EEO office reports 50 active complaints, outlines 2026–28 plan and staff trainings

Constance Bibs, sitting in for David Davis, told the Equal Employment Opportunity Advisory Committee on June 3 that “as of June 3rd, 2026, there are 50 EEO related complaints currently in some phase of the informal or formal complaint process,” and that 11 of those cases are expected to be resolved within the next 30 days.

Bibs said the cases span major protected categories including age, ancestry, sex, marital status, political affiliation or belief, and religion. She listed recurring allegation themes as “hostile work environment, disparate treatment, discrimination or unequal opportunity or treatment in the workplace, failure to provide accommodation and retaliation,” and said some complaints have included claims of favoritism and unprofessional conduct by supervisors and executives.

The EEO office reported that an EEO coordinator training held in March 2026 was successful and that another session is scheduled for Wednesday, Aug. 26, 2026. Bibs described a three‑phase process for producing the 2026–2028 EEO plan: data collection and workforce analysis beginning in July, review and stakeholder engagement with a subcommittee through August, and finalization in September or October with a target submission to the Board of Supervisors by Oct. 6, 2026.

“We do have another plan for Wednesday, August the 26th, 2026,” Bibs said, and added that the office aims to offer the training twice a year going forward so departmental EEO coordinators receive consistent instruction.

Separately, Muel Mitchell updated the committee on employee resource groups (ERGs) and a mentoring program, saying the office has been drafting bylaws and foundational structures and is “targeting a go live date of January 2027.” Mitchell said the ERG effort will include a formal charter and an application process intended to make group formation “equitable, sustainable, and aligned with the county’s overall mission and values.”

Committee members asked for clarification on training frequency; Bibs said ethics training and some other required classes occur every two years for members and that the government leadership class is provided in two tracks (one for general members and one for chairs). Staff agreed to follow up with precise scheduling details by email.

The committee heard that, in total, the office is preparing to begin data collection in July to support the written EEO plan and that members of the EEOAC will be invited to participate on the plan subcommittee, which will review suggested content prior to the final submission to county administration and the Board of Supervisors.

The committee did not take formal action on the report; Bibs closed the presentation by reiterating the submission target and training dates.