At the end of fiscal year 2021, the EEOC had 180 cases on its active district court docket, of which 38 (21.1%) were non-systemic cases with multiple victims and 29 (16%) involved challenges to systemic discrimination. The majority of these positions were front-line staff (investigators, investigative support assistants, mediators, and attorneys, among other positions). By FY 2022, the EEOC leverages collaborations with significant partner organizations to assist in reducing and eliminating employment barriers. Successfully resolving a systemic investigation involving discriminatory discipline, termination, and promotion on the basis of race, Black. In all, just over 45.6% of all lawsuits filed by the agency included an allegation of harassment. The court of appeals also held that a jury could find that the employer took prohibited actionterminationbecause the decision-maker believed the charging party had an actual or perceived impairment. While established as an independent central bank, it is subject to oversight by the Congress and must work within the framework of the overall objectives of economic and financial policy established by its enabling statutes. In addition, the EEOC continued to promote its public website containing the online Small Business Resource Center, a one-stop source of information created to give small businesses the tools to understand the federal anti-discrimination laws and to prevent employment discrimination in their workplaces. The agency continued to fulfill the leadership role with the EEO Special Tabulation Consortium and oversaw the execution of the current multi-year Interagency Agreements with the U.S. Census Bureau. EEOC strives for proactive and collaborative engagement with the Union on draft policies and on policy implementation, when appropriate. In fiscal year 2021, the EEOC continued to fully embrace the principles of equal employment in our own workplace, recognizing that doing so creates an environment that enhances the EEOC's overall effectiveness by fostering a culture of inclusion and respect and increasing the cultural competency and familiarity of EEOCs workforce with diverse demographic groups within the United States. Our three-webinar series 1st Friday with OFO, News You Can Use, and The Learning Table are offered in a virtual environment, with attendance averaging 360 persons per event. Eight of these resolutions involved allegations of systemic harassment. Equal Employment Opportunity Commission (eeoc.gov), Protections Against Employment Discrimination Based on Sexual Orientation or Gender Identity | U.S. Continued emphasis on outreach and education in the federal sector is equally important to the EEOCs efforts to promote broad compliance with federal workplace anti-discrimination laws. This enhancement benefits the mediation program as there are now fewer steps in the process of distributing the survey to participants, faster receipt of survey responses, reduced data entry, and elimination of postage. Final Rule Updating Private Sector Charge Procedures. In addition, in 1972, Congress further expanded the agencys responsibilities by providing federal government employees the protections of Title VII and providing the EEOC with independent litigation authority against private employers under Title VII. Annual Performance Report 2021 Preface. The EEOCs Strategic Plan establishes a framework for achieving the EEOCs mission to Prevent and remedy unlawful employment discrimination and advance equal opportunity for all in the workplace, so that the nation may realize the Commissions vision of Respectful and inclusive workplaces, with equal employment opportunity for all.. Monitoring Reports - The City of Bellevue carefully monitors how it spends public resources so that it has enough money each year to provide high-quality services to its residents and other stakeholders. Fiscal Year (FY) 2023 Annual Performance Plan (pdf - 1 MB) Through its Office of Federal Operations, the EEOC provides leadership and guidance to federal agencies on all aspects of the federal governments equal employment opportunity program. Outreach and education are essential tools for the EEOC to promote inclusive workplaces and prevent employment discrimination before it occurs. The EEOC also worked closely with DOJs Tribal Justice Program and Indian working group, the National Science Foundations Native Americans in STEM work group, and OFCCPs Indian and Native American Employment Rights Program (INAERP). Additionally, each year, the Office of Inspector General (OIG) reports on what it has determined are the most serious management and performance challenges facing the EEOC. Its purpose is to provide users, such as shareholders or potential investors, with information about the company's operations and financial performance. The court cited evidence that the employee who filed the charge of discrimination had a history of anxiety disorder that manifested in periodic flare-ups and that mistreat[ment] by other employees began trigger[ing] [these] flare ups. The employee disclosed her anxiety attacks to the decision-maker and submitted a medical certificate attesting that she would miss work . Below are some notable examples: The EEOC achieved many other significant resolutions in lawsuits involving discrimination based on various protected bases. State Performance Plan / Annual Performance Report (SPP / APR) Each year the State reports to the Office of Special Education Programs (OSEP) on its performance in meeting identified State Performance Plan Indicator (SPPI) targets. For example, the EEOC reached out to Asian Americans, African Americans, and other workers of color and conducted outreach through listening sessions, panel discussions, trainings and other meetings to strategize ways to combat racial and ethnic harassment and discrimination. Annual Performance Reports and Accounts. Enhancing service to the public and affording staff additional time and resources to devote to developing and resolving meritorious charges of discrimination. Equal Employment Opportunity Commission (eeoc.gov), What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws | U.S. Annual Performance Report 2015/2016. A program reassessment launched in fiscal year 2020 was completed in fiscal year 