GAO found generally lower promotion rates for racial or ethnic minorities than for whites. Secretary of State Mike Pompeo, along with his predecessors, touted the importance of recruiting a pool of talent for the State Department that extends beyond white men, who have dominated the institution for most of its existence. GAO also reviewed State documents and interviewed State officials and members of 11 employee groups. The GAO reported that between fiscal years 2002 and 2018, the proportion of racial or ethnic minorities working full-time at the Department increased, but only by 4 percent. State Department Struggling on Diversity, New Report Finds. State Department expands diversity fellowships amid pressure to better support diplomats of color. The GAO report recommended that the State Department analyze its diversity efforts more closely to determine what barriers exist. This week, the U.S. Government Accountability Office (GAO), an independent federal watchdog, will release a comprehensive study on diversity at the State Department … minorities and women was lowest in the higher ranks of State’s workforce. The U.S. State Department’s efforts to increase diversity in its ranks have fallen short and in some cases resulted in an actual decline in the percentage of women and ethnic and racial minorities employed there, according to a new study from a U.S. federal watchdog. Jason Bair explained that senior executives in the GAO, for example, are required to explain how they helped to support the implementation of the GAO’s diversity workforce plan as part of their performance appraisals. Diversity in State Department Workforce in Fiscal Years 2002 and 2018. STATE DEPARTMENT Additional Steps Are Needed to Identify Barriers to Workforce Diversity What GAO Found The overall proportion of racial or ethnic minorities in the Department of State’s (State) full-time, permanent, career workforce grew from 28 to 32 percent from fiscal year 2002 to fiscal year 2018. The State Department Has a Systemic Diversity Problem. Diversity in State Department Workforce in Fiscal Years 2002 and 2018 GAO’s analyses of State data for fiscal years 2002 through 2018 found differences in promotion outcomes for racial or ethnic minorities and whites and for men and women. The GAO reported that between fiscal years 2002 and 2018, the proportion of racial or ethnic minorities working full-time at the Department increased, but only by … Twitter: @RobbieGramer. The Ohio State Eye & Ear Institute 915 Olentangy River Road, Room 5060L Columbus, OH 43212 Office: 614-293-5287 Raymond.Gao@osumc.edu Dr. Xiaoyi Raymond Gao is an Associate Professor in the Departments of Ophthalmology & Visual Sciences and Biomedical Informatics and the Division of Human Genetics at The Ohio State University. When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information. Though State's workforce has grown more diverse, racial or ethnic minorities are still underrepresented, particularly in the senior ranks. The diversity problem predates this administration, but some State Department officials fear it’s getting worse. For example, controlling for factors such as education, years of service, and occupation, racial or ethnic minorities in the Civil Service had lower rates and odds of promotion than whites at each rank from early career through senior management. In September 2018, then-Policy Planning Director Kiron Skinner said in an interview that “given some the trends in the U.S. against diversity—especially racial diversity—the State Department is doing much better.” Skinner, one of the most senior-ranking African American women in the Trump administration, was removed from her post in August 2019. GAO recommended that State take additional steps to identify diversity issues that could indicate potential barriers to equal opportunity in its workforce. The United States’ industrialized food system moved millions of people out of poverty and is better for the environment, too. This is still below the overall average of the federal … The U.S. Department of State has been vowing for years to make its workforce look like the country itself. This is a first in the department’s history. The State Department on Tuesday notified Congress it intends to spend $2.5 million to establish the Office of Diversity, Equity, and Inclusion within the Office of Secretary of State Antony Blinken, according to State Department documents. GAO was asked to review issues related to the diversity of State’s workforce. GAO found that the total proportion of racial and ethnic minorities in full-time, permanent State Department positions increased from 28% in fiscal 2002 to … GAO's analyses of State data for fiscal years 2002 through 2018 found differences in promotion outcomes for racial or ethnic minorities and whites and for men and women. The overall proportion of racial or ethnic minorities in the Department of State's (State) full-time, permanent, career workforce grew from 28 to 32 percent from fiscal year 2002 to fiscal year 2018. GAO