The estimated percentage of minority technology workers increased from 2005 to 2015, but GAO found that no growth occurred for female and Black workers, whereas Asian and Hispanic workers made statistically significant increases. Further, female, Black, and Hispanic workers remain a smaller proportion of the technology workforce--mathematics, computing, and engineering occupations--compared to th

In a geographic area where minorities represent a small portion of the civilian workforce (about 13.5 percent), Region X generally had a higher percentage of each minority group, except for American Indian and Alaska Natives. Moreover, the percentage of minority employees in Region X had increased from about 19 percent in fiscal year 1997 to about 27 percent in fiscal year 2001. Women represented

GAO noted that: (1) IRS has acknowledged EEO-related problems in its Midwest District Office, including problems in hiring and promotion, and has begun addressing them; (2) after an Equal Employment Opportunity Commission administrative judge's finding that an IRS employee was a victim of discrimination, the district produced a climate assessment report noting that a lack of trust and goodwill pe

GAO noted that: (1) EEOC's data showed that the total number of recommended decisions made by EEOC administrative judges, after increasing from 1,800 in FY 1991 to 3,185 in FY 1994, decreased to 3,001 in FY 1995 and 2,962 in FY 1996; (2) a decreasing percentage of these recommended decisions contained findings of discrimination; (3) this percentage, which was 14.8 percent in FY 1991, decreased to

GAO found that: (1) EEOC workloads will likely increase without commensurate increases in resources; (2) the average processing time for a discrimination complaint could more than double by fiscal year 1996; (3) EEOC officials do not believe EEOC will initiate more systemic charges or litigate more cases under ADEA laws because its resources are limited; (4) the use of alternative dispute resolut

GAO discussed the results of its investigation concerning the hiring, promotion, and retention of women and minorities in the federal government. GAO found that: (1) the Equal Employment Opportunity Commission (EEOC) requires federal agencies to prepare multiyear plans and to update them and report accomplishments annually; (2) women and minorities were often underrepresented, especially at highe

Pursuant to a congressional request, GAO evaluated the Equal Employment Opportunity Commission's (EEOC) Charge Data System to determine whether it provided EEOC with accurate, complete, and current data. GAO found that some EEOC district offices reported that the system: (1) could not transfer automated charge records directly from one field office to another; (2) did not allow district offices t

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

GAO found that: (1) the Birmingham office closed 29 percent of the charges without completing a full investigation; (2) the investigations were deficient because they lacked comparative documentary evidence on the respondent's treatment of the charging party compared with other employees; (3) although the EEOC compliance manual provides specific guidance on how to resolve conflicting evidence, 83

Pursuant to a congressional request, GAO addressed issues pertaining to whether the National Endowment for the Humanities was legally bound to comply with an Equal Employment Opportunity Commission (EEOC) requirement to submit information concerning its affirmative action plan. EEOC promulgated that requirement in response to statutory direction. In fiscal years 1983 and 1984, the Endowment refus