Dexter Brooks, Associate Director EEOC’s Office of Federal Operations Brainstorming on FY 2019 Dexter Brooks, Associate Director EEOC’s Office of Federal Operations

Current State of Federal Sector EEO We have noted consistent progress by the federal community moving toward model employment. Upon issuance of EEO Management Directive 715 (MD-715) in FY 2003, EEOC stated that if this guidance was followed, the federal government would see: Decreases in complaints and cost associated with complaint processing. Increases in morale and productivity. Improved work place demographics at all levels Some feared that the directive was a retreat from civil rights enforcement and that the movement away from parity as a goal would hurt the progress of the prior twenty years.

Federal Sector Workforce Data - 2003 to 2014 Total Men Women Hispanic White Black Asian NHOPI AI/AN IWTD Permanent 2,428,330 57.4% 42.6% 7.2% 67.2% 18.6% 5.5% 1.5% 1.05% Senior Pay 15,308 74.5% 25.5% 3.4% 86.2% 7.1% 2.5% 0.8% 0.4% 2014 Total Men Women Hispanic White Black Asian NHOPI AI/AN IWTD Permanent 2,718,954 56.3% 43.7% 8.5% 63.5% 18.8% 6.2% 0.4% 1.5% 1.0% 1st Level Mgmt 70,361 59.6% 40.4% 7.7% 68.9% 15.8% 3.2% 0.45% 2.8% 0.6% Mid-Level Mgmt 104,286 65.8% 34.2% 8.0% 73.7% 12.3% 3.6% 0.2% 1.3% 0.5% Senior Pay 10,676 67.7% 32.3% 4.2% 80.2% 9.9% 3.7% 0.9%

Federal Sector Complaint Data – 2003 - 2014 Government-wide Categories 2003 2014 Percentage Change EEO Counselings Completed 45,030 33,210 -26% Formal Complaints Filed 20,226 15,013 Requests for Hearing 9,944 8,091 -19% Findings of Discrimination - Hearings 341 126 -63% Requests for Appeals 7,035 4,003 -43% Findings of Discrimination - Appeals 218 86 -61%

Current State of EEO Leading Practices Agencies pushing for better HR data to support affirmative employment efforts. Revamped training courses focusing on the social/behavioral science around differences. EEO community makes concerted effort to utilize applicant data. Technology becomes an integral part of affirmative employment and analysis of workforce.

EEOC’s New Strategic Plan STRATEGIC OBJECTIVE I: Combat and prevent employment discrimination through the strategic application of EEOC's law enforcement authorities. STRATEGIC OBJECTIVE II: Prevent employment discrimination and promote inclusive workplaces through education and outreach. MANAGEMENT OBJECTIVE: Achieve organizational excellence.

Federal Sector Focus Strategic Objective I: By FY 2022, TBD% of federal agencies subject to oversight activities or compliance reviews change their employment practices based on EEOC's recommendations. By FY 2022, TBD% of federal sector hearings and appeals meet criteria established in the Federal Sector Quality Practices Plan.

Federal Sector Focus Strategic Objective II: By FY 2022, EEOC modernizes and expands utilization of technology to ensure the public has greater access to information about their rights and responsibilities. By FY 2022, EEOC updates existing guidance and training materials, and creates new, user-friendly resource tools to address and prevent workplace discrimination.

Federal Sector Focus Management Objective: Yearly progress on modernization of charge/case management systems for program offices until completed in 2021.

Other Current Federal Sector Initiatives Affirmative Action Plans under Section 501 of the Rehabilitation Act Personal Assistance Service Barrier Analysis for Hispanic Workforce (GS-12 to SES) Respectful Workplace and Harassment Prevention Efforts

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