For fiscal years 2001 through mid-2004, GAO found some statistically significant differences in salaries, merit pay increases, and separation patterns for managerial and professional women and minorities when compared with men and Whites, and differences in promotion rates when compared with White men. These differences remained despite holding constant factors such as age, education, and occupat

GAO noted that: (1) at the end of FY 1999, women and minorities in USPS' districts represented a district average of about 49 percent of the EAS 16 through 26 workforce; (2) the representation of women and minorities in EAS levels 16 through 26 in USPS' 83 districts ranged from about 22 percent to 95 percent; (3) in Chicago, women and minorities represented about 93 percent of the EAS 16 through

GAO noted that: (1) at the end of FY 1999, women and minorities represented about 35 percent of the PCES executive workforce compared to their representation of about 58 percent in the Service's overall workforce; (2) similarly, their representation among PCES executives for each specific women and minority Equal Employment Opportunity (EEO) category was lower than their representation in the cor

GAO noted that: (1) at the end of fiscal year (FY) 1997, black and Asian men and women and Hispanic men were fully represented while Hispanic women, Native American men and women, and white women were underrepresented in USPS at the cluster level when compared with the civilian labor force; (2) representation of women and minorities at the cluster level in EAS 17 and above positions increased bet

GAO noted that: (1) documentation in the promotion vacancy files and GAO's discussions with Postal Service officials provided evidence indicating the Service's required promotion procedures GAO reviewed were followed for the 127 FY 1997 promotions at the 4 performance clusters; (2) a total of 1,164 applications were received for the 117 promotions to EAS levels 16 and above that GAO reviewed at t

GAO found that: (1) from fiscal year (FY) 1984 through FY 1993, the overall representation of minorities and women in the NIH white-collar workforce remained stable at about 74 percent; (2) the representation of Caucasian women and men and African-American men decreased between FY 1984 and FY 1993, while the representation of all other EEO groups increased; (3) the number of women in key NIH jobs

GAO discussed the Immigration and Naturalization Service's (INS) Equal Employment Opportunity Program (EEO), focusing on the: (1) status of the EEO complaint backlog during fiscal years (FY) 1989 through 1993; (2) timeliness of INS EEO complaint processing during FY 1989 through 1993; (3) status of INS efforts to improve EEO operations and workforce diversity between FY 1989 and 1993; and (4) num

GAO found that: (1) although all 75 agencies reviewed complied with EEOC reporting requirements, most of the reports were submitted late and lacked required workforce analyses; (2) the 75 medium and small agencies made mixed progress in improving women's and minorities' representation in their workforces; (3) although the percentages of women and minorities increased at the agencies from 1984 to

Pursuant to a congressional request, GAO provided information on the representation of women and minorities in the National Park Service (NPS), both nationwide and in its San Francisco organizational units, focusing on changes in the representation levels of these groups for fiscal years 1984 to 1992. GAO found that: (1) the relative numbers of women and minorities generally increased between fis

GAO found that: (1) factors impeding the successful implementation of an EEO program at DEA include employee skepticism, dissatisfaction, fear of retaliation, and misunderstanding; (2) DEA employees lack confidence in the competence of EEO counselors and question the sensitivity and objectivity of investigators and complaint processors; (3) employees believe that management responses to reported