EEOC Strategic Plan FY2026-2030

Justice for Migrant Women opposes the proposed EEOC Strategic Plan, arguing that it focuses on political priorities rather than the most significant employment discrimination targets. They request the removal of references to the National Enforcement Plan, the inclusion of language regarding sexual orientation and gender identity protections, and a greater focus on outreach to vulnerable workers and underserved communities.

The Center for Workplace Compliance (CWC), a nonprofit association of employers, supports the EEOC's Draft Strategic Plan for FY 2026-2030, particularly its focus on high-quality investigations and streamlined structure. The organization offers specific recommendations to improve transparency, include performance measures for mediation, and reinstate goals for timely charge processing.

Scholars at the Ethics and Public Policy Center (EPPC) express strong support for the EEOC's draft Strategic Plan 2026-2030, affirming its core values of accountability and integrity. They provide specific feedback on performance measures, urging the EEOC to stop collecting EEO-1 data and to expand training on religious discrimination and accommodation rights.

The ACR Project, an advocacy organization, expresses support for the EEOC's Strategic Plan, specifically praising its focus on even-handed enforcement and strategic resource allocation. They offer specific suggestions regarding the training of state and local agencies and the interpretation of disparate-impact liability.

EEO Leaders, a non-profit organization of former EEOC and Department of Labor officials, opposes several performance measures in the EEOC's proposed 2026-2030 Strategic Plan. They specifically argue that the $1 million monetary relief goal for systemic investigations will discourage the pursuit of meritorious cases involving vulnerable workers and may damage employer trust.

SHRM, a trade association representing HR leaders and employers, supports the EEOC's Strategic Plan and its focus on workplace discrimination prevention. They urge the Commission to provide practical, plain-language guidance, update harassment and AI resources, and collaborate with other federal agencies to clarify overlapping workplace laws.

The Legal Defense Fund opposes the EEOC's Draft Strategic Plan for 2026-2030, arguing that it deprioritizes claims by Black workers and underserved communities in favor of a divisive political agenda. They request that the EEOC rescind the National Enforcement Plan, restore its focus on vulnerable workers, and extend the public comment period.

The National Women's Law Center, joined by several other advocacy organizations, opposes the EEOC's Draft Strategic Plan 2026-2030. They argue that the plan provides an inadequate comment period, incorporates partisan enforcement priorities, removes protections for LGBTQI+ workers, and eliminates specific outreach to vulnerable and underserved communities.

The American Federation of Government Employees (AFGE) opposes the draft Strategic Plan because it sets unrealistic performance metrics and targets while ignoring a severe staffing crisis and budget cuts. They argue that the plan fails to prioritize hiring, retention, and adequate resources for investigators, and they call for the inclusion of specific stakeholders and a more realistic approach to workload management.

Americans United for Life (AUL) supports the EEOC's goals to combat employment discrimination against pregnant workers under the PWFA. However, they urge the EEOC to update its rules and guidance to remove the "unlawful" abortion-accommodation mandate, arguing it exceeds statutory authority and violates the major questions doctrine.