Facts About the Freedom to Compete Initiative

What is it?

The Freedom to Compete (FTC) initiative advances EEOC's mission to prevent and eradicate employment discrimination. It is an outreach, education, and coalition-building strategy designed to complement the agency's enforcement and litigation programs.

Why do we need it?

Ensuring America's workers the freedom to compete on a level playing field is the essence of EEOC's mission. Shifting demographics and changing business environments have reshaped today's workplace, requiring the Commission to adopt strategies that are more responsive to current trends and complexities. FTC is designed to build a web of partnerships, liaisons, and alliances that will serve to educate as deterrents to potential discrimination and promoters of compliance and sound employment practices.

How will it be accomplished?

The Freedom to Compete initiative will be accomplished through a multi-phased approach that will culminate in the institutionalization of the initiative as a key operating component of the Commission's work.

The phases are as follows

Phase One - Research and Informal Discussions (completed)

We engaged a cross-section of stakeholders in a dialogue about the Commission and broadening its presence to proactively address 21^st century workplace needs.

Phase Two - Strategy Development and Implementation (in progress)

A number of common themes emerged from our stakeholder discussions. They will serve as a point of reference in FTC strategy development. An internal working group will be convened to review these ideas for appropriate implementation. Common themes were the following:

• Create a clearinghouse of EEO/Diversity workplace best practices within the Commission;
• Complement the agency's enforcement and litigation units with an equally strong and independent outreach/communications unit;
• Evaluate EEOC-collected data to anticipate trends and shifts in the workplace and share information with public;
• Establish lines of communication at the highest levels of organizational leadership;
• Develop strategic partnerships and alliances with stakeholders that can influence positive change in the workplace; and
• Recognize and reward excellent EEO practitioners.

This page was last modified on October 15, 2002.

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