CHAIR EARP NAMES SYSTEMIC INVESTIGATION PROGRAM MANAGER

EEOC Affirms Commitment to Combat Systemic Discrimination in the Workplace
Tuesday, Sept. 9, 2008

WASHINGTON – Naomi C. Earp, Chair of the U.S. Equal Employment Opportunity Commission (EEOC), today announced the selection of Dana Hutter as the new Systemic Investigation Program Manager. Hutter, a veteran agency official, will assume the new position on September 15 after serving nearly five years as the Washington Field Office Director.
In his new role, Hutter will be responsible for promoting development of systemic investigations through collaboration among field offices, as well as among field investigative and legal units.
“Eliminating systemic barriers to equal employment opportunity continues to be a top priority,” said Chair Earp. “Systemic cases are an effective way of leveraging the EEOC’s resources to have the widest possible reach. This new position will facilitate the goals of the systemic program through a coordinated, strategic, and effective approach to maximize results.”
The Commission adopted the systemic program in April 2006 following a comprehensive study by an internal task force. Since then, the identification, investigation, and litigation of systemic discrimination cases has been an integral part of the EEOC’s work. A systemic case is a pattern or practice, policy, and/or class case where the alleged discrimination has a broad impact on an industry, profession, company, or geographic area.
Under the systemic program, the EEOC will oversee the following operational enhancements:
National Law Firm Model – The EEOC is working on staffing systemic lawsuits based on the needs of the case, rather than based on the office where the case arose. This will result in the district offices improving how they work with each other, allowing the EEOC to make better use of existing expertise and cultivate staff to develop additional expertise nationwide.
Technology – The EEOC is expanding its use of technology and information systems to serve as tools that can help investigators and attorneys identify systemic discrimination. For example, the EEOC is integrating EEO-1 reports with charge data to more readily identify potential systemic issues.
Early Identification – Investigators and attorneys are working together to identify systemic cases early in the process.
Education – Field attorneys and investigators will continue to receive specialized training on investigating and litigating systemic cases.
Partnering – District offices are expanding their efforts to partner with one another, as well as with the plaintiff’s bar, advocacy groups, and other state and federal agencies. They are also reaching out to employer groups to encourage employers to identify and address any discriminatory practices proactively.
Commenting on his new position, Hutter said: “Chair Earp is affirming her continued commitment to combating systemic discrimination, and wants to make systemic work part of the fabric of the agency. I look forward to taking on the important responsibilities of this new position, and especially advocating that field staff receive the support they need to ensure the success of the systemic program.”
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the Commission is available on its web site at www.eeoc.gov.