was asked to review issues related to the diversity of State’s workforce. Women’s promotion rates compared with their male counterparts were lower in the civil service and higher in the foreign service. The proportion of women working at the State Department slightly decreased during that time period, from 44 to 43 percent of State’s overall full-time workforce. A February report on State Department diversity from the Government Accountability Office (GAO), an independent federal watchdog, found the percentage of African Americans in … Diversity in State Department Workforce in Fiscal Years 2002 and 2018 . What GAO Found. ARI SHAPIRO, HOST: Male, Yale and pale - that was the rap on the State Department's Diplomatic Corps. GAO’s analyses of State data for fiscal years 2002 through 2018 found differences in promotion outcomes for racial or ethnic minorities and whites. this context, Congress recently requested reports from the Government Accountability Office on State Department and U.S. Agency for International Development (USAID) diversity and inclusion efforts, held hearings on challenges to workforce diversity at the State Department, and introduced legislation to promote diversity at the State Department. “The more things change the more they stay the same,” he said. Anyone who has sat in a meeting with [the] State Department can tell you that,” said Francisco Bencosme, a former Senate Foreign Relations Committee staffer for the top Democrat on the committee, Sen. Bob Menendez. State has identified some barriers to equal opportunity but should consider other issues that could indicate potential barriers to diversity. GAO: Agencies Need to Plan Better, Pay More and Deal with Harassment and Diversity Issues Among Tech Workforce mooltfilm/iStock Get the … Published: June 25, 2020 More in: Federal Manager's Daily Report. U.S. Secretary of State Antony Blinken has tapped a former senior career diplomat to spearhead efforts to tackle the State Department’s long-standing challenges on diversity and inclusion. The State Department has the honor of representing the American people to the world. The report noted significant improvement and efforts over the years, but also persistent shortcomings. FP Analytics Special Report: How the U.S. government is failing women in foreign policy. But Pompeo remains a star in Republican circles as he eyes a possible Senate run. The GAO report on diversity at the U.S. Department of State, released Feb. 25, is sobering but not surprising. The State Department’s IG report was issued sometime in 2003 and apparently there were no changes suggested by the State Department, of which Colin Powell was Secretary of State, as the IG recommended. She joined Mechanical Engineering faculty in August 2011. The GAO report on the State Department’s diversity challenges, released in February and based on data from 2002 to 2018, found that the department is falling short of improving diversity … A recent GAO study found mixed results from previous efforts, and this will be an opportunity for Members to ask what the Department expects the new multi-year diversity workforce strategy to include as the Department continues its efforts […] 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 years of federal service. Diversity in State Department Workforce in Fiscal Years 2002 and 2018 . Also, both types of analysis found promotion outcomes for women compared with men were lower in the Civil Service and generally higher in the Foreign Service. The Department of State has appointed Ambassador Gina Abercrombie-Winstanley as Chief Diversity and Inclusion Officer (CDIO). Career diplomats feel betrayed as the secretary of state stays silent on the Ukraine inquiry. WASHINGTON (Reuters) - The U.S. State Department has suspended all training programs for employees related to diversity and inclusion, an internal cable … GAO found these differences in both descriptive analyses At the same time, several foreign … This is still below the overall average of the federal workforce. State Department Officials Vow Cultural Shift Toward Inclusion Officials tasked with improving diversity told a House panel that they hope recent efforts to … The direction of change for specific groups varied. The State Department has several long-standing initiatives to do so, including a diplomat-in-residence program in which ambassadors serve as recruiters at universities, and an emphasis on recruiting from historically black colleges and Hispanic-serving universities. GAO found that the total proportion of racial and ethnic minorities in full-time, permanent State Department positions increased from 28% in fiscal 2002 to … Diversity and inclusion make us stronger, smarter, more creative, and more innovative. The panel explained how the State Department acknowledges the lack of diversity, but that change is slow and acknowledgement of the problem is only a first step. Thus, GAO’s analyses do not establish a causal relationship between demographic characteristics and promotion outcomes.
