2013 EEOC Charge of Discrimination Statistics for Minnesota

The Equal Employment Opportunity Commission (EEOC) recently issued its enforcement statistics for the EEOC’s fiscal year 2013, including data about what charges were filed in Minnesota.  Overall, a total of 982 charges were filed with the EEOC in Minnesota in 2013, which represents an approximately 12.5% decrease from 2012, when 1,120 total charges were filed.

The breakdown of the charges was as follows:

  • 56.4% alleged retaliation.
  • 36.5% alleged disability discrimination.
  • 35.5% alleged race discrimination.
  • 26.5% alleged age discrimination.
  • 24.9% alleged sex discrimination.
  • 11.6% alleged national origin discrimination.
  • 3.8% alleged religious discrimination.
  • 3.0% alleged color discrimination.
  • 1.7% alleged equal pay discrimination.
  • 0.1% alleged genetic information discrimination.

Collectively, these numbers add up to more than 100% because many charges include multiple claims.  Consistent with the past several years, the number of retaliation claims continued to increase over previous years.  In 2013, over half of all charges of discrimination filed with the EEOC in Minnesota in 2013 included a claim of retaliation.  At the opposite end of the spectrum, genetic information discrimination was alleged in only one charge of discrimination filed with the EEOC in Minnesota in 2013.

Takeaway:  The EEOC’s 2013 statistics show that retaliation claims continue to pose one of the most common threats to employers in Minnesota.  Retaliation claims are followed by claims for disability, race, age, and sex discrimination, which make up the majority of charges filed in Minnesota.

About Michael Miller

Michael is a Chambers-rated attorney in Briggs and Morgan's Employment, Benefits, and Labor group and is head of the firm’s Employment Law Counseling and Compliance practice group. He has 25 years experience counseling employers to prevent unwanted litigation and advises companies of ongoing changes in federal, state and local employment law. Michael advises employers in all areas of employment law including discipline and discharge, leaves of absence, wage and hour compliance, non-compete and confidentiality agreements, affirmative action plans, background checking, and drug/alcohol testing. For Michael's full bio, click here.

Posted on March 17, 2014, in Discrimination and Harassment and tagged . Bookmark the permalink. Leave a comment.

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