Racial discrimination (21 - 29 of 29 items)
Naval Academy: Gender and Racial Disparities
NSIAD-93-54: Published: Apr 30, 1993. Publicly Released: May 18, 1993.
Pursuant to a congressional request, GAO reviewed the treatment of women and minorities at the Naval Academy, focusing on: (1) differences in performance indicators between men and women and whites and minorities; (2) student perceptions of the Academy's treatment of women and minorities; and (3) Academy actions to address disparities and improve assimilation of women and minorities.GAO found that...
DOD Service Academies: Status Report on Reviews of Student Treatment
T-NSIAD-92-41: Published: Jun 2, 1992. Publicly Released: Jun 2, 1992.
GAO discussed the preliminary results of an ongoing review of student treatment issues at the U.S. Military Academy, the U.S. Naval Academy, and the U.S. Air Force Academy. GAO noted that: (1) at all three academies, hazing-type treatment occurs more frequently than officially filed charges would imply, despite prohibitions against it; (2) women and minorities did not fare as well as other groups...
Within-School Discrimination: Inadequate Title VI Enforcement by the Office for Civil Rights
HRD-91-85: Published: Jul 22, 1991. Publicly Released: Jul 22, 1991.
Pursuant to a congressional request, GAO assessed the: (1) extent to which U.S. elementary and secondary schools may discriminate against minority students in assignment practices; and (2) adequacy of the Department of Education's Office for Civil Rights' (OCR) enforcement activities regarding within-school discrimination.GAO found that: (1) OCR and numerous education researchers have found eviden...
Equal Employment: Minority Representation at USDA's National Agricultural Statistics Service
GGD-91-31BR: Published: Mar 18, 1991. Publicly Released: Mar 18, 1991.
Pursuant to a congressional request, GAO reviewed the Department of Agriculture's National Agricultural Statistics Service's (NASS) equal employment opportunity (EEO) upward mobility program (UMP) and merit promotion process, focusing on: (1) NASS compliance with its merit plan promotion requirements; (2) the extent to which NASS employees filed discrimination complaints regarding UMP; (3) NASS ef...
EEO Oversight: Functional Study of GAO's Career Ladder Promotional Process
PAB-88-1: Published: Oct 1, 1987. Publicly Released: Oct 1, 1987.
GAO reviewed its agency-wide career ladder promotions from 1980 to 1985 in five groups: (1) evaluator; (2) evaluator-related; (3) attorney; (4) writer-editor; and (5) administrator. GAO focused on whether there were significant differences: (1) between the rates at which protected groups were promoted within the various career ladders; and (2) in the time protected groups spent in grade prior to c...
Training Civil Rights Counselors
118600: Jan 1, 1982
This article, which appeared in the GAO Review, Vol. 17, Issue 2, Spring 1982, describes the expanding roles of civil rights counselors in the workplace. By keeping management informed of office developments, counselors can intervene early enough to forestall or resolve problems with minimal disruption of the office routine. This represents a radical departure from the counselor's traditional role...
Department of Justice Should Improve Its Equal Employment Opportunity Programs
FPCD-78-79: Published: Feb 23, 1979. Publicly Released: Feb 23, 1979.
GAO reviewed the affirmative action programs within the Department of Justice and each of its seven bureaus for the period from July 1974 through September 1978. Attention was focused on the practices affecting the structure and implementation of the affirmative action programs; employment recruitment, selection, promotion, training, and assignment; and the discrimination complaint process. This i...
Problems Identified in Draft Report on Race Relations Training Programs
FPCD-76-91: Published: Apr 18, 1978. Publicly Released: Apr 18, 1978.
A draft report sent to the Secretary of Defense in 1976 identified certain problems in race relations training programs given at selected Army and Air Force installations. The report noted that the services had no formal method of evaluating the effectiveness of their training, that the focus of the training was misplaced, and that the training as it was given would not change discriminatory behav...