2021 to determine the baseline measure for fiscal year 2022. In fiscal year 2021, the survey was expanded to include EEOC mediators as well as mediation participants. Further, when the agency revitalized the BEST (Building Employee Satisfaction Together) Workgroup with volunteers from employees at all levels of the agency who have a commitment to employee satisfaction, it did so as a collaborative effort with Union representatives as part of the workgroup. In fiscal year 2021, there were 2,325 outreach events reaching 254,830 individuals nationwide with information about employment discrimination and their workplace rights and responsibilities. Filing three lawsuits involving discrimination related to the COVID-19 pandemic: Ensuring that the agency had sufficient staff to address its expanding workload by filling 450 positions and ending the year with more than 2,100 employees. Photo by N.Ronoh/CIP. By FY 2022, the EEOC updates existing guidance and training materials, and creates new, user-friendly resource tools to address and prevent workplace discrimination. Final Rule on 2021 Adjustment of the Penalty for Violation of Notice Posting Requirements. Development of ARC now is shifting to modernizing the litigation and federal sector services components of the agency's charge management system. The EEOC is committed to building our capacity to provide mission-critical evidence and better integrate our information and data policy into budget, performance and management decision-making. Moreover, 25% of EEOCs workforce identified as individuals with disabilities and approximately 7% identified as individuals with targeted disabilities. At the same time, over 1,900 of the total appeal resolutions were issued within 180 days of receipt. The Annual Performance Report dashboard complements the report and provides key figures of the year in an interactive and visual way. As this report highlights, the EEOC tracks progress toward successful completion of the agencys strategic objectives. Provides summary and detailed results associated with the departments performance goals and associated annual targets that align to budget activities, Provides summary and detailed results associated with the Departments performance goals and associated annual targets that align to budget activities, Focuses on detailed performance information including performance targets associated with the Departments budget activities, 1000 Independence Ave., SW To that end, the EEOC has committed to pursuing the following three strategic objectives and associated goals: The Plan also identified strategies for achieving each outcome goal and identified 12 performance measures for gauging the EEOCs progress through fiscal year 2022. This publication is a summary of important EEOC cases. The EEOCs Public Portal continued to be a critical factor in the agencys ability to serve both private and public sector parties during the COVID-19 pandemic. The EEOC also continued its outreach, education, and technical assistance to promote inclusive workplaces and prevent employment discrimination before it occurs. In fiscal year 2021, the EEOC also continued collaborating with other agencies to form strategic partnerships and engage in outreach activities. Prior to the pandemic, mediation sessions were conducted in person. The EEOC also issued technical assistance documents intended to help veterans and employers who hire them understand the ADA and the Uniformed Services Employment and Reemployment Rights Act (USERRA): The EEOC took the following significant regulatory actions in fiscal year 2021: Notice of Proposed Rulemaking on the Conciliation Process*. 2021 Annual Performance Report and 2023 Performance Plan [PDF - 2 MB] 2022 Annual Performance Plan [PDF - 2 MB] 2020 Annual Performance Report [PDF - 1 MB] 2019 Annual Performance Report and 2021 Performance Plan [PDF - 2 MB] 2018 Annual Performance Report and 2020 Performance Plan [PDF - 2 MB] Below, please find links to HUD's annual performance plans and reports. Box 480 Jefferson City, MO 65102-0480. In fiscal year 2021, the project was expanded to include EEOC mediators as well as mediation participants. The EEOCs fiscal year 2021 Annual Performance Report is a collaborative endeavor on the part of many EEOC employees. Alternative Dispute Resolution (ADR) is an effective and efficient tool to resolve charges of discrimination. When preparing an agency -specific Annual Performance Report . EEOC field offices also collaborated with partner organizations to extend our reach and better serve vulnerable workers and underserved communities, which included conducting over 1,103 partnership events reaching 105,943 attendees. Sub-Measure 1b. The Equal Employment Opportunity Commission's Annual Performance Report provides performance results that enable the President, Congress, and the American people to assess the EEOC's accomplishments for each fiscal year (October 1 through September 30). The EEOC initiated 13 systemic suits in fiscal year 2021: EEOC v. USF Holland, N.D. See also FOIA Frequently Requested Documents and SEC Data Resources for periodic data reports and updates. Our Samples Contain Sectioned Elements, Responsive and Fully-Editable. The EEOC also increased its outreach to small businesses, conducting 460 outreach events and reaching 27,495 small business representatives. The Annual Performance Report identifies a limited number of DoD-wide performance results for the prior year, plus four years of actual performance trend data that are aligned by the. In fiscal year 2018, the agency established a baseline and projected future targets for federal sector hearings and appeals to meet criteria established in the FSQP. The EEOC also identified and is implementing ten key strategies. EEOC mediation participants are now able to share their feedback by completing a survey electronically. Ensuring that enforcement staff received critical training, including: Holding two-week intensive training sessions for 132 newly hired investigators; Providing training on the interplay of COVID-19 and employment discrimination laws; and. The fiscal year 2021 target for Performance Measure 2 was for the agency to favorably resolve 90% of its enforcement lawsuits.
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