Without the prima facie aka evidence and the accompanying specifics of the discrimination, you have no EEOC claim, and it will surely be dismissed.
Complainant can establish a prima facie case based on sex by showing:
(1) that she is a member of the protected group
(2) that she suffered an adverse action and
(3) that a similarly situated employee not in her
protected group was treated more favorably than she.
See McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973).
In order to establish a prima facie case of discrimination for an allegation of reprisal, complainant must show:
(1) that she engaged in prior protected activity, e.g., participated in an EEO proceeding
(2) that the responsible management official was aware of the protected activity;
(3) that she was subsequently disadvantaged by an adverse action; and,
(4) that there is a causal link between the protected activity and the adverse employment action. Hochstadt v. Worcester Foundation for Experimental Biology, Inc., 425 F.Supp. 318, 324 (D. Mass), affirmed, 545 F.2d 222 (1st Cir. 1976); see also Mitchell v. Baldridge, 759 F.2d 80, 86 (D.C. Cir. 1985); Burrus V. United Telephone Co. of Kansas, Inc., 683 F.2d 339, 343 (10thCir. 1982), cert. denied, 459 U.S. 1071 (1982).
The causal connection may be shown by evidence that the adverse action followed the protected activity within such a period of time and in such a manner that a reprisal motive is inferred. Simens v. Department of Justice, EEOC Request No. 05950113 (March 28, 1996) (citations omitted).
