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IMS PROCESS

Harassment Task Force Meeting June 15, 2015 Presented by Ron Edwards Director of Program Research and Surveys Division Office of Research, Information and Planning (ORIP). IMS PROCESS.

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IMS PROCESS

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  1. Harassment Task Force MeetingJune 15, 2015Presented by Ron EdwardsDirector of Program Research and Surveys DivisionOffice of Research, Information and Planning (ORIP)

  2. IMS PROCESS • IMS was initially designed as a system for creating charge related documents and tracking these charges. It has also been utilized for research efforts both by EEOC and academic researchers. • Basic data is entered during the initial receipt of the charge. This includes information about the allegations, the charging party and the Respondent. During this initial stage, efforts are also made to link the charge to EEO-1 reports in order to get a consistent identification of the employer. • As the investigation proceeds, actions are added to enable the tracking of the charge

  3. Question 1 How many charges of harassment did we receive in the private sector over the past five years, broken down by year?  (All harassment charges) Question 2 How many charges of harassment did we receive on each basis:  age, sex, national origin, race, disability, religion, other?  Again, over the past five years and then broken by year.

  4. EEOC Harassment Charges FY 2010 – FY 2014 *Includes charges where harassment and/or sexual harassment are alleged. ** Charges may be filed alleging multiple statutes and bases Compiled by ORIP: 6/9/2015

  5. EEOC Harassment Charges FY 2010- FY 2014 Based on Disability (Disabilities with the Highest Number of Harassment Charges)

  6. Cornell’s web site Cite as von Schrader, S. (2012). Employment discrimination charges filed under the Americans with Disabilities Act (ADA) Ithaca, NY: Employer Practices Related to Employment Outcomes among Individuals with Disabilities (H133B100017). Retrieved from http://www.disabilitystatistics.org/eeoc

  7. Question 3 • Are there any trends?  Any hypotheses for why these trends exist? • DECREASE in harassment charges from FY 2010 to FY 2014 (rate of change): • Religion 1.32% • Total 1.96% • Sex 4.32% • National 5.41%

  8. INCREASE in harassment charges from FY 2010 to FY 2014 (rate of change): • ADEA 9.97% • Retaliation (all statutes) 11.96% • ADA 17.70% • Color 17.99% • EPA 41.77% *Note: However, the trend in GINA charges is not reported as it did not take effect until November 21, 2009.

  9. Question 4 • What percentage of our litigation docket involves harassment claims? EEOC Harassment Cases Filed FY 2010 – FY 2014 *Includes cases where harassment and/or sexual harassment are alleged. Source: OGC – 6/1/15

  10. Question 6 • Have we learned anything about harassment from the researchers with whom we share our data? • People with physical impairments appear to have lower harassment allegation rates than people with behavioral disabilities. - Shaw, L. R., Chan, F., & McMahon, B. T. (2012) • Women, minorities, and people with behavioral disabilities are more likely to file harassment charges. Educational Services or Public Administration were found to be more likely to file harassment charges than employees who work for other types of business and industry. Companies with 500+ employees were more likely to have harassment lawsuits. - Shaw, L. R., Chan, F., McMahon, B. T., & Kim, J. H. (2012) • Managerial awareness of disability practices and understanding of how, when, and why they need to be used is low. This may influence experiences of harassment for people with disabilities. - Lisa H. Nishii, PhD & Susanne M. Bruyere, PhD, Cornell University (2015)

  11. Question 7 • Do you have any suggestions for further research? • ORIP’S draft Research and Data Plan proposes that ORIP will produce a demographic profile based on Census data to identify concentrations of immigrant workers and a set of EEO-1 reports for each District to identify the most prevalent industries of workers with broad racial and ethnic profiles believed to be vulnerable to discrimination, such as Hispanic women in crop production. ORIP will also explore the possibility of identifying concentrations of workers with disabilities by industry and geography.

  12. Trend Charts

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