Equal Opportunity Representatives and Officers
Business and Financial Operations Occupations- O*NET-SOC code
- 13-1041.03
Monitor and evaluate compliance with equal opportunity laws, guidelines, and policies to ensure that employment practices and contracting arrangements give equal opportunity without regard to race, religion, color, national origin, sex, age, or disability.
- Data source: BLSPublished: 2026-08
Very high· relative
LowFour relative bandsVery highGroup-level value
Scale, basis and source
Four relative bands (Low / Moderate / High / Very high)
831 detailed occupations in the BLS Employment Projections table. Assigned per National Employment Matrix (NEM) code, so occupations sharing a NEM code carry the same band
- Data source: AnthropicPublished: 2026-03
0.121
0.000Range of values carried here0.745Group-level value
Scale, basis and source
Observed exposure index, 0–1 as published
Mapped onto O*NET tasks
Published per SOC 2018 occupation; every O*NET occupation with the same SOC 2018 code carries this value
- Data source: ILOPublished: 2025
0.32–0.45· 3 ISCO-08 groups
Scale, basis and source
Generative AI exposure index, 0–1 as published
Published per ISCO-08 unit group. Linked to this occupation, wholly or in part, by applying U.S. Bureau of Labor Statistics crosswalks (ISCO-08 to 2010 SOC, 2010 SOC to 2018 SOC) as published
What kind of figure this source publishes
The BLS category is a relative rank, not an absolute level, and it is not a first-hand measurement: it groups an occupation's percentile ranks across several published studies into four bands. It is not an employment or wage forecast, not a probability of adoption, and it does not separate automation from augmentation.
ILO value for each linked ISCO-08 group
- ISCO-08 3351Customs and Border Inspectors0.32
- ISCO-08 3353Government Social Benefits Officials0.45
- ISCO-08 3354Government Licensing Officials0.43
Task-level exposure
Show 14 hidden tasks19 rated tasks · 15 tasks with β ≥ 0.5 (78.9%)
β = direct exposure (E1) + 0.5 × exposure when tools are available (E2), per the source repository's definition.
- Source unit: O*NET 27.2 tasks → O*NET 31.0 occupation code
- 1 rated task is not in the O*NET 31.0 task list; its score is kept as published for O*NET 27.2.
- Source
- OpenAI "GPTs are GPTs" exposure rubric
- Release
- gh-main-0471612
- License
- MIT License, Copyright (c) 2024 OpenAI
| Task (O*NET 20.1) | Claude.aiRaw / share % |
|---|---|
Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.13-1041.03 | 0.007732.4 |
Monitor the implementation and impact of guidelines for nondiscriminatory employment practices.13-1041.03 | 0.007029.7 |
Participate in the recruitment of employees through job fairs, career days, or advertising plans.13-1041.03 | 0.003514.8 |
Interpret civil rights laws and equal opportunity regulations for individuals or employers.13-1041.03 | 0.002711.5 |
Conduct surveys and evaluate findings to determine if systematic discrimination exists.13-1041.03 | 0.002711.5 |
Values in this tab are predicted labels, not observations. Eloundou et al. (2023) published two rating regimes — human raters and GPT-4 — and the β shown here is derived from the GPT-4 rater basis alone; the same task can take a different value under the other regime. The unit and the meaning differ from the observed shares (%) in the other tabs, so do not place them on the same axis.
| Task (O*NET 27.2) | βE1 + 0.5 × E2 |
|---|---|
Interpret civil rights laws and equal opportunity regulations for individuals or employers.O*NET Task ID 10866 | 1.0 |
Study equal opportunity complaints to clarify issues.O*NET Task ID 10867 | 1.0 |
Prepare reports of selection, survey, or other statistics and recommendations for corrective action.O*NET Task ID 10870 | 1.0 |
Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws.O*NET Task ID 10874 | 1.0 |
Verify that all job descriptions are submitted for review and approval and that descriptions meet regulatory standards.O*NET Task ID 10876 | 1.0 |
Consult with community representatives to develop technical assistance agreements in accordance with governmental regulations.O*NET Task ID 10878 | 1.0 |
Prepare reports related to investigations of equal opportunity complaints.O*NET Task ID 20719 | 1.0 |
Develop guidelines for nondiscriminatory employment practices.O*NET Task ID 20722 | 1.0 |
Investigate employment practices or alleged violations of laws to document and correct discriminatory factors.O*NET Task ID 10865 | 0.5 |
Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints.O*NET Task ID 10869 | 0.5 |
Conduct surveys and evaluate findings to determine if systematic discrimination exists.O*NET Task ID 10871 | 0.5 |
Review company contracts to determine actions required to meet governmental equal opportunity provisions.O*NET Task ID 10873 | 0.5 |
Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.O*NET Task ID 10875 | 0.5 |
Participate in the recruitment of employees through job fairs, career days, or advertising plans.O*NET Task ID 10880 | 0.5 |
Monitor the implementation and impact of guidelines for nondiscriminatory employment practices.O*NET Task ID 20723 | 0.5 |
β = E1 + 0.5 × E2 · E1 = tasks where direct LLM access alone cuts time by at least 50%, E2 = tasks where software built on top of an LLM cuts time by at least 50%. Values take only 0 / 0.5 / 1.0.
