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

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 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

Two categories of training were provided: skills and orientation. Skills training was provided for individuals directly involved in EEO programs. Orientation courses, designed to provide knowledge of legal and policy requirements, provided for managerial and supervisory personnel. Because attendance was based largely on an individual's availability rather than need, less than 10 percent, of 1,799

Two categories of training were provided: skills and orientation. Skills training was provided for individuals directly involved in EEO programs. Orientation courses, designed to provide knowledge of legal and policy requirements, were provided for managerial and supervisory personnel. Because attendance was based largely on an individual's availability rather than need, very few individuals desi

The types of training concerned: (1) race relations, focusing on military members; (2) skill improvement for EEO personnel; and (3) orientation courses on legal and policy aspects of EEO programs. Records were not maintained to systematically show the training received or needed. From records reviewed of 11 of 35 EEO principals, it was found that 5 had received no training and 6 received training

The Postal Service's statistics for eastern Montana showed performance for about 18 months through December 1976 to be generally favorable in relation to its goal of 95 percent ontime delivery. Although delivery of certain first-class mail fell below the goal, the Billings and Great Falls Post Offices and eastern Montana as a whole almost always equaled or exceeded the Western Postal Region and n

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 found that Equal Employment Opportunity Commission (EEOC) processing delays continue to be a significant problem which affects age as well as other categories of discrimination complaints. EEOC does not have enough staff to process increasing appeals. In several instances, allegations of age discrimination were rejected because complainants did not file on time or failed to proceed with the c