EEOC issues its 2026-2030 strategic plan

On August 26, the EEOC officially adopted its new strategic plan, which establishes its operational framework, performance metrics, and agency resource allocation for the next four years. The strategic plan is closely aligned with the EEOC’s recently approved national enforcement plan (NEP) for FY 2025-2029. The NEP, which replaced the strategic enforcement plan in June, outlines substantive, subject-matter priorities, while the strategic plan focuses on the procedural and operational mechanisms to achieve those goals. 

Strategic plan’s pillars 

Strategic law enforcement. The agency is planning to attack employment discrimination through “evenhanded” enforcement. To measure its success, the EEOC established a target where 97% of the conciliation agreements and favorable litigation resolutions will contain targeted, equitable relief through 2030, an increase from the prior goal of 90%. It also targets to have 90% of its lawsuits resolved favorably. Systemic investigations— now defined to be matters with 10 or more aggrieved individuals—will seek case-specific equitable and monetary relief. Such equitable relief could include third-party monitoring, mandated revisions to HR policies, longer-term requirements, and agency-approved training programs for executives and employees. 

The EEOC ties the strategic plan to the NEP, stating it will prevent and remedy employment discrimination by “rigorously and consistently” focusing resources on the NEP priorities.  Those priorities include: