Top Areas of Interest for the EEOC: Workplace Bias Topics You Must Prepare For
  • CODE : MELV-0027
  • Duration : 60 Minutes
  • Level : Intermediate
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Melveen Stevenson is the CEO and founder of M.S.Elemental, a human resources advisory and training firm based in the Midwest. As a certified HR professional with a background in accounting and finance, she helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. In doing so, she empowers companies to strengthen their infrastructure from the inside out, specifically through leadership development, operations, training, employee engagement, and executive coaching. She is also specialized in California employment HR practices and regulations.

Melveen speaks on key topics to empower companies with the latest research and best practices for increasing engagement, enhancing leadership presence, and optimizing diverse workforce groups.

Over the last 20 years, Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products. She is also a faculty member of California State University.

This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at

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The Equal Employment Opportunity Commission (EEOC) is the federal law enforcement agency dedicated to preventing and remedying employment discrimination. However, employers and business leaders struggle to understand what exactly they need to do in order to be in compliance with priorities and requirements under the EEOC. This is especially concerning given the fact that the agency submitted its congressional budget justification in March 2022, requesting an additional $60 million for its upcoming fiscal year budget. Where is the commission looking to spend those dollars? What are the focus areas for the agency in carrying out its priorities? What must employers need to know in order to be in compliance, thereby mitigating their chances of being agency scrutiny and investigations?

In this one-hour session, you will learn about the EEOC’s focus areas given recent trends in cases filed by workers. You will have the opportunity to align the agency’s most recent Strategic Plan versus its Strategic Enforcement Plan. More importantly, you’ll walk away with valuable guidance on how to take critical steps right now to review  your company’s current policies, practices, and procedures so that you’ll be purposefully on track to provide a more inclusive and supportive workplace for your employees, even if you do end up undergoing an EEOC investigation.

Areas Covered

  • Understand the purpose and objectives of the EEOC
  • Clarifying the EEOC’s budget and its likely focus areas for the remainder of 2022 and fiscal year 2023
  • Describe the differences in EEOC interpretations of its direction and priorities under different leadership
  • Compare the EEOC’s Strategic Plan and its Strategic Enforcement Plan
  • Apply the likely priorities of the EEOC and discuss practical tips for moving your organization forward thoughtfully and purposefully

Course Level - Basic/Fundamental and Intermediate

Who Should Attend

  • HR professionals, all levels.
  • Talent acquisition and recruiting professionals, all levels.
  • Leaders, Managers, and Supervisors
  • C-suite level executives
  • Business owners

Why Should You Attend

Despite the critical requirements of employers regarding policies, procedures, and treatment of employees and job applicants in the realm of protected classes, discrimination, and disparate treatment, organizations are still unclear about the objectives of the Equal Employment Opportunity Commission (EEOC). Although the agency’s priorities may remain the same from one presidential administration to the next, the interpretation of such priorities can lead to distinctive differences in directions that the agency will take and which issues they will prioritize. In order to demonstrate its progress in carrying out its stated mission, the EEOC is focused on specific objectives for the remainder of the current year and the next fiscal year. By ignoring the fact that the agency has requested an additional $60 million for its 2023 fiscal budget and failing to analyze its likely focus areas, employers run the risk of missing the opportunity to take measurable actions now to strengthen their diversity, inclusion, and compliance practices.

To shore up your company’s policies and procedures, be sure to attend this special live webinar where you’ll delve into the strategic priorities of the EEOC and learn how you can strengthen your organization’s compliance against EEOC actions.

  • $149.00

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