December 12, 2023

The Equal Employment Opportunity Commission (EEOC) recently released its 2023 Fiscal Year Financial Report. In the report, the agency details its financial management and summarizes key performance results for the 2023 fiscal year. 

Fiscal Year 2023

In the 2023 fiscal year, the EEOC strategically focused its resources on fighting discrimination. The agency used many tools to achieve this goal, including education, enforcement, outreach, and technical assistance. The agency also prioritized systemic enforcement to make the most significant impact it could. 

The EEOC doubled the number of systemic lawsuits in 2023 compared to the previous three fiscal years. As such, the Commission collected millions of dollars. This money went to its mission of preventing and correcting illegal discrimination. The EEOC also used these funds to continue working towards equal employment opportunities for everyone.

EEOC Performance Results

The Commission worked on more than fighting discrimination. The EEOC also addressed other problems to promote equal opportunity. Examples include:

  • Preventing and combating workplace harassment 
  • Advancing racial justice
  • Fostering diversity, equity, inclusion, and accessibility 
  • Preventing and combating workplace harassment 

The EEOC also addressed the use of technology in making hiring decisions. Examples of this technology include artificial intelligence, machine learning, and more. The agency also worked to maintain the necessary resources to enforce the law. For example, the Commission worked on implementing the Pregnant Workers Fairness Act, which took effect in June. 

Effects of the EEOC’s Efforts

The report stated that its successes were possible partly due to rebuilding and strengthening the agency’s enforcement capacity. It also mentioned an increased demand for its services. As such, the Commission received increased calls and e-mails to its contact center from the previous year.  These results led to the EEOC hiring more people in frontline positions to address the increased demand. These frontline workers included attorneys, investigators, equal employment specialists, and mediators.

Charlotte A. Burrows, Chair of the EEOC, made an accompanying statement concerning the Commission’s actions and successes:

“During my tenure as Chair, I have focused on the strategic use of the agency’s resources to ensure that the EEOC can vigorously enforce the law and meet increasing requests to protect workers’ civil rights.” 

Burrows also discussed the increase in employment, stating, “The addition of new employees in mission critical positions was essential and must be followed by additional investments to ensure that the EEOC has resources commensurate with its task.”

The EEOC’s financial report and Chair have clearly defined the Commission’s intentions: It will continue concentrating on preventing and repairing discrimination in employment. As such, employers should ensure that their hiring process complies with hiring regulations and prevents discrimination.


Information provided here is for educational and informational purposes only and should not constitute as legal advice. We recommend you contact your own legal counsel for any questions regarding your specific practices and compliance with applicable laws.