The EEOC currently collects demographic information annually about companies’ workforces, including data on the race and gender of employees.
Statisticians and economists note, however, that analyzing wage disparities is a complex undertaking, and that aggregating data about many occupations is especially tricky.
“You can’t compare apples and oranges in the same group and draw meaningful conclusions,” said David Cohen, president of DCI Consulting Group, a Washington, D.C., firm that conducts pay-equity analyses for companies. “You’re going to get too many false positives and too many false negatives.”
In a 2012 report commissioned by the EEOC to study the feasibility of collecting pay data, independent experts found that the agency at that time didn’t have the expertise it needed to analyze the information it hoped to gather from employers.
Ms. Yang said Thursday that the EEOC has been working to increase its capacity.
The Obama administration itself is one of the worst “offenders’ of this claimed discrimination, but that, of course is different: liberals don’t discriminate, so different treatment must be the result of natural causes.