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The EEOC's Strategic Enforcement Plan
On Dec. 17, 2012, the Equal Employment Opportunity Commission (EEOC) approved its Strategic Enforcement Plan (SEP). The purpose of the SEP, according to the Commission, is “to focus and coordinate the EEOC's programs” by adopting “national priorities”; the EEOC believes identifying these priorities is essential in making the best use of its limited resources, and has indicated that it will apply the full range of “integrated enforcement” strategies in addressing these areas. In its SEP, the EEOC identified six “national priority” areas. Through what it calls a “targeted approach,” the EEOC has indicated that charges of discrimination involving one or more of these priority areas will receive “first and highest priority” and “a greater share of agency time and resources.” For General Counsel looking for a cost-effective way to reduce risk and to stay off the EEOC's radar, knowing what the EEOC's national priorities are and conducting a self-audit in these six areas is a good start.
Strategic Enforcement Plan Priorities
So, what are the areas that the EEOC has identified as the most likely areas for its investigation and enforcement efforts? The following list contains the six areas the EEOC lists as its priorities:
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