EEOC Approves Strategic Enforcement Plan

Oct 17 2016 - Discrimination - HRWatchdog

Strategic Enforcement Plan EEOC

The EEOC has set their national priorities for 2017-2021.

The Equal Employment Opportunity Commission (EEOC) recently approved an updated Strategic Enforcement Plan (SEP), which sets national priorities for fiscal years 2017-2021.

Employers are well-advised to keep these priorities in mind as the EEOC has certainly been targeting specific areas for enforcement.

In the updated SEP, the EEOC continues to prioritize the areas identified in previous SEPs, with some modifications:

  • Eliminating barriers in recruitment and hiring — including a focus on the lack of diversity in technology and the use of data-driven screening tools;
  • Protecting vulnerable workers, including immigrant and migrant workers, and underserved communities from discrimination;
  • Addressing selected emerging and developing issues;
  • Ensuring equal pay protections for all workers;
  • Preserving access to the legal system; and
  • Preventing systemic harassment.

Updates made in this SEP include prioritizing two emerging areas:

  • Issues related to complex employment relationships in the 21st century workplace; and
  • Backlash discrimination against those who are Muslim or Sikh, or persons of Arab, Middle Eastern or South Asian descent, as well as persons perceived to be members of these groups.

The SEP also prioritizes combating pay discrimination that persists based on gender, race, ethnicity and age and for individuals with disabilities.

Gail Cecchettini Whaley, CalChamber Employment Law Counsel/Content

CalChamber members can review the EEO Reporting Requirements chart to help determine if you are required to collect and provide gender, racial and ethnic workforce data to the EEOC. Not a member? See how CalChamber can help you.

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