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Equal Employment Opportunity Commission

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Open Recommendations (4 total)

Information Management: Agencies Need to Streamline Electronic Services

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1 Open Recommendations
Agency Affected Recommendation Status
Equal Employment Opportunity Commission The Chair of the Equal Employment Opportunity Commission should establish a reasonable time frame for accepting remote identity proofing with authentication, digitally accepting access and consent forms from individuals who were properly identity proofed and authenticated, and posting access and consent forms on the agency's privacy program website. (Recommendation 9)
Open
As of June 2023, EEOC stated it has finalized plans to use the agency's FOIA portal vendor to route Privacy Act requesters through Login.gov to accept online access and consent forms from individuals who have been identity proofed and authenticated. In addition, this initiative is in the acquisition phase with planned delivery during the second quarter of Fiscal Year 2024.

Equal Employment Opportunity Commission: Oversight of the Length of the Charge Intake Process is Needed

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1 Open Recommendations
Agency Affected Recommendation Status
Equal Employment Opportunity Commission The Chair of the EEOC should monitor field office-level data on the length of the intake process. For example, EEOC could monitor these data by including them in the monthly internal management reports it produces. (Recommendation 1)
Open
EEOC concurred with this recommendation. EEOC officials said that the agency is modernizing its charge management system, and as it does so it will evaluate what additional data points need to be captured to track the length of the intake process. We will monitor the progress of these efforts.

Workforce Diversity: Hispanic Workers Are Underrepresented in the Media, and More Data Are Needed for Federal Enforcement Efforts

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1 Open Recommendations
Agency Affected Recommendation Status
Equal Employment Opportunity Commission The Chair of EEOC should work with FCC to develop a new memorandum of understanding that includes a plan for EEOC to routinely share data with FCC regarding discrimination charges filed against broadcasters and cable and satellite television operators. (Recommendation 1)
Open
As of April 2023, EEOC officials reported that the agency has begun the process of reformulating its prior agreement with FCC and will work in collaboration with FCC to review the MOU and explore possible improvements in EEO enforcement. We will close this recommendation when these efforts are complete.

Workforce Diversity: Hispanic Workers Are Underrepresented in the Media, and More Data Are Needed for Federal Enforcement Efforts

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1 Open Recommendations
Agency Affected Recommendation Status
Equal Employment Opportunity Commission The Chair of EEOC should improve EEOC's approach to routinely identify local unions required to file an EEO-3 report to help ensure that they file such reports on the demographics of union members. (Recommendation 3)
Open
As of April 2023, EEOC officials reported taking additional steps to explore ways to determine whether local referral unions are complying with their reporting requirements. For example, during the 2022 EEO-3 collection, officials reported implementing enhanced follow-up procedures with local unions that did not respond to the EEO-3 data request to help ensure that local unions on EEOC's existing roster are aware of their EEO-3 reporting requirements. EEOC is also updating its roster of local unions that may be required to submit EEO-3 reports, which has involved coordinating with the U.S. Department of Labor to use the department's existing data on local unions. EEOC officials expect to have an improved roster of eligible unions for the next collection of EEO-3 data in 2024. We will close this recommendation when these efforts are complete.