Management-level representation of minorities and women in the financial services industry and among federal financial agencies and Federal Reserve Banks (Reserve Banks) has not changed substantially from 2007 through 2011. Industry representation of minorities in 2011 was higher in lower-level management positions--about 20 percent--compared to about 11 percent of senior-level manager positions.

DOD has a long-standing policy aimed at providing an environment that is free from sexual harassment, and each of the military services has implemented its own polices and a program for addressing sexual harassment; however, some aspects of its policy and programs could be improved. For example, according to a 2010 DOD survey, while the majority of active duty servicemembers indicated that they b

EEOC data indicate that overall diversity at the management level in the financial services industry did not change substantially from 1993 through 2008, and diversity in senior positions remains limited. In general, EEOC data show that management-level representation by minority women and men increased from 11.1 percent to 17.4 percent during that period. However, these EEOC data overstated mino

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

EEOC addresses gender pay discrimination primarily by responding to individual charges, initiating investigations, and conducting outreach, but the agency does not fully monitor gender pay enforcement efforts. EEOC prioritizes incoming charges of discrimination against employers that appear to merit further investigation, and GAO's analysis of EEOC data showed that charges of gender pay discrimin

GAO's June 2006 report found that, from 1993 through 2004, overall diversity at the management level in the financial services industry did not change substantially, but some racial/ethnic minority groups experienced more change in representation than others. EEOC data show that management-level representation by minority women and men increased overall from 11.1 percent to 15.5 percent during th

As our transformational diversity efforts have been implemented, the diversity of GAO's workforce and leadership team--SES/SL and Band III level staff-- has improved. In 2000, minorities represented about 14 percent of the SES/SL corps. As of fiscal year 2007, about 18 percent of the SES members were minorities. Similarly, the representation of minorities at the Band III level-- the SES feeder po

Between 1993 through 2004, overall diversity at the management level in the financial services industry did not change substantially, but increases in representation varied by racial/ethnic minority group. During that period, Equal Employment Opportunity Commission (EEOC) data show that management-level representation by minority men and women increased from 11.1 percent to 15.5 percent. Specific

From 1993 through 2004, overall diversity at the management level in the financial services industry did not change substantially, but some racial/ethnic minority groups experienced more change in representation than others. EEOC data show that management-level representation by minority women and men overall increased from 11.1 percent to 15.5 percent. Specifically, African-Americans increased t

For fiscal years 2001 through mid-2004, GAO found some statistically significant differences in salaries, merit pay increases, and separation patterns for managerial and professional women and minorities when compared with men and Whites, and differences in promotion rates when compared with White men. These differences remained despite holding constant factors such as age, education, and occupat