The amount of women in the federal government slightly dropped last year and continues to lag behind their overall availability in the national civilian labor force, the Equal Employment Opportunity Commission said in its Annual Report on the Federal Workforce.
Women, who make up 43.97 percent of the federal workforce, were under represented along with Hispanic and Latino employees, men of two or more races and white women, the report said.
Other highlights from the report:
- In FY 2010, there were over 2.8 million women and men employed by the federal government across the country and around the world.
- 56.0% were men and 44% were women; after a slow but steady increase, the participation rate for women fell slightly again from last year (44.06% to 43.97%).
- 7.9% were Hispanic or Latino, 65.4% were White, 17.9% were Black or African American, 5.9% were Asian, 0.4% were Native Hawaiian or Other Pacific Islander, 1.6% were American Indian or Alaska Native, and 0.8% were persons of Two or More Races.
- After a steady decline for the past ten years, the participation rate of employees with targeted disabilities in the total federal work force again held steady in FY 2010 at 0.88%. Despite a modest net gain of 554 employees in FY 2010, Individuals with Targeted Disabilities still fell far short of the 2% goal set by EEOC’s LEAD Initiative.
- Of the total work force, 0.75% held senior pay level positions, which is an increase from 0.69% in FY 2001. Over the last ten years women, Hispanic or Latino, Black/African American, and Asian employees have made the most gains in securing senior level positions in the federal government, increasing their participation rates by 56.94%, 51.83%, 41.47% and 126.30% respectively. Comparatively, women increased their participation rates in the total work force over the same period by 20.73%, Hispanic or Latino employees by 50.31%, Black/African American employees by 11.58% and Asian employees by 29.26%.
- Of the total work force, 54.78% of employees occupied General Schedule and Related (GSR) pay system positions. During FY 2010, many employees in Other Pay system positions were reclassified to GSR positions.
- The average grade for permanent and temporary GSR employees was 10.1 ($45,771 per annum). The following groups Hispanic or Latino employees (9.7, $49,873 per annum), Black or African American employees (9.3, $44,333 per annum), Native Hawaiian or Other Pacific Islander employees (8.6, $43,901 per annum), American Indian or Alaska Native employees (8.6, $43,901 per annum) and employees of Two or More Races (9.3, $44,333 per annum) had average grades lower than the government-wide average. The average grade for Asian employees (10.6, $53,401 per annum) and White employees (10.4, $50,349 per annum) exceeded the government-wide average.
- The average GSR grade for women increased to 9.5 ($47,103 per annum), still more than one grade below the average grade level for men of 10.7 ($54,927 per annum).
- The average GSR grade for Individuals with Targeted Disabilities rose to 8.7 ($45,155 per annum), nearly one and a half grades below the government-wide average (for permanent and temporary employees) of 10.1 ($45,771 per annum).
- Of the total work force, 6.93% of employees occupy positions in the Federal Wage System. In comparison to the GSR positions, the Federal Wage System had a higher percentage of men (89.64%), Hispanic or Latino men (6.84%), and Black or African American men (14.61%), Asian men (3.36%), Native Hawaiian or Other Pacific Islanders (0.80%), American Indian or Alaska Natives (2.49%) and Individuals with Targeted Disabilities (1.09%) and a lower percentage of women (10.36%).
- Of the total work force, 37.54% of employees occupied positions in Other Pay Systems (i.e. other than Senior Pay, GSR and Federal Wage Systems). In comparison to the GSR, the other pay systems had a higher percentage of men (55.37%), Hispanic or Latino men (4.88%), Black or African American men (8.59%), Asian employees (7.58%) and Native Hawaiian or Other Pacific Islander employees (0.36%); and a lower percentage of White employees (63.83%), and American Indian or Alaska Native employees (1.09%), Persons of Two or More Races (0.77%) and Individuals With Targeted Disabilities (0.69%).
- Of the 192 agencies and subcomponents that submitted a FY 2010 MD-715 report, 85% reported that they had issued an EEO policy on an annual basis, an increase from the 61% of the 180 agencies and subcomponents that submitted an MD-715 report in FY 2009.
- In FY 2010, reasonable accommodation procedures were posted on only 67% of 194 federal agency and subcomponent’s external websites.
- A state of the agency briefing to the agency head, required by MD-715, was conducted by 88% of the 192 agencies and subcomponents that submitted a FY 2010 MD-715 report, up from 77% of the 180 agencies and subcomponents that submitted a FY 2009 MD-715 report.
- In FY 2010, 91% of the 192 agencies and subcomponents that submitted MD-715 reports reported rating its managers and supervisors on their commitment to EEO, which exceeds the 80% of the 180 agencies and subcomponents that submitted MD-715 reports in FY 2009.
- Of the 192 agencies and subcomponents that submitted a FY 2010 MD-715 report, 89% reported it maintained a written anti-harassment policy, up from the 77.8% of 180 agencies and subcomponents that submitted an MD-715 report in FY 2009.
- In FY 2010, 22% of the 192 agencies and subcomponents that submitted MD-715 reports included comprehensive applicant flow data, increasing slightly from the 18.33% of the 180 agencies and subcomponents that submitted MD-715 reports in FY 2009.
- In FY 2010, 88% or 169 of the 192 agencies and subcomponents that submitted a MD-715 report did so by the February 4, 2011 deadline. Agencies that participated in EEOC’s pilot project involving the electronic filing of MD-715 data received an extension until February 28, 2011. In FY 2009, 79% or 143 of the 180 agencies and subcomponents that submitted reports were timely. No extensions were granted in FY 2009.
- Only 81.4% or 157 of the 194 agencies and subcomponents post the required Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act data on their external websites in FY 2010.