The U.S. Equal Employment Opportunity Commission moved toward ending employee demographic data reporting by proposing to scrap EEO-1 and related forms, including EEO-2 through EEO-5. The proposal, sent to the White House, would also eliminate some reporting requirements tied to Title VII, the ADA, GINA, and the Pregnant Workers Fairness Act. EEO-1 reporting has been central for workforce demographic monitoring at large employers and federal contractors, and both EEOC and outside analysts have used it to assess national non-discrimination and diversity patterns. For colleges and universities, the shift will affect institutional HR compliance and the data they rely on for internal equity self-assessments and federal contracting-related audits.