Search form

EEOC Releases Aggressive Strategic Enforcement Plan Focused on Discrimination in Hiring and Recruitment

  • September 6, 2012

Citing an “opportune moment to aim for bold and transformative change,” the Equal Employment Opportunity Commission has released on September 4th its Draft Strategic Enforcement Plan (the “Plan”).  EEOC lists systemic recruiting and hiring discrimination as its first priority, followed by protecting immigrant and migrant workers from discrimination.  The EEOC also committed to investigating “emerging” issues, including examining common Americans with Disabilities Act defenses invoked by employers, utilizing Title VII of the Civil Rights Act to protect members of the LGBT community, and pushing employers to accommodate pregnant women. 

While complaining about insufficient funding, the EEOC stressed that it is “better situated” to attack recruitment and hiring discrimination than individuals or private attorneys because of the EEOC’s access to data and documents.  Although not referencing the U.S. Supreme Court’s 2011 Wal-Mart v. Dukes ruling on class actions in the Plan, the EEOC’s claim certainly indicates that the agency will pursue aggressively employment practices that may be abandoned by the private plaintiffs’ bar in light of the Supreme Court’s ruling — the EEOC is not constrained by the class action requirements of Rule 23 of the Federal Rules of Civil Procedures.  (For more information on the Supreme Court ruling, see Supreme Court Reverses Certification of Nationwide Class of 1.5 Million Female Workers.)

With its reference to accessing employer “data and documents,” the EEOC clearly intends to further ramp up its already aggressive subpoena efforts.  In the past, each EEOC District Office has at times limited its hiring discrimination investigations to businesses in its own territory.  However, the Plan stresses that investigation and litigation will not be so limited in the future. Instead, the EEOC will pursue policies and practices on a “company-wide” basis.  Additionally, the Plan commits to a “multi-year research” effort to coordinate strategic enforcement, indicating the agency will be utilizing its access to EEO-1 data in determining vulnerabilities among particular employers and industries.

The EEOC lists “pre-employment tests, background screens, and date of birth screens in online applications” as particular employment practices of interest.  The Plan also states that the EEOC will focus on “channeling/steering of individuals into specific job due to their status in a particular group.” 

The EEOC pledges some relief from an “all litigation” model in the areas of harassment and retaliation.  According to the Plan, despite “all the EEOC’s administrative and legal enforcement efforts” that have been devoted over the years to combating retaliation and harassment, those forms of discrimination continue to persist.  Accordingly, the Plan commits to redirecting some of the EEOC’s efforts to “national education and outreach.”

The agency has invited stakeholders to provide comments on the draft Plan by September 18, 2012.  The EEOC has indicated it will approve a final version of the Plan by the end of its fiscal year (September 30, 2012).

Jackson Lewis LLP advises employers on compliance with all statutes enforced by the EEOC, works with the EEOC to resolve individual and class matters on terms favorable to its clients and defends such matters in court when early resolution is not feasible. Please contact your Jackson Lewis attorney with any questions about the EEOC Plan or other workplace development.

©2012 Jackson Lewis P.C. This material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.

Focused on labor and employment law since 1958, Jackson Lewis P.C.'s 950+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged, stable and diverse, and share our clients' goals to emphasize inclusivity and respect for the contribution of every employee. For more information, visit