Within the Department of Labor’s (DOL) Office of Federal Contract Compliance Programs (OFCCP) and the Equal Employment Opportunity Commission (EEOC), there have been important policy, enforcement, and leadership changes.  This article provides insight into how new leadership within EEOC and OFCCP has impacted the design, implementation, and monitoring of EEO enforcement.  Specifically, we will review EEOC leadership changes and policy updates as well as OFCCP leadership changes and directives, with a focus on pay equity enforcement, outreach, and a forecast for 2019.

Awareness of I-O psychology has been on the rise thanks to articles written and featuring our SIOP members. These are member media mentions found from December 1, 2018 through March 31, 2019.                           

We scan the media on a regular basis but sometimes articles fall through our net. If we’ve missed your or a colleague’s media mention, please send them to us! We push them on our social media and share them in this column, which you can use to find potential collaborators, spark ideas for research, and keep up with your fellow I-O practitioners.

In September of 2015, the United Nations of the world adopted 17 Sustainable Development Goals (SDGs) with the aim “to free the human race from the tyranny of poverty and want and to heal and secure our planet” by 2030 (United Nations General Assembly, 2015, p. 1). Last and far from least, the 17th Sustainable Development Goal is labeled “Partnerships for the Goals.” It emphasizes the critical need for strategic alliances, which was underscored in a synthesis report on the post-2015 agenda, titled “The Road to Dignity by 2030,”