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.

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.

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 Christian Employers Alliance (CEA) supports the EEOC's Draft Strategic Plan, commending its focus on impartial enforcement and voluntary compliance. They recommend that the Commission explicitly affirm religious liberty protections, expand technical assistance for religious accommodations, and develop practical compliance toolkits for small and mid-sized employers.

The commenter, a human resources professional, supports the Draft Strategic Plan's goals but offers constructive recommendations to improve its measurability and scope. They specifically advocate for including guidance on artificial intelligence in employment selection, strengthening resources for the Pregnant Workers Fairness Act and ADA, and ensuring that efficiency targets do not compromise investigation quality.

The commenter supports the EEOC Strategic Plan but provides eight specific recommendations to improve its implementation. They argue for increased transparency, better communication with charging parties, technological modernization, and a shift toward outcome-based performance measures.