EEOC data indicate that overall diversity at the management level in the financial services industry did not change substantially from 1993 through 2008, and diversity in senior positions remains limited. In general, EEOC data show that management-level representation by minority women and men increased from 11.1 percent to 17.4 percent during that period. However, these EEOC data overstated mino

GAO's June 2006 report found that, from 1993 through 2004, overall diversity at the management level in the financial services industry did not change substantially, but some racial/ethnic minority groups experienced more change in representation than others. EEOC data show that management-level representation by minority women and men increased overall from 11.1 percent to 15.5 percent during th

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

Leading organizations recognize that diversity can be an organizational strength that contributes to achieving results. Government agencies around the world, including in the United States, are facing challenges in the demographic makeup and diversity of their senior executives. Effective succession planning and management initiatives have the support and commitment of their organization's top le

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 noted that: (1) its analysis of the combined promotion, professional military education, and key assignment data for the services between fiscal years 1993 and 1997 showed that the military selected men and women at similar rates; (2) however, when the data for promotions, professional military education, and key assignments are viewed on a service-by-service basis, the results, in some cases

GAO found that: (1) between 1984 and 1992, the relative number of women and minorities increased in each agency, but certain equal employment opportunity (EEO) groups were underrepresented overall, particularly in key and higher grade positions when compared to the CLF; (2) underrepresentation in key jobs was more pronounced for white and minority women than for minority men; (3) the underreprese