The EEOC (U.S. Equal Employment Opportunity Commission) recently released for public comment a draft of its Strategic Plan for Fiscal Years 2018-2022. The draft plan can be found at Regulations.gov.
The Strategic Plan serves as a framework for the EEOC in achieving its mission through the strategic application of the EEOC’s law enforcement authorities, preventing employment discrimination and promoting inclusive workplaces through education and outreach.
Major Objectives and Goals
To accomplish its mission and achieve its vision, the Strategic Plan commits the EEOC to pursue the following strategic objectives and outcome goals:
- Combat and prevent employment discrimination through the strategic application of EEOC’s law enforcement authorities. The corresponding outcome goals are: 1) Discriminatory employment practices are stopped and remedied, and victims of discrimination receive meaningful relief; and 2) Enforcement authorities are exercised fairly, efficiently, and based on the circumstances of each charge or complaint.
- Prevent employment discrimination and promote inclusive workplaces through education and outreach. The corresponding outcome goals are: 1) Members of the public understand the employment discrimination laws and know their rights and responsibilities under these laws; and 2) Employers, unions, and employment agencies (covered entities) prevent discrimination, effectively address EEOC issues, and support more inclusive workplaces.
- Organizational Excellence. The corresponding outcome goals are: 1) A culture of excellence, respect and accountability; and 2) Resources align with priorities to strengthen outreach, education, enforcement and service to the public. The plan also identifies strategies for achieving each outcome goal and identifies 12 performance measures (with yearly targets) to track the EEOC’s progress as it approaches FY 2022.
Next Steps:
The EEOC announced on December 8, 2017, that it is seeking public comments for the Strategic Plan from advocacy groups and individuals. Comments must be submitted by 5:00 p.m. ET on January 8, 2018. This draft plan has not been approved by the Commission and is still under review.
Kenneth Winkler, a shareholder at Berman Fink Van Horn, helps employers navigate the employment laws and regulations that govern the workplace.
