| **Pay Equality for Men and Women  in the Federal Government:****Are We There Yet?**
The merit system principles  at 5 U.S.C. §2301(b) call for a workforce that is “representative of all segments  of society” and selection and advancement “determined solely on the basis of  relative ability, knowledge, and skills.” Drawing on surveys and statistical  analysis, the May 2011 report, “Women in the Federal Government:  Ambitions and Achievements,” examines the  Federal Government’s progress and challenges in the equitable treatment and advancement  of women.

**Has the Federal Government  made progress?**              Yes. Over time, women have become  better represented at higher grade levels and in supervisory and executive positions,  reflecting increased employment of women in the professional and administrative  occupations that afford the greatest opportunities for earnings and  advancement. However, compared to their overall  representation in the Federal workforce, women remain underrepresented among  the top grade levels, particularly those with supervisory responsibilities. Accordingly, pay  differences between women and men have been reduced, although not eliminated.

**Representation of Women in  High-Level and Supervisory Positions**

In terms of work  environment, women in the Federal Government have become more likely to believe  that they are selected and evaluated on their merits. Compared to 1992, fewer  women indicated that they had experienced discrimination on the basis of sex,  and more women agreed with the statement that “Women and men are respected  equally.” 

MSPB analyses of promotion  rates found that women are about as likely to be selected for advancement as  men when factors such as occupation, education, length of service, and  supervisory experience are held equal, suggesting that the harmful effects of  overt bias and subtle stereotyping have indeed diminished.

**What remains to be done?**              Women remain less likely  than men to be employed in high-paying occupations, and sex-based discrimination  and stereotypes have not yet disappeared. Yet most issues important to the advancement  of women are universal. Actions that Federal agencies can take include—

**Representation of Women in High-Level and Supervisory  Positions**              - Provide continuing feedback  and development to employees to help them understand and meet requirements for advancement.              - Improve the recruitment,  selection, and training of supervisors.              - Make informed use of both  internal and external sources of talent.              - Avoid reliance on  stereotypes and assumptions in day-to-day HR management; focus on ability and  results.              - Remain vigilant against  sex-based discrimination and ensure that avenues of redress are accessible and  trusted.              -Maximize flexibility in  work arrangements and job requirements.

For the full report, please visit www.mspb.gov/studies. |
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