In its report, EEOC also urged greater use of alternative
dispute resolution techniques, an initiative that the
agency, along with other federal employee appellate bodies,
has been pushing in recent years. EEOC said that in fiscal
2003, ADR was used in 42 percent of all instances of EEO
counseling, which represents an increase of 49 percent
from the ADR participation rate in over the prior year.
“This increase is due, in large part, to an ADR offer rate
that climbed from 47 percent in FY 2002 to 73 percent in
FY 2003,” EEOC said. “To reach EEOC’s goal that parties
participate in ADR in half of all instances of counseling,
agencies should strive to offer ADR to at least 75 percent
of all pre-complaint disputes.”
To improve an ADR program, EEOC suggested that agencies:
obtain top-down support, including an ADR policy, mandatory
management participation, and sufficient funding;
establish a One-Stop Shop – a standalone ADR program that
handles all types of workplace disputes; and make a
commitment to train all managers and employees on the
benefits of ADR.
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