Charles R. Mann Associates, Inc. Has Announced that 2010 EEO Data File Reports for Affirmative Action Plans Will be Available Before Year-End

Charles R. Mann Associates, Inc. has announced that for the first time in 10 years, a new data base for Affirmative Action Plans will be available. The EEO Special File for 2010 will be in use by the end of 2012. It will replace the EEO Special File based on Census 2000 and is the first such data based on the American Community Surveys rather than a Decennial Census.

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Washington, DC (PRWEB) October 31, 2012

The long awaited data to be used by federal agencies and government contractors to demonstrate compliance with anti-discrimination regulations is scheduled for release before the end of 2012, according to the Equal Employment Opportunity Commission. Charles R. Mann Associates, Inc. (http://www.MannAssociates.com) has announced that it expect to again be the first commercial source for custom reports based on this file for use in Affirmative Action Plans. Dr. Mann, the company President has noted that this will be the first EEO Special File based on the American Community Survey collected for the years 2006 through 2010. Among major differences from past EEO Special Files, this data will include information for 487 occupation for citizens and non-citizens using 88 Industry Categories, nine revised earnings categories and data from from private, federal and state and local governments. Users will again be able to use Bureau of the Census Occupation codes or Standard Occupational Classification codes.to meet the analysis requirements of the U.S. Department of Labor's Office of Federal Contract Compliance Programs.

As in the past, he added, data will be available by age, race, sex, income, veteran status, commute times, residence and work locations for geographic areas including states, cities, counties, metropolitan statistical areas and their combinations.

Dr. Mann emphasized that "... employers are neither asked, nor permitted, by the government to discriminate or show favor in their hiring process and that this data, when used properly, will provides the means for them to demonstrate the fairness of their employment policies, thus protecting both their employees and the companies themselves."


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