TABLE OF CONTENTS PART I: Agency Composition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 A. Equal Employment Opportunity Commission Composition and Background . . . . . .1 B. EEOCStaffing.....................................2 C. EEOCProfiles.....................................4 PART II: EEOC’s Enforcement Priorities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 A. EEOC’sFY2023CornerstoneDocuments . . . . . . . . . . . . . . . . . . . . . . 6 1. Background................................... 6 2. Particular FY 2023 Strategic Enforcement Priorities . . . . . . . . . . . . . . . 7 3. EEOC and Department of Labor Memorandum of Understanding . . . . . . . . 11 B. EEOCFocusonEqualPayProtections. . . . . . . . . . . . . . . . . . . . . . . . .12 C. Preventing Discrimination In Recruiting and Hiring . . . . . . . . . . . . . . . . . . 16 1. Artificial Intelligence and Technology in Recruiting and Hiring . . . . . . . . . 16 2. Other Technology in Hiring and the Path Ahead on AI . . . . . . . . . . . . . . 17 3. JobAdvertisements.............................. 18 4. Job Segregation or Steering Based on Protected Characteristics . . . . . . . 18 5. Focus Area: Hearing Impairment Issues In Recruiting and Hiring . . . . . . . . 19 6. Likely Focus on Vision Impairments in FY 2024 . . . . . . . . . . . . . . . . . 19 7. StaffingCompanyIssues............................20 8. Focus Area: Underrepresentation in Particular Industries . . . . . . . . . . . 20 D. Preventing Harassment In The Workplace . . . . . . . . . . . . . . . . . . . . . . .21 E. EEOC’s Emphasis on Combating Systemic Discrimination . . . . . . . . . . . . . . 23 PART III: District Office Profiles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 ©2024 Seyfarth Shaw LLP EEOC-INITIATED LITIGATION: 2024 EDITION | iii
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