Equal Employment Opportunity Commission: Trends and Priorities

Running head: HUMAN RESOURCE MANAGEMENT 1
Human Resource Management
Name
Institution

HUMAN RESOURCE MANAGEMENT 2
HUMAN RESOURCE MANAGEMENT
Introduction
The Equal Employment Opportunity Commission (EEOC) is a federal government’s
agency created by the Civil Rights Act of 1964. The EEOC’s role is to interpret as well as
enforce the federal laws that prohibit discrimination. Aimed at attaining these goals, the agency
holds hearings, dispense equal employment laws to all federal government’s employees, and
provides regulations for interpreting the law, including litigating discrimination cases.
The current trends in complaints being filled at the EEOC help define the direction to be
taken by the agency in the next five years ("Top 5 Litigation Trends For The EEOC," n.d.). Such
trends comprise of disability discrimination. Over the last three years, there are many disability
discrimination cases being filed at the EEOC specifically because the lawsuits brought under the
Americans with Disabilities Act (ADA) account to almost one-third of all the agency’s lawsuits.
The other trend is retaliation lawsuits which form a significant portion of the agency’s legal
proceedings. The other current trends complaints filled at the EEOC are pregnancy
discrimination, transgender discrimination, and sexual harassment.
The EOCC offers the employees several opportunities to resolve discrimination charges.
The voluntary processes are used to resolve the claims: first, the agency has expanded its
mediation program. The program is voluntary, free, confidential, and quick. The other process is
settlement whereby the agency’s investigators work with the parties to attain a satisfactory
settlement ("Resolving a Charge," n.d.). In addition, conciliation is the other process EEOC
applies to solve the claims informally. The parties are first notified by letter that the