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

2. 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.

3. 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%

4. 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%

5. 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.

6. 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.

7. 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.

8. 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.

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

10. 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

11. Thank you!
Questions/Comments