Union Pacific (UP) has published its 2018, 2019 and 2020 certified EEO-1 (Equal Employment Opportunity) reports on its website, supplementing in-house reports to track company diversity.
The EEO-1 Component 1 report is a “mandatory annual data collection that requires all private-sector employers with 100 or more employees, and federal contractors with 50 or more employees meeting certain criteria, to submit demographic workforce data, including data by race/ethnicity, sex and job categories,” according to the U.S. Equal Employment Opportunity Commission (EEOC).
UP said the EEO-1 reports (see 2020 report below) are in addition to its D&I (diversity and inclusion) Quarterly Report, which “shows UP’s demographic composition, as the company works toward the long-term goal of more closely reflecting the communities we serve,” and the annual Building America Report, which “further breaks down demographics by race/ethnicity.”
While the three reports are based on employee self-identification, each uses a slightly different methodology, according to the railroad. For instance:
• The D&I Quarterly Report and Building America Report show results based on the UP company structure. The railroad explained: “[T]he diversity of our ‘people’ managers is specifically highlighted in these reports because those managers represent individuals who most influence our business culture. In contrast, the EEO-1 is based on U.S. EEOC categories that are applied uniformly across industries, providing consistency.”
• The D&I Quarterly Report and Building America Report include active employees, which UP said, “better reflects the human resources available to the company.” The EEO-1 includes both active and non-active employees.
• Unlike the D&I Quarterly Report and annual Building America Report (capturing employee data as of Dec. 31 each year), the EEO-1 relies upon one set of defined months that is reported annually, according to UP.
• The D&I Quarterly Report and Building America Report provide minority data as one measurement, while the EEO-1 breaks down the minority data into different employee groups, UP said.
“Transparency is a key objective if we want to move the needle [on D&I],” UP Executive Vice President and Chief Human Resource Officer Beth Whited said. “Our managers must understand the best way to unleash the full potential of our workforce is to embrace diversity and lead diverse teams. These reports help us know where we are today and guide us as we move forward and identify solutions to help us achieve our D&I goals.”