Table II also illustrates that suits alleging discrimination based on sex account for the largest number (732) over the five year period, with suits alleging retaliation constituting the second most frequently alleged basis (541), race discrimination suits the third most often alleged basis (328), disability a close fourth (311), and age the fifth (199). Thus, of the total number of bases alleged (2432)(2), suits alleging sex discrimination account for 30.1%; suits alleging retaliation constitute 22.2%; those alleging race discrimination comprise 13.5%; disability 12.8%; age 8.2%; national origin 7%; religion 4.3%; equal pay 1.6%; and color 0.25%.

Tables III - VII demonstrate the effectiveness of focusing on specific types of cases and issues. For example, since 1997, increasing the number of class cases on the litigation docket has been a priority. "Class" cases are defined as suits on behalf of multiple aggrieved individuals who were victims of discriminatory employment practices as well as suits on behalf of one or more individuals who were victims of discriminatory employment policies. By filing these types of suits, the EEOC often obtains injunctive and remedial relief for a greater number of employees and has a broader educational and deterrent impact on employers than it would have bringing a suit on behalf of one person.