The human resource department at an e-commerce company with 450 employees files an annual EEO-1 report telling the Equal Employment Opportunity Commission the numbers of employees it has in each job category, broken down by status as male or female, Hispanic or non-Hispanic, and members of various racial groups. How does the EEOC use this information?

Answer: The EEOC analyzes the report to identify any patterns of discrimination.

Explanation: The Equal Employment Opportunity Commission was created by Title VII of the Civil Rights Act of 1964, but its mission has been shaped by more than this one single piece of legislation. Numerous laws and amendments, and a handful of executive orders, have expanded, limited or directed the Commission's responsibilities and authority. Some of the most significant are collected here. n March 1961, President John F. Kennedy signs Executive Order 10925 prohibiting federal government contractors from discriminating on account of race and establishing the President's Committee on Equal Employment Opportunity. Departing from previous presidential directives, this Order grants the Committee, initially chaired by Vice President Lyndon B. Johnson, authority to impose sanctions for violations of the Executive Order. President Kennedy states this enforcement authority signals a new "determination to end job discrimination once and for all."

n June 1963, Congress passes the Equal Pay Act of 1963 (EPA) protecting men and women who perform substantially equal work in the same establishment from sex-based wage discrimination. The EPA is the first national civil rights legislation focusing on employment discrimination. The Department of Labor has responsibility for enforcement until 1978. The report submitted to The EEOC analyzes the report to identify any patterns of discrimination against the orders.

The EEOC analyzes the report to identify any patterns of discrimination.