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                    Most Recent Reports**1 - 20 of 146 Reports**
	
	

	
	  **Released on   Dec 15, 2023**
          U.S. Postal Service: Opportunities Exist to Strengthen Workforce Diversity Efforts
    GAO-24-105732
      Published:   Dec 15, 2023
. 
        Publicly Released:   Dec 15, 2023
.
    The U.S. Postal Service's workforce has become more diverse in recent years, but it's had challenges ensuring its leadership reflects the diversity of its workers. White employees are still more likely to be promoted to some management positions than non-White employees. And managers from historically disadvantaged groups are generally paid less than their White counterparts. USPS's executives have made commitments to supporting diversity, and USPS...
      **Released on   Mar 14, 2023**
          Women in the Workforce: Underrepresentation in Management Positions Persists, and the Gender Pay Gap Varies by Industry and Demographics
    GAO-23-106320
      Published:   Mar 14, 2023
. 
        Publicly Released:   Mar 14, 2023
.
    Women remain underrepresented in management roles in the U.S. workforce. Female managers continue to earn less than male managers, but the pay gap varies by industry and demographics. Our analysis of Census data showed that in 2021: 42% of managers were women, but overall women make up 47% of the workforce Female managers were more likely to be younger and more educated, and less likely...
      **Released on   Dec 6, 2022**
          Financial Services Industry: Overview of Representation of Minorities and Women and Practices to Promote Diversity
    GAO-23-106427
      Published:   Dec 6, 2022
. 
        Publicly Released:   Dec 6, 2022
.
    We have issued several reports since 2017 reviewing the share of women and different racial/ethnic groups in the financial services industry, challenges associated with recruiting and retaining diverse staff, and practices to expand opportunities. We testified about these reports and how the financial services industry is addressing challenges and expanding opportunities. For instance firms are: assessing data on the diversity of their employees conducting targeted...
      **Released on   Oct 31, 2022**
          Equal Employment Opportunity Commission: Oversight of the Length of the Charge Intake Process is Needed
    GAO-23-106245
      Published:   Oct 31, 2022
. 
        Publicly Released:   Oct 31, 2022
.
    People who believe they've experienced employment discrimination can inquire with the EEOC about filing charges. After EEOC officials interview them, charges can be filed. EEOC received over 145,000 inquiries and 60,000 discrimination charges in FY2021—underscoring the importance of EEOC efficiently managing its inventory of open charges. But, EEOC doesn't monitor how long it takes from when a person files an inquiry to when EEOC officials...
      **Released on   Oct 5, 2022**
          Diversidad en la fuerza laboral: Los trabajadores hispanos están infrarrepresentados en los medios de comunicación y se necesitan más datos para aplicar la normativa federal
    GAO-22-105886
      Published:   Sep 29, 2022
. 
        Publicly Released:   Oct 5, 2022
.
    To see the version of this page in English, see GAO-22-104669 . También, la transcripción del episodio de podcast relacionado incluye versiones en inglés y español. A pesar de que muchas empresas de medios de comunicación ahora reconocen la importancia de la diversidad en pantalla e impresa, los trabajadores hispanos están infrarrepresentados en la fuerza laboral de los medios de comunicación de 2010 a 2019...
          Workforce Diversity: Hispanic Workers Are Underrepresented in the Media, and More Data Are Needed for Federal Enforcement Efforts
    GAO-22-104669
      Published:   Sep 29, 2022
. 
        Publicly Released:   Oct 5, 2022
.
    Para la versión de esta página en español, ver a GAO-22-105886 . También, la transcripción del episodio de podcast relacionado incluye versiones en inglés y español. While many media companies now recognize the importance of diversity on screen and in print, Hispanic workers were underrepresented in the media workforce from 2010-19. The Equal Employment Opportunity Commission and the Federal Communications Commission share responsibility for protecting...
