The U.S. Equal Employment Opportunity Commission released a draft strategic plan for fiscal years 2026 through 2030 on July 1, 2026, marking a significant shift in enforcement priorities.
The public comment period on the draft plan closes on July 19, 2026, giving employers and trade associations limited time to respond.
The draft signals a clear departure from the current FY 2022-2026 plan, particularly around systemic enforcement, workforce diversity commitments, and artificial intelligence in hiring.
Strategic plans are required for federal agencies under the Government Performance and Results Act Modernization Act, setting the framework for enforcement, outreach, and internal operations.
The draft retains the same three overarching goals as the current plan, covering enforcement, outreach and training, and organisational excellence, but revises several underlying performance measures.
The Commission’s revised systemic enforcement measure ties outcomes to achieving “targeted equitable relief and at least $1 million in monetary relief” in 80 percent of systemic investigations where cause is found.
This contrasts with the current plan’s approach, which measures systemic enforcement through staffing and training commitments, including requirements for dedicated Enforcement Unit systemic staff members in every district.
Employers involved in systemic pattern-or-practice disparate treatment matters may see a Commission pursuing fewer but more selective systemic cases while seeking larger monetary recoveries.
The current strategic plan references Executive Order 14035 and includes specific diversity, equity, inclusion, and accessibility commitments, but the draft removes these references entirely from its organisational excellence goal.
This removal is consistent with the Commission’s broader shift away from diversity-related initiatives, as reflected in its recently adopted National Enforcement Plan.
The draft introduces new language acknowledging that generative AI will affect how applicants apply for jobs, how employers screen candidates, and how the agency itself operates internally.
However, the draft does not include any corresponding performance measure or enforcement priority tied specifically to AI-assisted employment decisions, leaving a notable gap in federal guidance.
The EEOC has nonetheless cautioned employers to understand and audit AI tools, warning that “AI usage will not excuse liability” where discrimination or other unlawful acts occur.
The draft also replaces the U.S. Department of Labor’s Office of Federal Contract Compliance Programs with its Wage and Hour Division as a named outreach partner, and sets new targets for reducing intake processing times by 10 percent.
Employers should consider submitting comments before July 19, reviewing workplace policies for consistently applied selection criteria, and continuing to monitor state and local AI-related requirements given the absence of active federal guidance.