This is an e-supplement to GAO-16-62. It presents the results from GAO's survey of 57 senior CFPB executives as of January 31, 2015. A total of 36 senior executives responded to our executive survey for a response rate of 63 percent. GAO excluded responses to demographic and open-ended narrative questions.

Nonexecutive employees at the Consumer Financial Protection Bureau (CFPB) who responded to GAO's survey identified strengths and areas for improvement in CFPB's personnel practices and culture. Most respondents agreed that enthusiasm for CFPB's mission is high and that immediate supervisors respect and value differences among individuals. However, GAO's survey found heightened concerns related to

GAO noted that: (1) GAO has not done any work that specifically addresses the representation of minorities in the federal workforce; (2) however, GAO reviewed data by the Office of Personnel Management (OPM) and EEOC; (3) these data show that from fiscal years 1993 through 1998, the proportion of the federal workforce made up by minorities increased by 1.5 percentage points; (4) both the number a

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

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 found that: (1) the region's employment of Hispanics exceeded the Hispanic representation in the Rocky Mountain civilian labor force (CLF) in 1991; (2) in September 1991, the region's Hispanic representation was 11.5 percent, excluding Indian Health Service (IHS) employees, which exceeded the regional 1990 CLF rate of 6.5 percent; (3) in 1990, Hispanic women were underrepresented in region VI

GAO provided supplemental information on equal employment opportunity (EEO) discrimination complaints at smaller federal agencies. GAO noted that: (1) one agency corrected inaccurate data it reported in its EEO report; (2) it revised a table to reflect the corrected data; and (3) the reason for the inconsistencies was that complaints encompassed multiple issues, such as national origin, race, sex

Pursuant to a congressional request, GAO provided information on discrimination complaints filed with the Equal Employment Opportunity Commission (EEOC) between fiscal years 1988 and 1991 by employees at executive branch agencies with employee populations of 100 to 2,500. GAO noted that: (1) EEOC provided discrimination data for all but 5 agencies for particular years; (2) four of the five unacco

GAO found that: (1) it could not review allegations concerning discriminatory incidents and decisions that occurred between fiscal year (FY) 1981 and FY 1984, since the related documentation was unavailable; (2) from FY 1986 through FY 1989, black EDA employees represented all federal job categories and grade levels relatively well when compared to the national civilian labor force, even though E