The Immigration and Naturalization Service's Affirmative Action Program Could Be Improved

FPCD-78-18: Published: Mar 28, 1978. Publicly Released: Mar 28, 1978.

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The equal employment opportunity (EEO) program of the Immigration and Naturalization Service (INS), a component of the Department of Justice, was reviewed. The review focused on the policies and practices affecting the structure and implementation of the affirmative action program; employee recruitment, selection, promotion, training, and assignment; and the discrimination complaint processes.

From July 1, 1974, through December 31, 1976, the number of women employed by the INS on a permanent basis increased from 2,370 to 2,963, and their percentage of the agency's work force increased from 30.7 percent to 32 percent. During the same period, the number of minority persons employed increased from 1,767 to 2,517, and their percentage of the work force rose from 22.9 percent to 27.3 percent. At December 31, 1976, women accounted for 7.7 percent and minorities accounted for 15.9 percent of all employees in key professional occupations. Women accounted for 11.6 percent of all permanent employees in GS-7 or above positions; minorities accounted for 17.1 percent. Although INS has recognized that there are low percentages of minorities and females in certain occupations, no specific recruiting goals have been established to remedy the situation. Women and minorities remain primarily in clerical and support occupations at lower grade levels.

Recommendation for Executive Action

  1. Status: Closed

    Comments: Please call 202/512-6100 for additional information.

    Recommendation: The Attorney General should direct the INS Commissioner to: provide adequate resources for processing discrimination complaints, provide timely and continuous in-house training for EEO personnel, evaluate the INS EEO program on an annual basis, provide EEO training for all managers and supervisors, and evaluate supervisors on their EEO responsibilities. INS should determine where its equal opportunity program should be placed in the organization and what the structure of the program should be, provide the program with adequate staff resources, and determine the amount of money being spent on the program. INS needs to maintain and analyze training and promotion statistics to help insure that equal opportunity in training and promotions is afforded to all employees.

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