November 16, 2016

C4C
The Coalition For
Change, Inc. (C4C)
P.O. Box 142
Washington, DC 20044

Mr. Carlton Hadden

Director Office of Federal Operations
U.S. Equal Employment Opportunity Commission
chadden@eeoc.gov
[TRANSMITTED via E-Mail]
Dear Director Hadden,

www.coalition4change.org
C4C@coalition4change.org

Twitter c4c@c4cfed

On behalf of the Coalition For Change, Inc. C4C, I write to convey our dismay upon
learning that the U.S. Equal Employment Opportunity Commissions (EEOC) postponed
our scheduled November 16th meeting. We hoped that we would have a timely follow-up
meeting to discuss the C4C proposed accountability and transparency measures. Such
proposed measures will improve the discriminatory Federal workplace culture. As we
conveyed during earlier meetings with you, internal discrimination in the U.S. Federal
government continues to harm the American public.
Since you have decided to defer our in-person discussion, I will take this opportunity to
express the C4Cs grave concern about a related matter -- the EEOCs act of reframing our
stakeholders issues. In June 2016, the C4C provided to the EEOC its Federal Sector EEO
Program Inquiry. The document covered the C4C concerns in the form of thirteen (13)
questions. Instead of answering the C4Cs questions as numerically and substantively
presented, the EEOC largely reframed our questions and answered to suit its interest.
The EEOC is to enforce Federal laws that make it illegal to discriminate against a job
applicant or an employee because of such protected categories as a persons race or age.
According to the EEOCs website, the enforcement agency gives guidance to Federal
agencies on the Federal government's equal employment opportunity program; provides
technical assistance to agencies on EEO complaint adjudication; and provides guidance
to its Administrative Judges who conduct hearings on EEO complaints. Given the
EEOCs purview, the C4C finds the EEOCs act of reframing our concerns most
troubling. By the EEOC redefining the C4Cs inquiry, the EEOC 1) limited the topics in
need of address, 2) restricted the information to be gathered; and 3) failed to recognize
the actions to address the pervasive discriminatory culture in the Federal sector.
Notably, the EEOCs act of reframing issues gives insight into the plight of
complainants in the Federal sector and charging parties in the private sector
who seek an impartial and appropriate factual record.1
In pursuit of equity
| Tanya Ward Jordan|
Tanya Ward Jordan, President and Founder
The Coalition For Change, Inc. (C4C)
cc: Chair Jenny Yang jenny.yang@eeoc.gov
1

Section 1614.108(b) of Title 29 C.F.R. requires "the agency shall develop an impartial and appropriate factual
record upon which to make findings on the claims raised by the written complaint." An appropriate factual record is
one that allows a reasonable fact finder to draw conclusions as to whether discrimination occurred.