EEOC’s Strategic Plan for Fiscal Years 2026-2030 Lays Out a Roadmap of Agency Priorities and Operations for the Upcoming Years

Kassius Andersen, Associate

The Equal Employment Opportunity Commission (“EEOC”) has published its Strategic Plan (FY 2026-2030) (“Strategic Plan”), which provides a roadmap for the agency’s focus for the next four  years and besides its continue efforts to combat discrimination, the EEOC will strive to enhance its outreach and training to the public and strengthen its internal operations and its employees. Overall, its seems that the EEOC is trying to increase its operational effectiveness and better educate and serve the public.

The Strategic Plan for Fiscal Years 2026-2030

            Previously, we discussed on this blog the EEOC’s issuance of its National Enforcement Plan (“NEP”), which focused on acts of intentional discrimination, merit-based decision-making, and “evenhanded” enforcement.[1] On August 26, 2026, the EEOC published its Strategic Plan  establishing the agency’s operational framework and performance goals effective immediately[2] to carry out the NEP priorities. The Strategic Plan outlines its three goals: (I) combat employment discrimination through strategic enforcement, (II) prevent discrimination through outreach and training, and (III) to strive for organizational excellence through the EEOC’s people, practices and technology. Each goal has several performance measures that will guide the EEOC in reaching its  goals.

            To combat employment discrimination, among other things, the EEOC intends to have 97% of its conciliation agreements and litigation include targeted, equitable relief; will continue to resolved 90% of its enforcement lawsuits; will focus on resolving complex systemic matters involving 10 or more aggrieved individuals; and will use technology solutions to enhance its intake services.  Overall the EEOC plans to reduce its pending inventory two (2%) percent per year through 2030 and to decrease the time it takes for intake inquiries by 10% year or year up through 2030.

             The EEOC will prevent discrimination and advance equal employment opportunities through outreach and training by leveraging innovative outreach strategies to provide the public greater access to information such as filing a charge of discrimination; reaching out to employers and federal agencies to ensure they have the necessary information to prevent and remedy discriminatory practices; and for federal sector groups, developing a stakeholder engagement measurement system that tracks satisfaction, transparency and programmatic impact.

             As it relates to the EEOC’s organizational excellence, the EEOC will maintain agency staffing levels equal to or greater than 95% of FTE baseline; invest in workforce development by conducting in-person trainings for mission critical programs, such as funding; develop and implement an agency leadership development and succession plan; and implement technology-driven process improvements.

Employer Considerations/Key Takeaways

            Employers who participate in the EEOC’s conciliation process, besides the monetary awards, should also anticipate more injunctive relief requirements possibly including employment and manager trainings, potential postings, possible EEOC oversight, etc. as part of the terms of the agreement. The EEOC also seems to be focused on taking on complex systemic matters involving multiple claimants, so employers who find themselves defending charges of discrimination that include several claimants may want to try to resolve those charges early before the EEOC considers taking up the case. Given AI technology, employers should anticipate the EEOC using some AI system to assist the EEOC in trying to become more efficient, whether that be in the intake process or during the EEOC’s investigation of charges of discrimination. Campbell Litigation will continue to monitor the EEOC’s changes during the next several years and provide updates.

[1] See our previous blog here: https://www.rockymountainemployersblog.com/blog/2026/6/25/eeocs-new-national-enforcement-plan-signals-the-federal-government-continued-move-away-from-disparate-impact-enforcement

[2] U.S. Equal Emp. Opportunity Comm’n, EEOC Strategic Plan 2026-2030, at 1 (August 31, 2026).