The United States Equal Employment Opportunity Commission (“the EEOC”) has now released its Fiscal Years 2012-2016 Strategic Plan (“the Strategic Plan”). Since 1965, the EEOC has served as the nation’s lead enforcer of employment antidiscrimination laws and chief promoter of equal employment opportunity (EEO). The Strategic Plan establishes a framework for achieving the EEOC’s mission “to stop and remedy unlawful employment discrimination,” so that the nation might soon realize the Commission’s vision of “justice and equality in the workplace.”
To accomplish this mission and achieve this vision in the 21st Century, the EEOC is committed to pursuing the following objectives and outcome goals:
1. Combat employment discrimination through strategic law enforcement, with the outcome goals of: 1) having a broad impact in reducing employment discrimination at the national and local levels; and 2) remedying discriminatory practices and securing meaningful relief for victims of discrimination;
2. Prevent employment discrimination through education and outreach, with the outcome goals of: 1) members of the public understand and know how to exercise their right to employment free of discrimination; and 2) employers, unions and employment agencies (covered entities) prevent discrimination and better resolve EEO issues, thereby creating more inclusive workplaces; and
3. Deliver excellent service through effective systems, updated technology, and a skilled and diverse workforce, with the outcome goal of all interactions with the public being timely, and of high quality, and informative.
The plan also identifies strategies for achieving each outcome goal and identifies 13 performance measures for gauging the EEOC’s progress as it approaches FY 2016. This plan requires significant changes in the agency’s approach to fulfilling its mission. As a result, during the first 1-2 years of the plan, the agency will establish new baselines so that it can finalize the milestones and targets for its measures. The plan will be updated accordingly in its Annual Performance Plans.While greater resources would likely result in expedited progress, these lean budgetary times require the EEOC to prioritize its objectives and goals and be realistic in identifying strategies and setting measures.
To look deeper at the commission’s plan, and get a better understanding of how this may affect your company please visit the sources website here.
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Source: “United States Equal Employment Opportunity Commission.” U.S. Equal Employment. N.p., n.d. Web. 27 Jan 2012. <http://www.eeoc.gov/eeoc/plan/strategic_plan_12to16_DRAFT.cfm>.