Comment from Lamison, Tamika EEOC-2026-0034

Dear EEOC Commissioners, I am writing to strongly oppose the proposed rule rescinding the EEOC's annual reporting requirements (EEO-1 through EEO-6). This proposal would eliminate one of the few reliable tools this country has for detecting and addressing workplace discrimination, and I urge the Commission to withdraw it. You cannot fix what you don't/can’t measure: Individual discrimination complaints only capture isolated incidents after the fact. Broad, standardized workforce data is what allows the EEOC - and the public - to see patterns in hiring, promotion, and pay that no single complaint could reveal. Without this data, systemic discrimination doesn't disappear; it simply becomes invisible and unenforceable. Accountability depends on transparency: When employers know their workforce data is tracked and subject to public and regulatory scrutiny, that knowledge itself encourages fairer practices. Removing the reporting requirement removes the baseline standard that keeps organizations honest. In my own experience over decades in the workforce, including in leadership and DEI roles, I have seen firsthand that voluntary good intentions are not a substitute for measurable accountability. When employers are no longer required to track and report this data, progress on equity tends to stall or reverse. The “administrative burden” argument doesn’t hold up: These reports rely on standard demographic data that employers already collect through existing digital HR systems. The modest administrative cost of compiling and submitting this data is far outweighed by the public's interest in enforceable civil rights protections. Equal pay enforcement depends on actual/factual numbers: Wage gaps by race, sex, and other protected categories cannot be identified, let alone remedied, without comparable data across employers and industries. Eliminating this reporting requirement removes the evidentiary foundation regulators, researchers, and workers themselves rely on to evaluate whether real progress is being made. Rescinding these reporting requirements would not end discrimination - it would simply make it harder to see, harder to prove, and harder to fix. I strongly urge the EEOC to withdraw this proposal and preserve EEO-1 through EEO-6 reporting in full. Filmmaker Non-Profit Founder