Data sources & licenses — O*NET®, Anthropic Economic Index, Eloundou et al. (2023): see full notices on the Credits page
All O*NET 31.0 task statements (18)
All O*NET 31.0 task statements for this occupation (English, as published; task type core or supplemental). Exposure values are not listed here; they are in the table above, next to each task statement as worded in the O*NET version each source used.
| Task (O*NET 31.0) | Type |
|---|---|
| Investigate employment practices or alleged violations of laws to document and correct discriminatory factors. | Core |
| Interpret civil rights laws and equal opportunity regulations for individuals or employers. | Core |
| Study equal opportunity complaints to clarify issues. | Core |
| Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints. | Core |
| Conduct surveys and evaluate findings to determine if systematic discrimination exists. | Core |
| Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development. | Core |
| Prepare reports related to investigations of equal opportunity complaints. | Core |
| Interview persons involved in equal opportunity complaints to verify case information. | Core |
| Meet with persons involved in equal opportunity complaints to arbitrate and settle disputes. | Core |
| Develop guidelines for nondiscriminatory employment practices. | Core |
| Monitor the implementation and impact of guidelines for nondiscriminatory employment practices. | Core |
| Prepare reports of selection, survey, or other statistics and recommendations for corrective action. | Supplemental |
| Review company contracts to determine actions required to meet governmental equal opportunity provisions. | Supplemental |
| Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws. | Supplemental |
| Verify that all job descriptions are submitted for review and approval and that descriptions meet regulatory standards. | Supplemental |
| Consult with community representatives to develop technical assistance agreements in accordance with governmental regulations. | Supplemental |
| Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts. | Supplemental |
| Participate in the recruitment of employees through job fairs, career days, or advertising plans. | Supplemental |
0.00/ 3· Robot exposure index
Scale, basis and source
Each physical task is graded 0–3 by the setting in which robots that have been deployed, sold or demonstrated could do it (0 none · 1 purpose-built robot settings such as a fenced machine cell or a bottling line · 2 structured facilities such as a hospital pharmacy or a container port · 3 unstructured settings such as a private home or a construction site), and the grades are averaged by share of working time
Physical tasks among this occupation's O*NET 29.3 tasks
Anthropic estimated the grades and time shares with Claude Opus 5 using web search, as of 2026.
The robot exposure index is a different measure from the AI exposure figures on this site and cannot be added to or compared with them. It does not measure actual adoption or cost, and 0 also covers occupations with no physical tasks.
Tier of each physical task
None of this occupation's O*NET 29.3 tasks is classified as a physical task.
Occupation information
Employment outlook (BLS)
Values for the whole SOC 13-1041 group (Compliance officers), not for this O*NET occupation alone.
- Employment, 2025
- 436K
- Projected employment, 2035
- 453K
- Change (2025–35)
- +3.8%
- Median annual wage, 2025
- $80,730
- Typical education needed for entry
- Bachelor's degree
Korea classification links (KSCO)
Links from the current release of the Korea Occupation Direct Crosswalk v1.1, made by AI Changing Work. Relation values are read from the O*NET-SOC occupation side.
| KSCO code | KSCO title | Relation | Status |
|---|---|---|---|
| 35290 | 그 외 정부 행정 사무원 | Related, not a match | confirmed |
Relation and status definitions(kr-direct v1.1)
ILO occupational description
AI Changing Work links the ISCO-08 unit groups below to this occupation by applying the U.S. Bureau of Labor Statistics crosswalks (2018 SOC to 2010 SOC, 2010 SOC to ISCO-08) as published, without case-by-case selection; each link may be whole or partial.
