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March 20, 2012
EEOC approves strategic plan to stop unlawful employment discrimination

Last month, the U.S. Equal Employment Opportunity Commission (EEOC) approved its Strategic Plan for Fiscal Years 2012 – 2016.

The Strategic Plan establishes a framework for achieving the EEOC’s mission to “stop and remedy unlawful employment discrimination.”

In approving the Strategic Plan, the EEOC today is taking a significant step toward realizing the Commission’s vision of ending employment discrimination and promoting equal opportunity in the American workplace,” said EEOC Chair Jacqueline A. Berrien at the February 22 public meeting.

To accomplish their goal, the EEOC outlined three strategic objectives and their outcome goals:

Strategic Objective I: to combat employment discrimination through strategic law enforcement, reflects the EEOC's primary mission of preventing unlawful employment discrimination through: 1) the administrative (investigation and conciliation) and litigation enforcement mechanisms Congress has given the agency with regard to private employers, labor organizations, employment agencies, and state and local government employers; and 2) the adjudicatory and oversight mechanisms Congress has given the agency with regard to federal employers. In keeping with the agency's statutory mandate, the majority of the EEOC's financial and human resources will be devoted to Strategic Objective I.

  • Outcome Goal I.A: Have a broad impact on reducing employment discrimination at the national and local levels; and
  • Outcome Goal I.B: Remedy discriminatory practices and secure meaningful relief for victims of discrimination.

Strategic Objective II: to prevent employment discrimination through education and outreach, reflects the fact that the EEOC must also work to prevent employment discrimination before it occurs. Investigations, conciliation's and litigation are only some of the means by which the EEOC fulfills its mission and vision. In Title VII, Congress expressly required the agency to engage in education and outreach activities, including providing training and technical assistance, for those with rights and responsibilities under employment anti discrimination laws.

  • Outcome Goal II.A: Members of the public understand and know how to exercise their right to employment free of discrimination; and
  • Outcome Goal II.B: Employers, unions and employment agencies (covered entities) better address and resolve EEO issues, thereby creating more inclusive workplaces.

Strategic Objective III: intended to ensure that the EEOC delivers excellent and consistent service through supporting a skilled workforce and deploying effective systems.

  • Outcome Goal III.A: All interactions with the public are timely, of high quality, and informative.

The plan – which began this month – was created by work groups compromised of staff from the EEOC’s headquarters and field offices, with a broad range of internal and external expertise and understanding of the programs activities conducted within the agency.

For more information, please contact us.

Sources:

http://www.eeoc.gov/eeoc/newsroom/release/2-22-12.cfm

http://www.eeoc.gov/eeoc/plan/strategic_plan_12to16.cfm#statements