ELI in the News

After one U.S. Equal Employment Opportunity Commission member called a billionaire’s take on workplace diversity, equity and inclusion programs “dead wrong” on social media, three other EEOC commissioners used the same…

The employee was on vacation. At his private computer. On his personal Facebook page. Posting about protests in his city. But his Facebook settings were public. He blamed “Blacks”for recent protests that had turned violent, and he suggested what “should be done” to them. His direct reports complained. His supervisors suspended him without pay.

What if you could get your best employees to stay — forever?! OK, OK, aside from retirement — you have to let go at some time — why not aim for a better-than-average turnover rate? More importantly, why not aim for a better-than-average turnover rate with your best employees? So let’s build loyalty.

New federal data shows the U.S. Equal Employment Opportunity Commission (EEOC) is cracking down on unlawful workplace practices. The EEOC filed 143 discrimination or harassment lawsuits in fiscal year 2023, which began on Oct. 1, 2022, and ended Sept. 30, 2023, according to a recent report by the agency. This represents a more than 50 percent increase over the filings from fiscal year 2022.

Since its establishment on July 2, 1965, the Equal Employment Opportunity Commission (EEOC) has been committed to its mission of eradicating workplace discrimination, both on an individual and systemic level. However, the EEOC’s recently unveiled 2022-2026 strategic plan highlights a significant shift in focus. Under the new EEOC plan, systemic claims will now be given added emphasis, highlighting the need for a proactive approach to comprehensively address workplace discrimination.