highest minority participation rate -- 66.8 percent in Agriculture, Forestry, Fishing and Hunting (11) and 51.3 percent in Administrative and Support and Waste Management and Remediation Services (56); While three industries with lowest minority participation rate included Utilities (22) at 21.7 percent, Mining (21) at 25.4 percent, and Educational Services (61) at 28.4 percent (see EEOC Website at http://eeoc.gov/eeoc/statistics/employment/jobpat-eeo1/2013/index.cfm#select_label).

One women's private-sector participation, three major industries with lowest female participation rates in 2013 included Construction (23) at 10.5 percent, Mining (21) at 14.4 percent, and Utilities (22) at 25.7 percent, compared with two other industries with the highest female participation rates: Health Care and Social Assistance (62) at 78.3 and Educational Services (61) at 63.9 percent (see EEOC Website at http://eeoc.gov/eeoc/statistics/employment/jobpat-eeo1/2013/index.cfm#select_label).

V. Diversity in EEO-1 Management Positions (2013)

Minorities and women often lag behind their comparable counterparts in their management positions. Among the total 40.4 million Non-Hispanic White employees in the 2013 private industry, one in fifty or about 2.1 percent were Executive/Senior Level managers and one in ten or over 11.6 percent were Mid-Low Level managers. As a contrast, there were much fewer Senior Level managers and Mid-Low Level managers among the total 22.5 million minority employees as demonstrated in the following numbers for each of the six race/ethnic groups measured in current EEO-1 survey (also see Appendix I, Table C):

Table 4: Minorities in Management Positions of 2013 Private Industry (EEO-1)

Data Source: Employer Information Reports (EEO-1 Single and Consolidated Reports), 2013.

Table 5 below compares women and men in management positions. Of the total 30.6 million women in the 2013 private sector, about .91 percent was managers at Executive/Senior Level and 7.9 percent, at Mid-Low Level, compared with their 32.3 million male counterparts of 2.1 percent and 11.2 percent, respectively. Women and men also differ in their high-to-low management level ratios. In 2013, for each female senior manager there were about 8.7 lower level managers, while for each male senior manager there were about 5.3 lower level managers as in Table 5 (also see Appendix I, Table C).

Table 5: Women in Management Positions in 2013 Private Industry (EEO-1)

Data Source: Employer Information Reports (EEO-1 Single and Consolidated Reports), 2013.

VI. Diversity in EEO-1 Professional Jobs (2013)

Nationwide, about 18.6 percent or a total of 11.71 million held professional positions in 2013 private sector. Asian Americans held the largest share in the professional jobs at 37.8 percent (over 1.3 million), more than twice the national average. Hispanic and Black men were noticeably lower in professional positions at 7.7 percent (.89 million) and 10.1 percent (.67 million), respectively (see Appendix I, Table C).

Women, on the other hand, were more likely than men to hold professional positions (20.4 percent vs. 16.97 percent). Women showed consistently higher or comparable proportions in professional positions than their male counterparts across all race/ethnic groups, except for Asian groups (36.6 percent for Asian women vs. 38.98 percent for Asian men) (see Appendix I, Table C).

Appendix I: Table A

Occupational Employment in Private Sector by Gender and Race/Ethnicity Groups in Numbers (2013)

Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Consolidated Reports), 2013.

 

Appendix I: Table B

Occupational Employment in Private Sector by Gender and Race/Ethnicity Groups in Percent (2013)

Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Consolidated Reports), 2013.

Appendix I: Table C

Distribution of Gender and Race/Ethnicity Group by Occupation in Private Sector in Percents (2013)

Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Consolidated Reports), 2013.

 

Appendix II: Table A

Occupational Employment in Private Sector by Gender and Race/Ethnicity Groups in Numbers (2013)

Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and Establishment Reports), 2013.

 

Appendix II: Table B

Occupational Employment in Private Sector by Gender and Race/Ethnicity Groups in Percents (2013)

Data Source: Equal Employment Opportunity Commission, Employer Information Reports (EEO-1 Single and EstablishmentReports), 2013.