Reed, Elizabeth EReed1 at Columbus.gov
Tue Sep 11 10:31:29 EDT 2012

Joel, Thanks for sending this out.

IPAC members,
Does anyone care to opine about the potential implications? IIIB1 Suggests to me they will focus investigation and legal actions on large employers who have poor or no assessments and have an impact on various groups. Does V.C. mean we may be able to get the EEOC to present at IPAC? Based on V.D. will they fund research?

These following sections stood out in my mind as potentially impactful:

B. Nationwide Priorities
1. Eliminating Systemic Barriers in Recruitment and Hiring. The EEOC will target class-based intentional hiring discrimination and facially neutral hiring practices that adversely impact particular groups. Racial and ethnic minorities, older workers, women, and people with disabilities continue to confront discriminatory policies and practices at the recruitment and hiring stages. These include exclusionary policies and practices, the channeling/steering of individuals into specific jobs due to their status in a particular group, restrictive application processes, and the use of screening tools (e.g., pre-employment tests, background screens, date of birth screens in online applications) that adversely impact groups protected under the law. Because of the access EEOC has to obtain data and documents and potential evidence of discrimination in recruitment and hiring, the EEOC is better situated to address these issues than individuals or private attorneys who have difficulties obtaining such information.

V. Integration . . .
A. Integrating Administrative and Legal Enforcement Activities in the Private and State and Local Government Sectors
The importance of ensuring a seamless, integrated effort between the staff who investigate and conciliate charges and staff who litigate cases on behalf of the Commission has been emphasized by the Commission[6] and by the courts.[7] Indeed, the Supreme Court has recognized the importance of the integrated, sequential obligations that Congress had placed on the EEOC.[8]

. . . .C. Integrating Education and Outreach Activities
Congress specifically recognized the importance of education and outreach as a part of EEOC's powers when it created the Commission in 1964 and in subsequent statutory amendments.[10] The Office of Field Programs and the Office of Federal Operations conduct hundreds of fee-based and free technical training and assistance programs each year for employers, employees, and stakeholder groups. Additionally, the Commission issues regulations and guidance to assist employers and employees in understanding their rights and responsibilities under the federal anti-discrimination laws.

. . . D. Integrating Research and Enforcement
Among the powers granted to the Commission is the power to "make such technical studies as are appropriate to effectuate the purposes and policies of this subchapter and to make the results of such studies available to the public." Today, the authority to collect data and conduct analysis is central to the EEOC's enforcement and educational efforts.

Elizabeth A. Reed
Public Safety Assessment Team Manager

Direct: 614.645.6032

-----Original Message-----
From: ipac-list-bounces at ipacweb.org [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Joel Wiesen
Sent: Tuesday, September 11, 2012 9:10 AM
To: IPAC-List



Joel P. Wiesen, Ph.D., Director
Applied Personnel Research
62 Candlewood Road
Scarsdale, NY 10583-6040
(617) 244-8859

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