Gross McGinley LLP

gross-headerimg-3
Blog Disclaimer

Blog Disclaimer

This Blog is intended for educational and informational purposes and intended to only provide you with a general understanding of the law, not to provide any legal advice, including on the subject of the Blog. Laws that may pertain to this Blog will vary by jurisdiction, and the information on this blog may not apply to you. The content within this Blog is not intended, and should not be construed, in any way to be legal advice and thus you should not rely on any information provided in the Blog as legal advice. You should consult with appropriate legal counsel concerning any issues for which legal advice may be needed. Your review or use of the Blog and the content therein is not intended to create, and does not constitute, an attorney-client relationship. Please contact us if you have any questions about a Blog or would like more information, but, by contacting us, no attorney-client relationship is formed between you and Gross McGinley, LLP, including the Blog author. Do not send any confidential information to Gross McGinley, LLP or the authors of the Blog without first speaking to one of our lawyers and receiving our permission to provide confidential information. Unsolicited confidential information sent to us may not be subject to an attorney-client privilege and may not be treated as confidential. This Blog is not published for advertising or solicitation purposes. Gross McGinley, LLP disclaims all liability to all persons for any claim, loss, liability or any damages that may arise in connection with the Blog and any content or information contained in the Blog. Even though we strive to create our Blog content based on our current understanding of the law, we cannot and do not guarantee that the content and information in the Blog is current, accurate, or complete. Gross McGinley, LLP owns the copyright in the Blog, which is protected by federal and state laws, including copyright laws. The Blog cannot be altered or modified in any way. A copy of the Blog may be used and printed only for personal, educational, informational and noncommercial purposes. The Blog cannot be used for any other purpose without the express permission of Gross McGinley, LLP.

EEOC Annual Discrimination Report

Written by: on May 08, 2019 | Category: Blog | Tags:

Each year, the Equal Employment Opportunity Commission (EEOC) publishes a summary and breakdown of the types of workplace discrimination charges received by the agency (based on a Fiscal Year ending September 30, 2018). Below are the highlight’s from this year’s report.

Retaliation continues to be the most frequently filed charge filed with the agency, followed by sex, disability and race. The EEOC also received 7,609 sexual harassment charges – a 13.6% increase over 2017. The agency attributes this uptick to the #MeToo movement, stating “…we cannot look back on last year without noting the significant impact of the #MeToo movement in the number of sexual harassment and retaliation charges filed with the agency.”  This trend is likely to continue into future years.

The top ten charges filed with the EEOC in 2018 are as follows:

  1. Retaliation: 39,469 (51.6%)
  2. Sex: 24,655 (32.3%)
  3. Disability: 24,605 (32.2%)
  4. Race: 24,600 (32.2%)
  5. Age: 16,911 (22.1%)
  6. National Origin: 7,106 (9.3%)
  7. Color: 3,166 (4.1%)
  8. Religion: 2,859 (3.7%)
  9. Equal Pay Act: 1,066 (1.4%)
  10. Genetic Information: 220 (.3%)

Notably, these percentages add up to more than 100 percent due to the fact that some charges allege multiple bases. Of these, Pennsylvania accounted for 5.8% of total U.S. charges (4,463 total charges)

Overall, it was a very busy year for the EEOC. Its legal staff filed 199 merits lawsuits alleging discrimination in fiscal year 2018, consisting of 117 individual suits, 45 suits involving multiple victims or discriminatory policies, and 37 of which were systemic discrimination cases. At the end of the fiscal year, the EEOC had 302 cases on its active docket. The EEOC achieved a successful outcome in 95.7% of all district court resolutions.


Attorney Graig Schultz represents businesses in employment litigation matters, appearing before state and federal courts as well as the EEOC. 

Next Previous
View All Attorneys
View All Practice Areas
View Blog