In Title VII of the Civil Rights Act of 1964, "Congress established an integrated, multistep enforcement procedure culminating in the EEOC's authority to bring a civil action in federal court." Occidental Life Ins. Co. v. EEOC, 432 U.S. 355, 359 (1977). At the outset of that process, if the EEOC finds that there is reasonable cause to believe a charge of discrimination against a private party it "shall endeavor to eliminate any ... alleged unlawful employment practice by informal methods of conference, conciliation, and persuasion." 42 U.S.C. 2000e-5(b). The Commission is forbidden from filing suit unless within a specified period it "has been unable to secure from the respondent a conciliation agreement acceptable to the Commission." Id. Section 2000e-5(f)(1). Congress imposed similar requirements in the Age Discrimination in Employment Act, 29 U.S.C. 626(b), the Fair Housing Act, 42 U.S.C. 3610(b)(1), and federal election law, 2 U.S.C. 437g(a)(4), (a)(6)(A). The Question Presented, on which the Seventh Circuit in this case avowedly rejected the precedent of numerous other courts of appeals, is: Whether and to what extent may a court enforce the EEOC's mandatory duty to conciliate discrimination claims before filing suit?