      **Released on   Sep 21, 2021**
          Workforce Diversity: Analysis of Federal Data Shows Hispanics Are Underrepresented in the Media Industry
    GAO-21-105322
      Published:   Sep 21, 2021
. 
        Publicly Released:   Sep 21, 2021
.
    There have been questions about the media industry's commitment to ensuring workforce diversity, including for Hispanic workers. We found that Hispanics are underrepresented in the media industry compared to their representation in the rest of the workforce. In 2019, Hispanics made up an estimated 12% of workers in the media industry (which includes film, television, publishing, and news) compared to an estimated 18% of workers...
      **Released on   Jun 15, 2021**
          Financial Services Industry: Factors Affecting Careers for Women with STEM Degrees
    GAO-21-490
      Published:   Jun 15, 2021
. 
        Publicly Released:   Jun 15, 2021
.
    The financial services industry is increasingly dependent on technology. We looked at factors affecting women's participation in STEM degree programs and their subsequent interest in financial services industry careers. We found that women's interest in STEM is affected by the presence of role models, access to resources, and their sense of belonging. Some financial services firms are trying to increase women's interest in STEM by...
      **Released on   Mar 18, 2021**
          Financial Services Industry: Using Data to Promote Greater Diversity and Inclusion
    GAO-21-448T
      Published:   Mar 18, 2021
. 
        Publicly Released:   Mar 18, 2021
.
    We've issued many reports in recent years about diversity and inclusion efforts in the financial services industry. One common theme is the importance of using data to assess those efforts. We testified about how the financial services industry uses data to identify and address problems, such as workforce retention issues. We also discussed diversity-related data collected by government-sponsored banks and federally-chartered enterprises. The banks and...
      **Released on   Dec 3, 2020**
          Gender Pay Differences: The Pay Gap for Federal Workers Has Continued to Narrow, but Better Quality Data on Promotions Are Needed
    GAO-21-67
      Published:   Dec 3, 2020
. 
        Publicly Released:   Dec 3, 2020
.
    The gender pay gap in the federal workforce has decreased considerably since 1999, but has not yet closed. In 2017, women earned 93 cents for every dollar earned by men. The pay gap is greater for certain groups of women, including Hispanics/Latinas, Blacks, and American Indians or Alaska Natives. The Office of Personnel Management and the Equal Employment Opportunity Commission analyze agencies' pay gap data...
      **Released on   Oct 16, 2020**
          Workplace Sexual Harassment: Experts Suggest Expanding Data Collection to Improve Understanding of Prevalence and Costs
    GAO-20-564
      Published:   Sep 30, 2020
. 
        Publicly Released:   Oct 16, 2020
.
    Workplace sexual harassment is illegal. But how prevalent is it? And how costly are legal fees, lost productivity, and other consequences? We found few reliable nationwide estimates across workplaces. Experts say recurring national surveys would help answer these questions. The Equal Employment Opportunity Commission collects data on sexual harassment claims but can't fully analyze the problem. Specifically, EEOC doesn't separate data on claims that employers...
      **Released on   Apr 9, 2020**
          Sexual Harassment Policies: Smithsonian Has Procedures for Prevention, but Could Improve Guidance and Monitoring
    GAO-20-414R
      Published:   Apr 9, 2020
. 
        Publicly Released:   Apr 9, 2020
.
    The Smithsonian Institution—the world’s largest museum, education, and research complex—has thousands of employees and supports or funds thousands of academic appointees such as interns and researchers. We looked at Smithsonian’s process for responding to sexual harassment complaints and found: Supervisors lack written guidance on addressing complaints No process for tracking complaints made to supervisors Academic appointees are not surveyed on organizational climate, a key predictor...
      **Released on   Mar 19, 2020**
          Sexual Harassment in STEM Research: Agencies Have Taken Actions, but Need Complaint Procedures, Overall Plans, and Better Collaboration
    GAO-20-187
      Published:   Mar 19, 2020
. 
        Publicly Released:   Mar 19, 2020
.
