The U.S. Equal Employment Opportunity Commission (EEOC) recorded 510 charge receipts in District of Columbia during fiscal year 2022. These figures describe allegations filed with the EEOC, not findings of wrongdoing, lawsuit outcomes, settlements, or payments.
District of Columbia EEOC charge receipts by listed basis
| Listed basis in the EEOC table | FY 2022 receipts | Count as a share of total state receipts |
|---|---|---|
| Retaliation | 276 | 54.1% |
| Race | 170 | 33.3% |
| Disability | 159 | 31.2% |
| Sex | 154 | 30.2% |
| Age | 96 | 18.8% |
| Religion | 96 | 18.8% |
| National origin | 60 | 11.8% |
| Color | 55 | 10.8% |
| Equal Pay Act | 10 | 2.0% |
| Genetic information | 8 | 1.6% |
The listed categories overlap. The EEOC explains that one person can file a charge alleging more than one type of discrimination. For that reason, the counts in the table should not be added together, and a listed basis percentage is not a case-success rate or a percentage of workplaces.
What stands out in the FY 2022 table
Among the listed categories, retaliation appeared most often in the District of Columbia table, with 276 recorded receipts. Race was also listed on 170 receipts. This is a description of the EEOC’s published receipt data, not a conclusion about any individual employee, employer, industry, or claim.
How to use this information carefully
The table can help readers understand the kinds of allegations recorded in a state during a particular fiscal year. It cannot tell a reader whether a charge was timely, whether a particular law applies, what an employer did, or whether a person is likely to obtain a particular result. Employment rights can involve federal, state, and local agencies and rules. For individual questions, consult the EEOC, the applicable state or local agency, or a qualified professional.
Source and scope
Source: U.S. Equal Employment Opportunity Commission — FY 2009–2022 EEOC Charge Receipts for DC. Reporting year: FY 2022. Last reviewed: 2026-08-30.
Important: A charge receipt is an allegation filed with the EEOC; it is not a finding of wrongdoing, a case result, a settlement, or an award. A person may allege more than one basis, so total charges are lower than the sum of listed bases.
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