Strategic Enforcement Priorities as Stated by the EEOC

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December 29, 2015

Strategic Enforcement Priorities as Stated by the EEOC

When the EEOC adopted the 2012 – 2016 Strategic Enforcement Plan, it specifically delineated six points of attack to deter and prevent unlawful discrimination in the work place. The six points are as follows:

1. Eliminating Barriers in Recruitment and Hiring. The EEOC will focus on class-based enrollment and hiring practices that discriminate against racial, ethnic and religious groups, older workers, women, and people with disabilities.

2. Protecting Immigrant, Migrant and Other Vulnerable Workers.
The EEOC will focus on disparate pay, job segregation, harassment, trafficking and discriminatory policies impacting at risk employees who may be uninformed of their rights under the equal employment laws, or unwilling or not capable of enforcing those rights. 5245073.10 3

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3. Addressing Emerging and Developing Issues.
The EEOC will focus on up-and-coming issues in equal employment, including issues associated with significant current events, demographic shifts, emerging theories, new legislation, judicial decisions and administrative interpretations.

4. Enforcing Equal Pay Laws.
The EEOC will focus on compensation practices that discriminate based on gender.


5. Preserving Access to the Legal System. The EEOC will focus on policies and practices that discourage or forbid individuals from using their rights under employment discrimination laws, or that impede the EEOC's investigations and enforcement mechanisms.


6. Preventing Harassment Through Systemic Enforcement and Targeted Outreach.
The EEOC will implement investigations and litigation and engage in a focused outreach campaign to discourage and prevent harassment in the workplace.

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