    Federal agencies must enforce Title IX—which prohibits sex discrimination, including sexual harassment—at universities receiving federal financial assistance. We looked at 5 agencies funding science, technology, engineering, and mathematics (STEM) research and found: 4 of 5 agencies received 3 or fewer complaints over the last 5 years 2 of 5 agencies lack or have outdated complaint procedures None of the 5 agencies have goals and an...
      **Released on   Feb 27, 2020**
          Equal Employment Opportunity: DHS Could Better Address Challenges to Ensuring EEO in Its Workforce
    GAO-20-450T
      Published:   Feb 27, 2020
. 
        Publicly Released:   Feb 27, 2020
.
    We testified about the Department of Homeland Security’s efforts to ensure equal opportunity in employment at DHS. For example, DHS uses things like employee surveys to help identify potential barriers and reported some improvements in representation of minorities and women from FY 2014 through 2017. However, it lacks performance metrics for tracking its progress. Last year, we made 6 recommendations to DHS, including that it...
      **Released on   Feb 25, 2020**
          State Department: Additional Steps Are Needed to Identify Potential Barriers to Diversity
    GAO-20-237
      Published:   Jan 27, 2020
. 
        Publicly Released:   Feb 25, 2020
.
    The State Department has expressed a commitment to building a workforce that reflects the diverse composition of the United States. Though State's workforce has grown more diverse, racial or ethnic minorities are still underrepresented, particularly in the senior ranks. Racial or ethnic minorities in State’s Civil Service were 4% to 29% less likely to be promoted than their white coworkers with similar education, occupation, or...
      **Released on   Feb 12, 2020**
          Aviation Security: Federal Air Marshal Service Has Taken Steps to Address Workforce Issues, but Additional Actions Needed
    GAO-20-125
      Published:   Feb 12, 2020
. 
        Publicly Released:   Feb 12, 2020
.
    The Federal Air Marshal Service deploys air marshals to help ensure the security of, and to prevent threats to, civil aviation. We assessed several air marshal workforce issues. Among other things, air marshals have expressed concerns about schedule unpredictability and sleep deprivation. The Service has guidelines for shift lengths and rest periods but doesn’t monitor if they are followed. Also, although the Service has adopted...
      **Released on   Sep 19, 2019**
          Equal Employment Opportunity: Progress Made on GAO Recommendations to Improve Nondiscrimination Oversight, but Challenges Remain
    GAO-19-719T
      Published:   Sep 19, 2019
. 
        Publicly Released:   Sep 19, 2019
.
    Federal law prohibits employers from employment discrimination based on race and gender (among other things). The U.S. Equal Opportunity Employment Commission and the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) are the primary agencies that enforce these laws. We testified about challenges these agencies face in ensuring that employers meet equal employment opportunity requirements. For instance, OFCCP’s method for selecting contractors...
      **Released on   Feb 27, 2019**
          Financial Services Industry: Representation of Minorities and Women in Management and Practices to Promote Diversity, 2007-2015
    GAO-19-398T
      Published:   Feb 27, 2019
. 
        Publicly Released:   Feb 27, 2019
.
    This testimony looks at trends in the diversity of financial services firms' management and potential talent pools, among other things. From 2007 through 2015, we found that Overall minority representation in management increased from 17.3% to 21% Asian representation increased from 5.4% to 7.7%. Hispanic representation had smaller gains. In contrast, African-Americans representation in management decreased from 6.5% to 6.3% Women's representation was unchanged at...
      **Released on   Mar 13, 2018**
          Freedom of Information Act: Agencies Are Implementing Requirements but Need to Take Additional Actions
    GAO-18-452T
      Published:   Mar 13, 2018
. 
        Publicly Released:   Mar 13, 2018
.
      **Released on   Dec 8, 2017**
          Financial Services Industry: Trends in Management Representation of Minorities and Women and Diversity Practices, 2007-2015
    GAO-18-64
      Published:   Nov 8, 2017
. 
        Publicly Released:   Dec 8, 2017
.
    
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