Friday, March 8, 2013
EEOC Strategic Enforcement Plan 2013
In December, the EEOC approved a Strategic Enforcement Plan (SEP) for 2013 which established national priorities, and integrated all the components of EEOC's private, public and federal sector enforcement. It is a targeted approach by focusing on specific priorities, and an integrated approach by using all of the EEOC's resources and staff to collaboratively achieve their goal of reducing discrimination in the workplace. The SEP will also hold the Commission, General Counsel, agency leadership, and agency staff accountable for following through with the expectations set forth in the document.
The six priorities established were: (1) eliminating barriers in recruitment and hiring; (2) protecting immigrant, migrant and other vulnerable workers; (3) addressing emerging and developing issues; (4) enforcing equal pay laws; (5) preserving access to the legal system; and (6) preventing harassment through systemic enforcement and targeted outreach. The SEP focuses its attention on eliminating discriminatory practices in the workplace. It is no secret that there are certain employers who discriminate in their hiring practices, and have been able to conceal these practices from the public. Hopefully, the SEP will encourage employers to re-evaluate their hiring criteria in order to avoid discrimination claims being brought up against them. Despite having a new plan, the EEOC will also continue to utilize previous plans and meet the commitments set forth in those plans. The 2013 SEP will have a comprehensive approach, encompassing old and new principles in order to afford more protection to the workers of this nation.
For access to the entire Strategic Enforcement Plan, click here.