The U.S. Equal Employment Opportunity Commission

Strategic Goal 2
Promote Equal Opportunity in Employment

Preventing employment discrimination from occurring in the workplace in the first place is preferable to remedying the consequences of discrimination. A major component of EEOC's enforcement strategy and our 5-Point Plan is our outreach, education and technical assistance initiatives to assist employers, employees and stakeholder groups understand and voluntarily prevent employment discrimination. We believe that discrimination can be averted if companies, federal agencies and individuals know their legal rights and responsibilities and learn ways to resolve concerns or disputes early.

Our Government Performance and Results Act (GPRA) Strategic Plan establishes separate objectives and measures for employer and employee groups. Although employers and employees, and their respective stakeholders, attend many of our outreach, education and technical assistance events or benefit from our educational activities, we have separately focused on the unique issues and perspectives of each group.

STRATEGIC OBJECTIVE 2.1.

Encourage and facilitate voluntary compliance with equal employment opportunity laws among employers and employer groups in the private and federal sectors.

We believe that it is important for employers to know about practices and behaviors that can lead to unlawful employment discrimination and to find ways to voluntarily resolve disputes. With this knowledge and understanding, they have a better opportunity for eliminating or changing policies or practices that violate EEO laws. Since the employer community is a key component of the equation to eradicate employment discrimination at the workplace, our enforcement strategy and plan includes extensive outreach, education and technical assistance efforts to assist private sector and federal sector employers voluntarily comply with the laws we enforce.

Measures for Strategic Objective 2.1.

X=the stated measure/indicator is not used for the fiscal year.

M E A S U R E S
NO. STATEMENT 1999 2000 2001
2.1.1. The number of consultations with employer stakeholders on operational and legal issues. Target 500 1,200 1,200
Results 1,232 1,213 1,546
2.1.2. The number of representatives of private-sector and federal-sector employers attending technical assistance activities, other than Revolving Fund activities. Target 10,000 At least 46,500. 50,000
Results 46,500 49,766 52,983
2.1.3. The number of outreach events provided to employers to encourage participation in EEOC's mediation program. Target X X 250
Results X X 251
2.1.4. The number of small employers with approximately 15-99 employees provided EEOC's education and information materials, as part of a special outreach initiative. Target X X 5,000
Results X X 5,000
2.1.5. The number of Revolving Fund activities conducted for private-sector and federal-sector employers. Target 75 175 275
Results 292 296 367
2.1.6. Develop and implement an outreach plan for fiscal years 2000-2002 to provide education and technical assistance and to proactively distribute EEOC's education and information materials to small private-sector employers and to federal-sector employers. Target Develop plan. Implement plan activities for FY2000. Implement plan activities for FY2001.
Results Plan developed. Implemented FY2000 activities. Implemented FY 2001 activities.
2.1.7. The number of outreach, education, or other technical assistance activities conducted to assist federal agencies make EEO program improvements, including establishing alternative dispute resolution (ADR) programs throughout the EEO process. Target X X 120
Results X X 224
2.1.8. The number of on-site evaluations of federal agency EEO programs conducted. Target X 14 20
Results X 20 24

We met two and exceeded six of our eight measures for fiscal year 2001; continuing our strong support to assist the employer community. We engaged in over 1,500 consultations with private sector employers on operational and legal issues involving employment discrimination. Small employers received educational materials while a substantial number of both private and federal sector employers attended many of our technical assistance initiatives outside of our Revolving Fund activities. The number of Revolving Fund activities exceeded our target by over one-third; providing a large number of employers with additional assistance opportunities to help them achieve equal employment opportunity in their workplaces.

In our federal sector program, we vigorously promoted additional efforts to prevent discrimination by providing comprehensive outreach, training, technical assistance and education activities. In fiscal year 2001, we almost doubled our target number of activities held to assist federal agencies make improvements in their EEO processes. In addition, we exceeded our target for more on-site evaluations of federal agency programs.

All of these efforts helped employers understand discriminatory employment situations better. We will continue our efforts towards the employer community even more in fiscal year 2002.

Strategic Objective 2.2.

Increase knowledge about individual rights under equal employment opportunity laws among the public and employee groups.

We make extensive information available to private sector and federal sector employee groups to help educate them about their rights and assist them in the important steps they need to take to exercise those rights. The agency recognizes that employees, or applicants for employment, are valuable partners in the quest to eradicate employment discrimination. We have implemented measures designed to reach the private sector and federal sector employee communities and provide special attention with programs to ensure that we are able to reach this important, broad audience.

Measures for Strategic Objective 2.2.

X=the stated measure/indicator is not used for the fiscal year.

M E A S U R E S
NO. STATEMENT 1999 2000 2001
2.2.1. The number of consultations with employee stakeholders on operational and legal issues. Target 500 1,200 3,900
Results 1,533 3,918 2,702
2.2.2. The number of employees and employee representatives provided EEOC's education and information materials, including representatives from under-served groups or communities. Target X X 30,000
Results X X 96,842
2.2.3. Develop and implement an outreach plan for fiscal years 2000-2002 to inform under-served constituencies of their rights, and to proactively distribute EEOC's educational and informational materials to employee stakeholders. Target Develop plan. Implement plan activities for FY2000. Implement plan activities for FY2001.
Results Plan developed. Implemented FY2000 activities. Implemented FY 2001 activities.
2.2.4. The number of additional EEOC publications most frequently requested in an alternate format and translated and available in 7 alternate languages (Spanish, Haitian/Creole, Vietnamese, Russian, Korean, Arabic and Chinese). Target X X Initiate efforts to make 15 publications available by the end of FY2002.
Results X X Initiated efforts on 18 publications. Made an additional 13 publications available in alternate formats
2.2.5. Make information about employment discrimination and the federal EEO procedures available for the approximately 2 million federal employees, using the EEOC's web site and other innovative means. Target X X Make information available.
Results X X Information made available to federal employees.
2.2.6. Provide EEOC informational materials to federal-sector employees and major employee groups identified in the prior fiscal year(s) and give appropriate follow-up assistance when contacted. Target X X Materials and assistance provided for those identified in FY2000.
Results X X Materials and assistance provided

We met or substantially exceeded all but one of our six measures designed to reach this employee community in fiscal year 2001. We exceeded our target by more than three times in our effort to provide this community with educational and technical assistance materials. We fully implemented our second year of our comprehensive outreach plan to reach employees. We are well on our way to completing important documents in alternate languages and formats to serve previously under-served employee communities. Finally, we provided an extensive amount of material on our web site and in other ways to assist our federal sector employee constituencies.

We did not achieve our target for the number of consultations held with employee stakeholders. We have been raising the bar for this measure by considerable amounts over the past few years, however. In fiscal year 1999, we more than tripled the consultations required based on our 500 consultation target that year. Consequently, we established the higher standard for fiscal year 2000 and again more than tripled the number of consultations over the target. There were special consultation efforts made in fiscal year 2000, however, because of initiatives begun by the President for the Asian American/Pacific Islander communities. The much higher level could not be sustained in fiscal year 2001, but our efforts were actually more than double the fiscal year 2000 target number of consultations had we maintained the same standard as the previous year. Except for this one measure, we met or substantially achieved all of the other measures for this objective. The extensive amount of activities conducted in fiscal year 2001 required us to balance our resources among all of our initiatives.



previous | start | next

This page was last modified on April 11, 2002.

Home Return to Home Page