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The United States Congress requires executive departments, government corporations and independent agencies to develop and post a Strategic Plan on their public websites every four fiscal years. The plan must at least include the following: a mission statement covering the major functions and operations of the agency; general goals and objectives, including outcome-oriented goals for the agency; a description of how these goals and objectives are to be achieved; and an identification of key factors external to the agency and beyond its control that could significantly affect the achievement of its general goals and objectives.

The development of a four-year Strategic Plan and annual performance plan requires the leadership of an agency to reflect upon the statutory mission of the agency, reassess prior goals and objectives, and identify any new goals and objectives that will enable the agency to meet its statutory mission. The plans also alert Congress and stakeholders to key factors external to the agency that may affect the agency's ability to carry out its mandate.

On February 12th, the EEOC announced its Strategic Plan for fiscal years 2018-2022. The Strategic Plan serves as a framework for the Commission in achieving its mission to prevent and remedy unlawful employment discrimination, and advance equal opportunity for all in the workplace. Implementation of the new Strategic Plan will begin in February 2018.

"Through the plan announced today, the EEOC is taking a significant step toward realizing our vision of respectful and inclusive workplaces with equal opportunity for all," said EEOC Acting Chair Victoria A. Lipnic. The Strategic Plan serves as a framework for the EEOC in achieving its mission through the strategic application of the EEOC's law enforcement authorities, preventing employment discrimination and promoting inclusive workplaces through education and outreach, and organizational excellence. These three strategic objectives have associated performance measures detailing outcomes to be achieved during the four-year period the plan is in effect. The outcomes are designed to demonstrate the EEOC’s progress in carrying out its mission in a time of shrinking resources and an increased demand for its services.

Three values underlie the Strategic Plan, form the basis of the EEOC’s culture and guide their daily work: Commitment to Equal Employment Opportunity, Accountability and Integrity. To accomplish this mission and achieve this vision, the EEOC announced it was committed to pursuing the following strategic objectives and outcome goals:

(1) Combat and prevent employment discrimination through the strategic application of EEOC's law enforcement authorities. The corresponding outcome goals are: 1) Discriminatory employment practices are stopped and remedied, and victims of discrimination receive meaningful relief; and 2) Enforcement authorities are exercised fairly, efficiently and based on the circumstances of each charge or complaint.

(2) Prevent employment discrimination and promote inclusive workplaces through education and outreach. The corresponding outcome goals are: 1) Members of the public understand the employment discrimination laws, and know their rights and responsibilities under these laws; and 2) Employers, unions and employment agencies (covered entities) prevent discrimination, effectively address EEO issues and support more inclusive workplaces.

(3) Organizational Excellence. The corresponding outcome goals are: 1) A culture of excellence, respect and accountability; and 2) Resources align with priorities to strengthen outreach, education, enforcement and service to the public.

A summary of the EEOC’s 2018-2022 Strategic Plan can be found on its website.

Employers are encouraged to consult the summary to further educate themselves on the EEOC”s goals and objectives for the next 4 fiscal years in order to be better prepared during any EEOC investigation.