Various statutes, executive orders, and other executive policy form the framework of EEO policy that governs civil rights and personnel management in the federal workplace. In 1972 federal workers received statutory civil rights protections when Congress passed the Equal Employment Opportunity Act, which extended to federal workers protections under title VII of the landmark Civil Rights Act of 1

This report analyzes the gender and racial/ethnic diversity in the career Senior Executive Service (SES) governmentwide. GAO examines (1) whether the composition of the career SES changed during the 10-year period ending in fiscal year 1999 to include more minorities and women, (2) what proportion of women and minorities were appointed to the career SES annually during this 10-year period and whe

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) FSA's Civil Rights and Small Business Development Staff oversees the agency's efforts to achieve fair treatment for minority farmers; (2) in fiscal years 1995 and 1996, the Staff closed 28 complaints of discrimination against farmers on the basis of race or national origin and found discriminatory practices in 2 of the 28 cases; (3) the Staff also conducted 13 management revie

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 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 reviewed employment practices at the Equal Employment Opportunity Commission's (EEOC) Houston District Office, focusing on Hispanic employees. GAO noted that: (1) 26 percent of the office's 80 employees were Hispanic as of September 30, 1993; (2) 1 female and 3 male Hispanic employees held grade 13 or 14 positions; (3) the female Hispanic employee held a n

Pursuant to a congressional request, GAO reviewed employment practices at the Equal Employment Opportunity Commission's (EEOC) Houston District Office, focusing on Hispanic employees. GAO noted that: (1) 26 percent of the office's 80 employees were Hispanic as of September 30, 1993; (2) 1 female and 3 male Hispanic employees held grade 13 or 14 positions; (3) the female Hispanic employee held a n

GAO discussed the progress of women and minorities in key federal jobs and how sexual harassment and equal employment opportunity complaints are handled at the Bureau of Alcohol, Tobacco, and Firearms (BATF). GAO noted that: (1) the relative numbers of white women and minorities at grade 15 and below increased between 1984 and 1990; (2) the employment of women has increased in relative number mor

GAO found that: (1) the relative number of white women and minority men and women increased between 1984 and 1990 in all grades; (2) the relative numbers of minority women increased by 34 percent, compared to a 22-percent increase among white women and minority men; (3) both white and minority women were hired into pay grades below 11 at lower relative numbers than those at which they were employ