- ISCO-08 3351Customs and Border Inspectors
- ISCO-08 3353Government Social Benefits Officials
- ISCO-08 3354Government Licensing Officials
Sources: ILO ISCO-08 — details: Credits
ESCO occupational vocabulary
Each entry below is matched to this occupation in the published ESCO-O*NET Crosswalk (version 1, 2022). The match types are that crosswalk's; the wording is AI Changing Work's.
- equality and inclusion managerESCO 1212.1.1Overlapping, not the same
Equality and inclusion managers develop policies to improve affirmative action, diversity and equality matters. They inform staff in corporations on the importance of the policies, and implementation and advise senior staff on corporate climate. They also perform guidance and support duties for employees.
Source: European Commission, DG EMPL — ESCO API 2026-08-08 (bridge v1.2.1)
License: CC BY 4.0 (EU Reuse Notice)
ESCO reuse terms and the modification notice are in Credits.
France classification links (ROME)
AI Changing Work's links between this occupation and ROME 4.0 job profiles, judged with AI models. Relations are read from this occupation's side. Links marked “provisional” were adopted on the judgments of two judges from the same model family (Claude) alone, or by an operator rule applied to their judgments, so they rest on weaker evidence than confirmed links.
| ROME code | ROME title (French) | Relation |
|---|---|---|
| M1510 | Chargé / Chargée de mission RH diversité handicap | Overlapping, not the sameprovisional |
| M1415 | Auditeur social / Auditrice sociale | Related, not a match |
| K1502 | Inspecteur / Inspectrice du travail | Related, not a matchprovisional |
Source: France Travail — Répertoire Opérationnel des Métiers et des Emplois (ROME 4.0), version 61, last updated 15 June 2026 (https://www.data.gouv.fr/datasets/repertoire-operationnel-des-metiers-et-des-emplois-rome). Licence Ouverte 2.0.
ROME codes and titles are reproduced unchanged; the links to O*NET-SOC occupations are AI Changing Work's own judgment and are not a France Travail correspondence.
(AI Changing Work link release: fr-direct v1)
Spain classification links (CNO-11)
AI Changing Work's links between this occupation and CNO-11 occupations, judged with AI models. Relations are read from this occupation's side.
| CNO-11 code | CNO-11 title (Spanish) | Relation |
|---|---|---|
| 2825 | Agentes de igualdad de oportunidades entre mujeres y hombres | Overlapping, not the same |
| 3714 | Promotores de igualdad de oportunidades entre mujeres y hombres | Related, not a match |
Source: Instituto Nacional de Estadística (INE), National Classification of Occupations 2011 (CNO-11, Royal Decree 1591/2010) — www.ine.es · Licensed CC BY 4.0. CNO-11 codes and Spanish titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own judgment and are not an INE correspondence.
(AI Changing Work link release: es-direct v1)
Germany classification links (KldB)
AI Changing Work's links between this occupation and KldB occupations, judged with AI models. Relations are read from this occupation's side.
| KldB code | KldB title (German) | Relation |
|---|---|---|
| 71234 | Betriebsinterne Wahlämter - hoch komplexe Tätigkeiten | This occupation is narrowerprovisional |
| 71314 | Berufe in der Unternehmensorganisation und -planung - hoch komplexe Tätigkeiten | Related, not a matchprovisional |
Source: © Statistik der Bundesagentur für Arbeit — Klassifikation der Berufe 2010 – überarbeitete Fassung 2020, https://statistik.arbeitsagentur.de. KldB codes and titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own mapping (eigene Zuordnung) and are not a Bundesagentur für Arbeit correspondence.
(AI Changing Work link release: de-direct v1)
Japan classification links (JSCO)
AI Changing Work's links between this occupation and JSCO occupations, judged with AI models. Relations are read from this occupation's side.
| JSCO code | JSCO title (Japanese) | Relation |
|---|---|---|
| 249 | 他に分類されない専門的職業従事者 | Related, not a match |
| 252 | 人事事務員 | Related, not a match |
Source: Ministry of Internal Affairs and Communications (MIC), Japan Standard Occupational Classification (Dec. 2009, MIC Notification No. 555). JSCO codes and Japanese titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own judgment and are not a MIC correspondence.
(AI Changing Work link release: jp-direct v1)
Sources, licenses and AI Changing Work's modification and translation notices for this page: Credits & sources