The overall proportion of racial or ethnic minorities in the Department of State's (State) full-time, permanent, career workforce increased from 28 to 32 percent from fiscal year 2002 to fiscal year 2018. The direction of change for specific groups varied. For instance, the proportion of Hispanics increased from 5 percent to 7 percent, while the proportion of African Americans decreased from 17 t

The United States Coast Guard's (USCG) Civil Rights Directorate's (CRD) principal functions are to provide Equal Opportunity (EO) services to its approximately 50,000 active duty military, and Equal Employment Opportunity (EEO) services to its 8,000 civilian employees. We reported in April 2010 that CRD had taken action to help resolve its management challenges, such as dissatisfaction among USCG

GAO noted that: (1) a number of long-standing problems are impending USDA's efforts to improve delays in its processing of discrimination complaints within its Civil Rights Program, including: (a) continuing management turnover and reorganizations in USDA's OCR; (b) inadequate staff and managerial expertise; (c) a lack of clear, up-to-date guidance and procedures; and (d) poor working relationshi

GAO found that the Commission: (1) complied with the nine restrictions in its use of fiscal year (FY) 1989 appropriations, but its use of planned instead of actual employment and salary figures was inconsistent with its own methodology for determining the total costs of regional offices and civil rights monitoring; (2) failed to include two employees in determining its temporary employees' costs;

GAO found that: (1) the Commission complied with each of the FY 1988 line-item appropriations and other limitations; (2) the Commission failed to include salaries and benefits for all temporary employees in its calculations; and (3) the Chairman had used 75 percent of his billable days as of April 9, 1988.

GAO obtained information on internal equal employment opportunity (EEO) office activities at the agencies including components dealing with complaint processing, policy development, legal activities, and affirmative action plan development and implementation. However, GAO found that: (1) a number of problems and inconsistencies exist in the way EEO offices collected and presented data in agency r

In the opinion of GAO, the importance of the guidelines to EEO enforcement is not at issue. On the basis of the preponderance of views and experience expressed to GAO, it believes that the guidelines can have a major role in ensuring compliance with the spirit and intent of federal EEO laws. While revisions to the guidelines' technical provisions could be postponed until after the new American Ps

GAO was asked for its opinion concerning whether GAO falls within the title 5 of the United States Code definition of executive agency and, if so, whether it is covered under the Rehabilitation Act and is therefore subject to the provisions of Executive Order 12250. Under Executive Order 12250, the Attorney General is assigned responsibility for coordinating the implementation and enforcement by

Since the previous GAO report, EEOC has made many changes to correct its problems in handling individual charges of employment discrimination and in developing and investigating self-initiated charges. However, many of these improvements represent only the potential for success because they are still relatively new and in their implementation stages. Additional matters need to be considered to he