From fiscal years 2001 through 2007, the Civil Rights Division initiated matters and filed cases to implement its enforcement responsibilities through the four sections. The Employment Litigation Section initiated 3,212 matters and filed 60 cases as plaintiff under federal statutes prohibiting employment discrimination. Most matters (3,087) were referred by other agencies. Of the 11 pattern or pr

ASCR's difficulties in resolving discrimination complaints persist--ASCR has not achieved its goal of preventing future backlogs of complaints. At a basic level, the credibility of USDA's efforts has been and continues to be undermined by ASCR's faulty reporting of data on discrimination complaints and disparities in ASCR's data. Even such basic information as the number of complaints is subject

EEOC addresses gender pay discrimination primarily by responding to individual charges, initiating investigations, and conducting outreach, but the agency does not fully monitor gender pay enforcement efforts. EEOC prioritizes incoming charges of discrimination against employers that appear to merit further investigation, and GAO's analysis of EEOC data showed that charges of gender pay discrimin

ASCR's difficulties in resolving discrimination complaints persist--ASCR has not achieved its goal of preventing future backlogs of complaints. At a basic level, the credibility of USDA's efforts has been and continues to be undermined by ASCR's faulty reporting of data on discrimination complaints and disparities in ASCR's data. Even such basic information as the number of complaints is subject

In summary, DeCA and DLA tested the informal stage of the EEO complaint process, primarily by increased use of ADR to informally settle disputes before they became formal complaints. DeCA developed a toll-free call line which they indicated was to enable employees to "vent" their grievances and DLA required management and new hires to attend training on ADR and offered it to all employees. USAF m

In August 2004, the Secretary of Defense authorized 2-year programs in (1) Defense Logistics Agency (DLA), (2) the Defense Commissary Agency (DeCA), and (3) components of the U.S. Air Force (USAF) which became operational in fiscal year 2005. While the legislation stated that the pilot program is exempt from procedural requirements of current Equal Employment Opportunity Commission (EEOC) regulat

GAO found that: (1) the GAO affirmative action plan is not formulated on an agencywide basis, since each GAO division sets its own goals and timetables for hiring and promoting women and minorities; (2) division heads have the responsibility and are accountable for meeting affirmative action requirements; (3) it needs to develop a national plan to integrate and assess its overall affirmative acti

GAO found that Equal Employment Opportunity Commission (EEOC) processing delays continue to be a significant problem which affects age as well as other categories of discrimination complaints. EEOC does not have enough staff to process increasing appeals. In several instances, allegations of age discrimination were rejected because complainants did not file on time or failed to proceed with the c

In a previous report issued just before the effective date of the consolidation, GAO expressed concern over the following issues: (1) identifying and targeting contractors subject to the compliance regulations; (2) following Labor's regulations in conducting compliance reviews; (3) approval of contractor's affirmative action programs that were inadequate; and (4) difficulty in staffing OFCCP afte

GAO found that, while most Federal agencies submitted affirmative action plans to the Commission during fiscal year 1980, few met the required reporting date. As of October 9, 1980, 11 agencies and 5 major operating components had not submitted affirmative action plans. In discussing the Commission's instructions for developing affirmative action plans, agency officials noted the following proble