The overall proportion of racial or ethnic minorities in the Department of State's (State) full-time, permanent, career workforce grew 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 African Americans fell from 17 to 15 percent, while the proportions of Hispanics, Asians, and other racial or ethni

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

From 2011 to 2017, the share of women in senior management in Federal Home Loan Banks (FHLBank) increased from about 21 percent (35 individuals) to 28 percent (47 individuals). The share of minority senior management remained the same at about 14 percent (23 individuals). The overall share of women employees slightly decreased and minority employees slightly increased during this period, but gend

The Department of Homeland Security (DHS) has identified barriers to equal employment opportunity (EEO) and has plans to address them, but lacks performance metrics for tracking its progress towards eliminating these barriers. DHS identified three barriers from fiscal years 2014 through 2017: (1) problems with supervision/management, lack of advancement opportunities, and lack of alternate work s

In November 2017, GAO reported that overall management representation in thefinancial services industry increased marginally for minorities and remainedunchanged for women from 2007 to 2015. Similar trends also occurred at thesenior-level management of these firms. For example, women represented about29 percent of senior-level managers throughout this time period. Representation of minorities in

The National Institutes of Health (NIH), within the Department of Health and Human Services (HHS), plays a prominent role in the nation's biomedical research. While it employs investigators in its intramural research program, over 80 percent of its budget supports its extramural program, primarily through grant funding to investigators at other research institutions. Given this, NIH has a vested

The representation of women and minorities in the SES and the SES developmental pool increased governmentwide from October 2000 through September 2007, but increases did not occur in all agencies. Over these 7 years, increases occurred in more than half of the 24 major executive branch agencies, but in both 2000 and 2007 the representation of women and minorities continued to vary significantly a

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

Of the many factors that account for differences in earnings between men and women, our model indicated that work patterns are key. Specifically, women have fewer years of work experience, work fewer hours per year, are less likely to work a full-time schedule, and leave the labor force for longer periods of time than men. Other factors that account for earnings differences include industry, occu

USPS has addressed the nine OIG recommendations. According to USPS officials, they have taken actions to implement the OIG's nine recommendations, and they consider the recommendations closed. USPS believes that the actions taken have addressed the OIG's concerns and have strengthened the reliability of data related to its Supplier Diversity Program. The OIG agreed that its recommendations have b