Federal government agencies are required to report their diversity numbers in an attempt to track, analysis, and support underrepresented individuals within the government workplace.  The guidelines are ” provided by EEOC outlining how to implement equal employment opportunity programs under Section 717 of Title VII of the Civil Rights Act of 1964.”  Within these guidelines, the government mandates that all agencies report their diversity and inclusion results on an annual basis.

Despite the goal of the EEOC, which is to create a more inclusive workplace, the numbers currently reported are well below the average.  According to the Federal Equal Opportunity Recruitment Program Report to Congress, released by EEOC, between FY 2015 and FY 2016, “minority representation was only 21.1%, with a slight increase in representation of women at 35.3%.”

These numbers are low when compared to the overall workforce of America.  In 2016 white males made up 36.1% of the nation’s workforce however, in “the Federal Government, the Federal Diversity Report showed that this demographic represented 66.4%, and in the Senior Executive Service (SES) specifically, it represented 78.8% of the total workforce.”

The lack of diversity within the Federal government was explained by Bill Valdez, President of the Senior Executives Association, as:

  1. A lack of a link between mission and programs
  2. Inability to explain ROI of diversity and inclusion efforts and
  3. Lack of rigorous and analytics basis of D&I programs

With the Trump Administration taking place, it is safe to assume that diversity within the Federal government will more than likely not be a priority moving forward.  How this is addressed as the nation grows more diverse is an issue that will only grow over time.  New processes must be put in place to ensure that the top talent is being utilized within our government otherwise, a “skill drain” will occur.

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