Equal Opportunity:
Information on the Atlanta and Seattle EEOC District Offices
HRD-86-63FS: Published: Feb 21, 1986. Publicly Released: Mar 25, 1986.
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Pursuant to congressional requests, GAO visited the Equal Employment Opportunity Commission's (EEOC) Atlanta and Seattle district offices to obtain management and staff views on the effect of new EEOC policies on: (1) the investigation of discrimination laws; (2) enforcement of antidiscrimination charges; (3) remedies to be sought for victims of discrimination; (4) procedures for conducting systemic investigations to identify patterns and practices of employment discrimination; and (5) monitoring the performance of state and local fair employment practices agencies that assist EEOC in investigating and resolving discrimination charges.
GAO found that: (1) the Atlanta staff did not believe that the new policies had significantly affected the quantity or quality of their work, but some believed that it may be difficult to conduct full investigations on each charge without increasing case-processing time; (2) the Seattle staff believed that the new policies had contributed to an increase in its pending inventory of charges, a decline in negotiated settlements, and an increase in no-cause findings; and (3) both offices had increases in the number of cases submitted to EEOC for litigation consideration in fiscal year 1985. The staff of both offices: (1) did not believe that the remedies policy had substantially changed the relief obtained for charging parties because it provided them with flexibility in applying the policy's five elements to each case; (2) believed that recent changes in the EEOC systemic program would improve efforts to identify patterns and practices of employment discrimination, however, both offices had cases returned by EEOC headquarters for additional work to identify victims of systemic discrimination; and (3) believed that state and local fair employment practices agencies had performed satisfactorily, but EEOC had not decided whether the agencies should comply with the new policies.
Oct 16, 2020
Workplace Sexual Harassment:
Experts Suggest Expanding Data Collection to Improve Understanding of Prevalence and CostsGAO-20-564: Published: Sep 30, 2020. Publicly Released: Oct 16, 2020.
Sep 8, 2020
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Fannie Mae and Freddie Mac:
Efforts to Promote Diversity and InclusionGAO-20-637: Published: Sep 8, 2020. Publicly Released: Sep 8, 2020.
Jul 22, 2020
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Sexual Harassment:
VA Needs to Better Protect EmployeesGAO-20-654T: Published: Jul 22, 2020. Publicly Released: Jul 22, 2020.
Jun 23, 2020
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USAID:
Mixed Progress in Increasing Diversity, and Actions Needed to Consistently Meet EEO RequirementsGAO-20-477: Published: Jun 23, 2020. Publicly Released: Jun 23, 2020.
Jun 17, 2020
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State Department:
Additional Steps Are Needed to Identify Barriers to Workforce DiversityGAO-20-515T: Published: Jun 17, 2020. Publicly Released: Jun 17, 2020.
Jun 11, 2020
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Disability Employment:
Hiring Has Increased but Actions Needed to Assess Retention, Training, and Reasonable Accommodation EffortsGAO-20-384: Published: Jun 11, 2020. Publicly Released: Jun 11, 2020.
Mar 19, 2020
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Sexual Harassment in STEM Research:
Agencies Have Taken Actions, but Need Complaint Procedures, Overall Plans, and Better CollaborationGAO-20-187: Published: Mar 19, 2020. Publicly Released: Mar 19, 2020.
Feb 27, 2020
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Equal Employment Opportunity:
DHS Could Better Address Challenges to Ensuring EEO in Its WorkforceGAO-20-450T: Published: Feb 27, 2020. Publicly Released: Feb 27, 2020.
Sep 19, 2019
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Equal Employment Opportunity:
Progress Made on GAO Recommendations to Improve Nondiscrimination Oversight, but Challenges RemainGAO-19-719T: Published: Sep 19, 2019. Publicly Released: Sep 19, 2019.
Jul 24, 2019
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Equal Employment Opportunity:
DHS Could Better Address Challenges to Ensuring EEO in Its WorkforceGAO-19-573: Published: Jul 24, 2019. Publicly Released: Jul 24, 2019.
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