Since its creation in 1965, the Equal Employment Opportunity Commission ('EEOC') has been charged with eliminating workplace discrimination. The EEOC receives and investigates employee discrimination complaints ranging from simple single-employee termination disputes to complex, multi-facility allegations of systemic discrimination.
The EEOC Is Thinking Big
Like most government agencies, however, the EEOC faces significant obstacles. Its budget is rigorously scrutinized each year. Staffing is down and the backlog of individual discrimination charges is up. Concerned members of Congress have petitioned key House appropriators for funding increases to boost the organization's frontline staffing. In light of all of this, newly appointed EEOC chair Naomi Earp has her work cut out for her. As Earp succinctly stated, '[o]ur challenge in 2007 is to make the most effective and efficient use of agency resources.' In other words, the EEOC must get more bang for its buck to remain effective. Enter the agency's new Systemic Discrimination Initiative. This two-part article discusses how EEOC plans to implement the Initiative.
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Christopher DegroffThis premium content is locked for LawJournalNewsletters subscribers only
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