The new PSAs in 60-, 30-, and 15-second video and downloadable audio are available on @USEEOC's website.

Last month, partnering with the Nez Perce Tribe and Lummi Nation, @USEEOC released PSAs in video and downloadable audio formats to help educate Native Americans and Alaska Natives about their employment rights, which include the right to be free from unlawful pay discrimination.

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As the primary federal agency charged with addressing employment discrimination, @USEEOC works to advance equal employment opportunity for Native American women and all workers in the U.S.

EEOC’s report also found that American Indian and Alaska Native women account for only 0.4% of executives in the federal government—disproportionate to their presence in the federal workforce.

EEOC’s report last year on American Indian and Alaska Native women in the federal sector found that they earned a median annual salary of $56,432—over $26,000 less than all federal employees and nearly $23,000 less than all women.

Data collected by @USEEOC makes it plain—pay disparities based on sex and race persist, with women being paid less than men in the aggregate, and American Indian or Alaska Native women and Black women being paid the least.

Today is #NativeWomensEqualPay, over 8 months after we observed Equal Pay Day for all women, highlighting the profound wage gaps that Native Women in particular face.

Please join me in celebrating the diversity, strength, and many contributions of intersex people. #IntersexAwarenessWeek #IntersexAwarenessDay.

Learning about intersex traits is important to reduce stereotypes, stigma, and discriminatory treatment, including in health care settings and the workplace.

The term intersex describes people who are born with natural variations in sex characteristics (such as chromosomes, hormone function, and reproductive anatomy) that do not fall exclusively on one side of the male/female gender binary.

During Intersex Awareness Week (October 21-26), we focus on the “I” in LGBTQI+ and commemorate the 28th anniversary of the first public demonstration in the U.S. in support equal rights and dignity for intersex people.

EEOC is determined to eliminate discriminatory barriers in employment, including practices that channel, steer or segregate individuals into jobs or job duties based on protected characteristics or that limit advancement based on protected characteristics.

The @USEEOC’s suit alleged a home health care agency illegally accommodated patients’ racial preferences in making job assignments, including transferring or removing Black and Hispanic home health aides.

And in a recent consent decree, the EEOC obtained $400,000 and other relief for a class of home health aides, an occupation where Black women and Latinas are overrepresented. #LatinaEqualPay.

A three-year consent decree provides that the company will pay $250,000 and implement additional policies and procedures to bolster its compliance with Title VII.

Discrimination such as sexual harassment can take an economic toll. @USEEOC’s suit against a produce company alleged that when a Latina agricultural worker rejected & reported a manager’s repeated propositions, her coworker husband was fired in retaliation.

It also found that Hispanic women and Latinas resigned from federal employers at a rate almost twice the average for all employees governmentwide. #LatinaEqualPay @USEEOC.

EEOC’s report last year on Hispanic women and Latinas in the federal sector found that on average, they were paid $67,816 annually—less than Hispanic and Latino men ($76,802), women overall ($79,278), and employees governmentwide ($82,669).

Yet in 2022, women were only 22.6% of the high tech workforce, and Hispanic women only 2.2% of the high tech workforce.

For example, the EEOC’s recent report High Tech, Low Inclusion: Diversity in the High Tech Workforce and Sector 2014 – 2022 found that high tech jobs tend to be higher paid and relatively more stable than other non-technical occupations.