{"id":753,"date":"2023-08-23T11:49:44","date_gmt":"2023-08-23T15:49:44","guid":{"rendered":"https:\/\/blogs.duanemorris.com\/classactiondefense\/?p=753"},"modified":"2023-08-23T11:49:44","modified_gmt":"2023-08-23T15:49:44","slug":"key-takeaways-from-the-eeocs-strategic-plan-for-fiscal-years-2022-2026","status":"publish","type":"post","link":"https:\/\/blogs.duanemorris.com\/classactiondefense\/2023\/08\/23\/key-takeaways-from-the-eeocs-strategic-plan-for-fiscal-years-2022-2026\/","title":{"rendered":"Key Takeaways From The EEOC\u2019s Strategic Plan For Fiscal Years 2022-2026"},"content":{"rendered":"

\"\"<\/a>By Gerald L. Maatman, Jr., Alex W. Karasik, and George J. Schaller<\/strong><\/p>\n

Duane Morris Takeaways<\/em><\/strong>:\u00a0On August 22, 2023, the EEOC announced the approval its Strategic Plan (\u201cSP\u201d) for Fiscal Years 2022-2026.\u00a0 The Strategic Plan can be accessed <\/em>here<\/em><\/a>.\u00a0 The SP furthers the EEOC\u2019s mission of preventing and remedying unlawful employment discrimination and advancing equal employment opportunity for all. \u00a0The SP focuses on: (1) Enforcement; (2) Education and Outreach; and (3) Organizational Excellence. The SP also provides performance measures for each strategic goal. \u00a0For corporate counsel involved in employment-related compliance and EEOC litigation, the new SP is required reading.<\/em><\/p>\n

The EEOC\u2019s Strategic Priorities<\/strong><\/p>\n

    \n
  1. Enforcement<\/em><\/li>\n<\/ol>\n

    The EEOC continues to promote equitable employment initiatives through its enforcement authority.\u00a0 The SP highlights the EEOC\u2019s primary mission of preventing unlawful employment discrimination through its administrative and litigation enforcement mechanisms, and adjudicatory and oversight processes.\u00a0 The main strategic focus for employing these mechanisms is through fair and efficient enforcement based on the circumstances of each charge or complaint while maintaining a balance of meaningful relief for victims of discrimination.<\/p>\n

    As to enforcement, the SP provides a broad overview of the EEOC\u2019s efforts to allocate its resources to ensure its efforts in stopping unlawful employment discrimination.\u00a0 To that end, the EEOC indicates that it will continue its targeting of systemic discrimination through training staff on systemic cases and devoting additional resources to systemic litigation enforcement.\u00a0 The SP included several performance measures for achieving enforcement goals, including measures on conciliation and litigation resolution, favorably resolving lawsuits, and increasing capacity for systemic investigations.<\/p>\n

      \n
    1. Education and Outreach<\/em><\/li>\n<\/ol>\n

      The SP prioritizes education and outreach for deterring employment discrimination before it occurs. \u00a0The SP focuses on providing education and outreach programs, projects, and events as cost-effective tools for enforcement.\u00a0 Primarily these programs are aimed at individuals who historically have been subjected to employment discrimination. \u00a0Part of the EEOC\u2019s education and outreach involves expanding use of technology through social media, ensuring the EEOC website is more user-friendly and accessible, and leveraging technology to reach the agency\u2019s audience.<\/p>\n

      These efforts to improve on education and outreach are aimed at promoting public awareness of employment discrimination laws while maintaining information and guidance for employers, federal agencies, unions, and staffing agencies.\u00a0 The SP provides an in-depth list of measuring education and outreach by utilizing technology to expand the EEOC\u2019s audience and ensuring accessible delivery of information through events, programs, and up-to-date website accessibility and functionality.<\/p>\n

