EEOC should use its processes for notifying Congress about instances of persistent agency noncompliance, says GAO. Image: Tattoboo/Shutterstock.com
By: FEDweek StaffGaps in the EEOC’s oversight of agency compliance with EEO laws “undermine employees’ EEO protections,” the GAO has said, adding that strengthening that oversight would better hold agencies accountable.
In a blog post, the GAO highlighted a recent report in which it cited issues including a lack of an automated process for tracking agencies’ “MD-715” reports on their EEO programs and the shortcomings those reports reveal. Recent reports have shown shortcomings including failure to meet deadlines for completing EEO investigations and for issuing final agency decisions; anti-harassment policies that don’t cover all protected characteristics; and missing targets for participation in alternative dispute resolution.
“EEOC’s current processes makes it hard to know whether agencies are submitting required reports containing self-identified program weaknesses. Improving EEOC’s monitoring process would result in better information about persistent EEO weaknesses,” the posting said.
“We also found that EEOC does not use its processes for notifying Congress about instances of persistent agency noncompliance. Such notifications could be a powerful tool for holding agencies accountable for ensuring that its workplaces are free from discrimination,” it said.
It added: “Equal opportunity laws and regulations are meant to ensure workplaces are free from discrimination. But investigations by analysts here at GAO and Office of Inspectors General, as well as reported increases in discrimination at federal agencies, suggest more work is needed.”
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