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Every year, the Equal Employment Opportunity Commission releases its annual report, informing the president and Congress of the state of equal-employment opportunity in the federal workforce. But critics say the annual report serves one other purpose: It magnifies what is currently wrong with the federal government's EEO system.

The recently released 2009 report reveals a stunning lack of compliance, commitment and accountability by a number of agencies and agency leadership—especially when compared with the best practices being employed by The DiversityInc Top 50 Companies for Diversity®.

Consider this sampling of numbers from EEOC's latest 2009 report:

• Only 79 percent of federal departments and agencies submitted Management Directive 715 (MD-715) reports. The reports detail agency employment by race, national origin, sex and disability and are required under law to be submitted, reviewed and approved annually by the EEOC, which is responsible for enforcing federal laws against employment discrimination.

• Only 61 percent of federal departments and agencies heads issued written policy statements, expressing their commitment to EEO and a workplace free of discriminatory harassment, despite an EEOC mandate that this statement "be issued at the beginning of their tenure [and] disseminated to all employees."

• Only 74 percent of agency EEO directors report directly to their agency head, despite a mandate that they do so.

So what happens to the 21 percent of agencies that do not submit MD-715 reports?

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