        \n
      1. Organizational Excellence<\/em><\/li>\n<\/ol>\n

        The SP makes clear that organizational excellence is the cornerstone of achieving the EEOC\u2019s strategic goals. \u00a0The SP confirms that the EEOC aims to improve on its culture of accountability, inclusivity, and accessibility.\u00a0 In addition, the EEOC seeks to continue protecting the public and advancing civil rights in the workplace by ensuring its resources are allocated properly to strengthen intake, outreach, education, enforcement, and service.<\/p>\n

        The EEOC\u2019s organizational excellence strategic goal has two prongs, including improving the training of EEOC employees and enhancing the EEOC\u2019s infrastructure.\u00a0 For employees, the EEOC seeks to foster enhanced diversity, equity, inclusion, and accessibility in the workplace, maintain employee retention, and implement leadership and succession plans.\u00a0 Relative to the agency\u2019s infrastructure, the SP embraces the increased use of technology through analytics, and management of fiscal resources promote the agency\u2019s mission of serving the public.<\/p>\n

        Implications For Employers<\/strong><\/p>\n

        The EEOC\u2019s SP is an important publication for employers since it previews immediate action areas.\u00a0 The SP\u2019s focus on systemic discrimination, conciliation, and litigation, and increasing the Commission\u2019s capacity for litigating alleged systemic violations shows the EEOC is ramping up to improve handling all aspects of charges. \u00a0The EEOC\u2019s increased focus on technology and employment discrimination awareness similarly shows accessibility will continue to be a pillar of the agency.\u00a0 Accordingly, prudent employers should be mindful of these strategic priorities, and prepare themselves for continued EEOC enforcement.<\/p>\n","protected":false},"excerpt":{"rendered":"

        By Gerald L. Maatman, Jr., Alex W. Karasik, and George J. Schaller Duane Morris Takeaways:\u00a0On August 22, 2023, the EEOC announced the approval its Strategic Plan (\u201cSP\u201d) for Fiscal Years 2022-2026.\u00a0 The Strategic Plan can be accessed here.\u00a0 The SP furthers the EEOC\u2019s mission of preventing and remedying unlawful employment discrimination and advancing equal employment … <\/p>\n

        Continue reading “Key Takeaways From The EEOC\u2019s Strategic Plan For Fiscal Years 2022-2026”<\/span><\/a><\/p>\n","protected":false},"author":575,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[36],"tags":[],"ppma_author":[7,22,96],"class_list":["post-753","post","type-post","status-publish","format-standard","hentry","category-eeoc-litigation"],"authors":[{"term_id":7,"user_id":575,"is_guest":0,"slug":"gmaatman","display_name":"Gerald L. Maatman, Jr.","avatar_url":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-content\/uploads\/sites\/56\/2022\/09\/maatmangerald-100x100.jpg","0":null,"1":"","2":"","3":"","4":"","5":"","6":"","7":"","8":""},{"term_id":22,"user_id":582,"is_guest":0,"slug":"awkarasik","display_name":"Alex W. Karasik","avatar_url":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-content\/uploads\/sites\/56\/2023\/08\/karasikalex-100x100.jpg","0":null,"1":"","2":"","3":"","4":"","5":"","6":"","7":"","8":""},{"term_id":96,"user_id":655,"is_guest":0,"slug":"gschaller","display_name":"George Schaller","avatar_url":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-content\/uploads\/sites\/56\/2023\/07\/schallergeorge-100x100.jpg","0":null,"1":"","2":"","3":"","4":"","5":"","6":"","7":"","8":""}],"_links":{"self":[{"href":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-json\/wp\/v2\/posts\/753","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-json\/wp\/v2\/users\/575"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-json\/wp\/v2\/comments?post=753"}],"version-history":[{"count":0,"href":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-json\/wp\/v2\/posts\/753\/revisions"}],"wp:attachment":[{"href":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-json\/wp\/v2\/media?parent=753"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-json\/wp\/v2\/categories?post=753"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-json\/wp\/v2\/tags?post=753"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/blogs.duanemorris.com\/classactiondefense\/wp-json\/wp\/v2\/ppma_author?post=753"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}