Navigating the Equal Employment Opportunity Strategic Plan for 2018-2022

OVERVIEW

The EEOC (Equal Employment Opportunity Commission) enforces federal anti-discrimination laws that apply to hiring, wages and benefits. The EEOC has two roles: prevention of law violations in the form of outreach, education, assistance programs, and enforcement by investigating, settling or litigating the laws.
The EEOC recently unveiled its EEOC Strategic Enforcement Plan for 2018-2022. The EEOC establishes a Strategic Enforcement Plan every four years to prioritize and set forth strategies to integrate all components of their enforcement efforts. Enforcement efforts encompass areas that have a sustainable impact in advancing equal employment opportunity and freedom from discrimination. The EEOC Strategic Plan also addresses the EEOC’s three core values: commitment to equal employment opportunity, accountability, and integrity.

WHY SHOULD YOU ATTEND

For HR, it’s about determining ways to keep their organizations compliant in terms of enforcing anti-discrimination law. This enforcement includes ensuring barriers to equal opportunities are eliminated, ensuring employees feel included, and providing equal access to opportunities within the workplace.

AREAS COVERED

• The role of the EEOC (Equal Employment Opportunity Commission) 
• Legislation enforced by the EEOC
• 2018-2022 EEOC Strategic Plan Objectives, Goals, and Performance Measures
• EEOC Program evaluation
• Additional areas of focus by the EEOC
• Concept of “backlash” discrimination
• External factors that may impact achievement of the Plan
• Priority Handling and Litigation
• Avoiding EEOC charges

LEARNING OBJECTIVES

Participants in this webinar will learn about the three broad and overarching strategic objectives of the 2018-2022 EEOC Strategic Plan, outcome goals for each objective, strategies of how the EEOC will reach those goals, and how the program is evaluated.This webinar also addresses “backlash discrimination” against persons of Arab, Middle Eastern, and South Asian descent. Additionally, information regarding other areas of the focus by the EEOC are addressed. External factors that could impact the achievement of the 2018-2022 EEOC Strategic Plan are also discussed.
In the current on-demand economy, employers must possess strong understanding ofemployment relationships and the workplace civil rights protections afforded to temporary workers, staffing agencies, and independent contractor relationships. 
In this webinar, participants will also learn steps to take in order to avoid EEOC charges.

WHO WILL BENEFIT

• Senior Leadership
• HR Professionals
• Compliance Professionals
• Operations Managers
• Managers and Supervisors

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