The EEOC enforces federal anti-discrimination laws which apply to recruitment, wages, and benefits. The EEOC has two roles: prevention of law violations in the form of outreach, education and assistance programs, and enforcement by investigating, settling or litigating the laws.

In this webinar, participants will learn about the three broad and overarching strategic objectives of the 2018-2022 EEOC strategic plans, outcome goals for each objective, and strategies of how the EEOC will reach those goals.

• The role of the Equal Employment Opportunity Commission 
• Anti-discrimination laws enforced by the EEOC
• Purposes of developing a strategic plan
• 3 key objectives of the 2018-2022 strategic plan

The Equal Employment Opportunity Commission (EEOC) recently unveiled its Strategic Enforcement Plan for 2018-2022. The EEOC establishes a Strategic Enforcement Plan every four years to prioritize and set forth strategies to integrate all components of their enforcement efforts. Enforcement efforts include having a sustainable impact in advancing equal employment opportunity and freedom from discrimination.

• Substantive changes to enforcement priorities
• Additional areas of focus by the EEOC
• Implications of the EEOC strategic plan for employers and employees

• Senior leadership
• HR professionals
• Compliance professionals
• Operations managers
• Managers and supervisors

Diane L. Dee, the president of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane's background includes experience in HR consulting and administration in corporate, government, consulting, and pro bono environments. She founded Advantage HR Consulting in early 2016. Under her leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area.

Diane holds a master's certificate in Human Resources from Cornell University's School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP, and HRPM® certification. She is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, she performs pro bono work through the Taproot Foundation, assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.