The U.S. Equal Employment Opportunity Commission



Private Sector Backlog Down, Administrative Monetary Benefits Up

WASHINGTON -- Ida L. Castro, Chairwoman of the U.S. Equal Employment Opportunity Commission (EEOC), today issued the agency's Accomplishments Report For Fiscal Year 2000 (covering the period of Oct. 1, 1999 through Sept. 30, 2000). The report shows that despite actual reductions in its operating budget, the Commission was able to cut its pending inventory (backlog) of private sector charges to a 17-year low, obtain record-breaking monetary relief (pre-litigation) for victims of discrimination, further reduce the average charge processing time, increase charge resolutions handled through its National Mediation Program, and expand outreach and technical assistance to employers and under-served minority communities.

"EEOC's achievements in fiscal year 2000 demonstrate that the agency is working diligently to provide enhanced customer service to all of its stakeholders," said Chairwoman Castro. "Our comprehensive enforcement approach and strategic utilization of resources have allowed us to capitalize on the major progress made in FY 1999. Moreover, our FY 2001 budget increase will allow us to sustain and build upon our significant accomplishments."

In addition to her fellow Commissioners, stakeholders and staff, Ms. Castro thanked President Clinton and Vice President Gore for contributing to EEOC's historic reforms by providing vital support of the agency's budget. "The Administration's unwavering commitment to civil rights enforcement has been critically important in advancing the goals of equal employment opportunity for all," she said. "Congressional support of the President's budget requests has likewise been critical to our ability to ensure a fair and efficient process that will move us closer to our goal of a discrimination-free workplace."

In FY 1999, for example, EEOC received a much needed 15% funding increase of $37 million, which allowed the agency to implement its National Mediation Program and other vital enforcement and outreach initiatives. In addition, Congress recently approved the Administration's request for more funding for EEOC in the current fiscal year, FY 2001, appropriating $303.8 million -- an 8% increase of $22.9 million from the agency's FY 2000 budget.

The Commission's accomplishments in FY 2000 centered around the Comprehensive Enforcement Program (CEP), which was formulated by Ms. Castro at the beginning of her tenure in October 1998. The CEP is a broad-based approach to enforcement involving the strategic coordination and integration of agency resources. A key aspect of the CEP is increased collaboration among staff in all agency functions, from outreach through resolution of cases in the private and federal sector programs.

Under the CEP, the Commission has focused its enforcement and outreach on key issues first identified in the agency's 1996 National Enforcement Plan, such as sex-based wage discrimination and equal pay violations; harassment based on race, gender, and national origin; "glass ceiling" cases affecting women and minorities; language and accent discrimination, including speak-English- only rules; and cases involving egregious instances of systemic and pervasive discrimination.

Highlights from EEOC's FY 2000 Accomplishments Report include:

EEOC's FY 2000 Accomplishments will be posted shortly on the agency's Web site at The Commission is also posting updated charge statistics for FY 2000 on its Web site. The charge statistics show the various types of discrimination charges filed with EEOC, resolutions by type, monetary benefits, and other useful information (to access the data click onto "Statistics").

EEOC enforces Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Age Discrimination in Employment Act, which protects workers 40 and older; the Equal Pay Act, which bars sex-based differences in compensation; the Americans with Disabilities Act, which prohibits discrimination against qualified individuals with disabilities in the private sector and state and local governments; prohibitions against discrimination affecting persons with disabilities in the federal government; and sections of the Civil Rights Act of 1991. Further information about the Commission is available on its Web site at

This page was last modified on January 18, 2001.

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