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On August 26th, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) adopted its 2026–2030 Strategic Plan. Briefly, the EEOC’s Strategic Plan is a framework for how the agency plans to achieve its core mission of preventing and remedying employment discrimination. The 2026–2030 Strategic Plan lays out specific, measurable strategic goals and objectives that will advance the agency’s mission through Fiscal Year 2030. Employers should review the plan to stay current on how the agency plans to enforce the equal employment opportunity (EEO) laws it oversees. Earlier this summer, the EEOC also released a new 2025–2029 National Enforcement Plan (NEP). The NEP sets the EEOC’s specific subject-matter priorities from June through fiscal year 2029.
Background of the EEOC’s Strategic Plan
The EEOC introduces a new Strategic Plan every four fiscal years. The plan outlines how the agency will combat and prevent employment discrimination through enforcement, education, and outreach. Overall, the EEOC creates the plan using three values that form the basis of the agency’s culture and guide its daily work. These are a commitment to equal employment opportunity, accountability, and integrity. Finally, the Strategic Plan communicates how the agency strives for organizational excellence through its people, practices, and technology. Congress requires the EEOC to develop and post a strategic plan on its public website every four fiscal years. These plans lay the foundation for developing more detailed annual plans, budgets, and related program performance information.
Fiscal Year 2026–2030 Strategic Plan
In sum, the 2026-2030 Strategic Plan presents clear and realistic strategies for achieving the agency’s broader goals. It also identifies 17 performance measures with specific targets through each of the four fiscal years. These performance measures help track the EEOC’s progress while it executes the plan through Fiscal Year 2030. Highlighted measures within the 2026–2030 Strategic Plan include the following:
- Strategic application of the EEOC’s law enforcement authorities, including using its enforcement authority even-handedly, efficiently, and based on the circumstances of each charge or complaint.
- Preventing employment discrimination and advancing equal employment opportunities for protected classes through outreach and training; specifically, directing efforts toward members of the public, so they are aware of employment discrimination laws, know their rights and responsibilities under these laws, and understand how to file a charge of discrimination with the EEOC.
- Striving for organizational excellence through [the EEOC’s] people, practices, and technology, including aligning resources, technology, and operations to improve performance and service delivery.
Employer Takeaways
In conclusion, the 2026–2030 Strategic Plan charts a clear and ambitious path toward fulfilling the EEOC’s mission to prevent and remedy unlawful employment discrimination and advance equal employment opportunity for all. That said, employers must ensure they comply with all EEOC requirements to eliminate workplace discrimination. Employers may want to review their equal employment policies and procedures to ensure they align with current federal regulations. Consulting with your legal team and discussing the agency’s updated Strategic Plan may also be preferable.
To assist employers, WorkWise Compliance now offers a selection of monthly and annual compliance plans to help businesses address their legal obligations under workplace laws, including virtual consulting services on important equal employment compliance topics. These services can help affected businesses address current and proposed EEOC regulations on proper labor practices.
