WASHINGTON — Today the U.S. Equal Employment Opportunity Commission (EEOC) announced an updated Strategic Plan for Fiscal Years 2026-2030, effective immediately.

The plan provides a comprehensive framework for the agency’s operations, charting a clear and ambitious path toward fulfilling the EEOC’s mission to prevent and remedy unlawful employment discrimination and advance equal employment opportunity for all. By setting strategic priorities and aligning resources, the plan empowers the agency to respond decisively to evolving challenges, ensure evenhanded enforcement of equal employment laws, and enhance the quality and delivery of services to the public.

“The updated Strategic Plan reflects the agency’s unwavering commitment to evenhanded enforcement of our nation’s equal employment opportunity laws and to serving the public with excellence, integrity, and accountability,” said EEOC Chair Andrea Lucas. “I am grateful for the hard work of our agency staff who contributed to the plan’s development, and I am confident it will drive meaningful progress in advancing equal opportunity for all.”

Highlights of the updated Strategic Plan include:

• Strategic application of the EEOC’s law enforcement authorities, including using its enforcement authority even-handedly, efficiently, and based on the circumstances of each charge or complaint.
• Preventing employment discrimination and advancing equal employment opportunities through outreach and training; specifically, directing efforts toward members of the public, so they are aware of employment discrimination laws, know their rights and responsibilities under these laws, and understand how to file a charge of discrimination with the EEOC.
• Striving for organizational excellence through our people, practices and technology, including aligning resources, technology, and operations to improve performance and service delivery.

The process for developing the Strategic Plan was a collaborative effort, shaped by the insight and commitment of leaders across the agency. The agency also sought public comment on the draft Strategic Plan and carefully reviewed and considered all comments received in developing the final Strategic Plan.

The Government Performance and Results Act (GPRA) Modernization Act requires executive departments, government corporations, and independent agencies to develop and post a strategic plan on their public websites every four fiscal years. These plans direct the agency’s work and lay the foundation for the development of more detailed annual plans, budgets, and related program performance information in the future.

In June, the agency released its National Enforcement Plan (NEP) for fiscal years 2025-2029, a separate document which guides the EEOC’s substantive priorities through all of the agency’s activities, including outreach, public education, technical assistance, enforcement, and litigation. The NEP reaffirms the agency’s three-pronged approach to eliminating discrimination in the workplace: prevention through education and outreach; the voluntary resolution of disputes, including through alternative dispute resolution, pre-determination settlements, and conciliation agreements; and strong and evenhanded enforcement through litigation.

The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice’s Civil Rights Division. The EEOC also is responsible for coordinating the federal government’s employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov.