Federal workforce is generally more diverse than the U.S. population, but gaps persist

Most racial and ethnic groups are employed by the federal government at rates that are higher than in the civilian labor force, according to the Equal Employment Opportunity Commission’s latest report on the federal workforce that covers fiscal 2021. 

The annual report’s purpose is to “promote awareness of both the accomplishments and challenges” in ensuring equal employment opportunities throughout federal agencies and is based on data submitted by more than 200 agencies and subcomponents. 

“Increasing awareness of challenges in the federal government may better equip the EEOC and federal agencies to successfully prevent EEO violations from occurring,” the report’s authors wrote. 

Hispanic/Latino(a) men and women, for instance, were underrepresented in the federal sector compared with the civilian labor force (5.9% versus 6.8% for men and 4.4% versus 6.2% for women). However, the percentage of Hispanic/Latino men in the federal government increased by 14.9% since fiscal 2016 and for Hispanic/Latina women it increased by 16.6%. 

Still, most racial and ethnic groups were most represented at general schedule classification and pay levels one through 10, while Hispanic/Latino men, Asian men and Asian women had their highest percentages of participation in GS-11 through senior executive service and senior pay levels. White men were the only group to be most represented at the SES and senior pay level alone, where they made up almost half of that group. 

For the first time, the federal government reached its goal of having people with targeted disabilities make up 2% of its workforce. Such employees are generally those with “manifest disabilities” like deafness, blindness, significant mobility impairments and intellectual disabilities. 

Likewise, the percentage of individuals with disabilities at agencies increased from 8.7% in fiscal 2016 to 10.5%, which is still shy of the government’s 12% goal. 

While agencies have seen success recruiting individuals with disabilities, EEOC has previously found that they are more likely to leave federal service than people without disabilities. 

“The recent increases in the participation rates of Hispanic/Latino men, Hispanic/Latina women, men of two or more races, PWD and PWTD are encouraging. Federal agencies should identify promising practices for recruitment and retention based on the increasing participation rates in these groups,” the report’s authors wrote. “In addition, improved career development and mentoring programs may help equalize participation inequities across grade bands.”

EEOC made similar recommendations in last year's report, which covered data from fiscal 2020.  

EEO Complaints  

As part of the annual report, EEOC also released data on how agencies handled EEO complaints in fiscal 2021. 

Federal employees filed approximately 12,200 discrimination complaints, which is a seven-year low. More than half of the cases alleged reprisal or retaliation. 

EEO officials conducted approximately 33,500 pre-complaint counselings, and 55.5% of complainants agreed to participate in alternative dispute resolution. Under ADR, a neutral entity helps parties reach an agreement through techniques like mediation. It can reduce conflict, cost and delays.

Of the nearly 18,600 pre-complaint ADR cases that took place, almost 12,700, or 68.1%, were resolved through the process. Nearly three-quarters, about 9,500, of such resolved cases ended in withdrawals with no complaints filed. The remaining 3,200 led to settlements. 

An August report from EEOC found shortcomings in many agencies’ implementation of ADR. 

Pre-complaint settlements cost the federal government $3.4 million in fiscal 2021, which was down from $3.7 million in fiscal 2020. However, agencies spent $74.5 million on monetary benefits awarded during the formal complaint process, which is a seven-year high and 11.9% more than in fiscal 2020.