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.
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