The U.S. Equal Employment Opportunity Commission (EEOC) has outlined its strategic priorities for the period from 2024 to 2028, emphasizing its commitment to using its enforcement powers to tackle employment barriers created by technology, discrimination against vulnerable workers, and the protection of employees affected by pregnancy, childbirth, and related medical conditions. This announcement came on September 21 as the EEOC revealed its Strategic Enforcement Plan (SEP).
The SEP largely maintains the content seen in the earlier draft plan, despite some minor changes. Notably, this plan was finalized two months after Commissioner Kalpana Kotagal’s Senate confirmation, which restored a 3-2 Democratic majority within the agency.
At the forefront of the EEOC’s subject matter priorities is the removal of barriers in employers’ recruitment and hiring practices. The agency is placing particular emphasis on addressing the impact of artificial intelligence and machine learning in tasks such as job advertisement targeting and decision-making related to hiring. They are particularly concerned about situations where these systems intentionally exclude or negatively affect protected groups.
This focus on AI and machine learning follows concerns raised by several EEOC commissioners regarding the increasing use of automated decision-making technologies and the potential for these tools to perpetuate harmful stereotypes and biases, particularly against diverse applicant groups, including Black workers and workers of colour.
Additionally, the EEOC is directing its attention toward tackling harassment, retaliation, and various forms of employment discrimination against vulnerable workers and underrepresented communities. The agency’s definition of these groups encompasses a wide range of demographics, including immigrant and migrant workers, individuals with disabilities, LGBTQ individuals, older workers, and workers with arrest or conviction records.
In conclusion, the EEOC’s newly unveiled Strategic Enforcement Plan for 2024 to 2028 underscores its commitment to addressing barriers in recruitment and hiring processes, particularly with regard to AI bias, and its determination to combat discrimination and promote inclusivity for various underrepresented communities in the workforce. This plan marks a significant step in the ongoing efforts to ensure equal opportunities and fairness in employment practices across the nation.
