The Illinois State Bar Association’s Diversity Matters Newsletter features an article by Noah Frank, where he revisits the reveal of the updated EEOC Strategic Plan (SEP) for 2017-2021, and discusses what this new plan means for the near future.
Despite the change at the White House, the EEOC continues to operate as usual, with a plan that largely mirrors the substantive priorities identified in the previous Strategic Enforcement Plan (SEP), including an importance of prioritizing cases in emerging areas of law such as protection for LGBT individuals against sex-based discrimination.
Noah emphasizes the importance of understanding the SEP, stating that in the fiscal year 2016, the final year of the 2012-2016 SEP, “the EEOC secured more than $482 million for those who alleged discrimination in the workplace—both private and federal—resolving 97, 443 open charges.”
The new SEP reveals that the EEOC is not backing away from its focus on systematic, strategic litigation, nor has it significantly rethought the substance of its enforcement priorities.
It is evident that the fate of the EEOC and whether the SEP will be dramatically or only slightly revised, remains to be seen.