Actions to satisfy the intent of the recommendation have not been taken or are being planned, or actions that partially satisfy the intent of the recommendation have been taken.
, 1. While we welcomed the Department’s initial briefing for our staff on its plan to address the GAO’s findings, it failed to demonstrate any serious effort to address the lack of workforce diversity at the mid-career and senior levels. The study will likely ramp up pressure on the State Department from lawmakers on Capitol Hill, who originally requested the GAO study, to invest more in retaining a diverse workforce. The January Government Accountability Office report on diversity failures at State doesn’t try to explain causality, but the numbers speak for themselves. GAO analyzed the number of years until promotion from early career ranks to the executive rank in both the Civil and Foreign Services. Senior State Department officials have repeatedly said in public that they are prioritizing diversity at the department and that it is a work in progress. These differences existed in both descriptive analyses, which The study will likely ramp up pressure on the State Department from lawmakers on Capitol Hill, who originally requested the GAO study, to invest more in retaining a diverse workforce. These differences existed in both descriptive analyses, which calculated simple averages, and in adjusted analyses, which controlled for certain individual and occupational factors that could influence promotion. In 2017, former Secretary of … President Biden has made clear that prioritizing diversity, equity, inclusion, and accessibility is a national security imperative. Taking additional steps to identify diversity issues could enhance State’s ability to detect and remove barriers to equal participation in its workforce. Office of Public Affairs (202) 512-4800 youngc1@gao.gov. This report examines (1) the demographic composition of State's workforce in fiscal years 2002 through 2018; (2) any differences in promotion outcomes for various demographic groups in State’s workforce; and (3) the extent to which State has identified barriers to diversity in its workforce. This week, the U.S. Government Accountability Office (GAO), an independent federal watchdog, will release a comprehensive study on diversity at the State Department in a first-of-its-kind analysis that will publicize data on the department’s efforts to recruit and retain a diverse talent pool. Irvin Hicks Jr., president of the Thursday Luncheon Group — founded in 1973 to advocate for diplomats who are Black or from other minority backgrounds — described the department’s diversity issues as “systemic.” The State Department has been working since 1963 to boost Black recruitment, with only slow and uneven progress to show. . Our problems begin at the beginning, with recruitment. But the Government Accountability Office says the department lacks diversity. WASHINGTON, Feb. 26, 2020 /PRNewswire/ -- The GAO report on diversity at the U.S. Department of State, released Feb. 25, is sobering but not surprising. The GAO reported that between fiscal years 2002 and 2018, the proportion of racial or ethnic minorities working full-time at the Department increased, but … However, other State analysis, GAO’s analysis, and GAO’s interviews with State employee groups highlighted additional issues that could indicate barriers. Here at GAO, we are committed to creating a diverse workforce and an inclusive work environment, which we consider to be an asset to the agency and the federal government as a whole.In December 2014, GAO was named not only one of the best places to work among mid-size agencies, but also received top ranking in that category for our support of diversity. Secretary of State Mike Pompeo, along with his predecessors, touted the importance of recruiting a pool of talent for the State Department that extends beyond white men, who have dominated the institution for most of its existence. For instance, the proportion of Hispanics increased from 5 percent to 7 percent, while the proportion of African Americans decreased from 17 to 15 percent. (Recommendation 1), State Department: Additional Steps Are Needed to Identify Potential Barriers to Diversity. The department’s 23,000 or so American staff may be the global face of America, but they don’t look like it. State has expressed a commitment to maintaining a workforce that reflects the diverse composition of the United States and has undertaken efforts to increase representation of diverse groups in its Civil and Foreign Services. In the past, the State Department has acknowledged its lack of workforce diversity and pledged to take concrete steps to remedy this problem. In its annual reports to the Equal Employment Opportunity Commission (EEOC), State has identified issues such as underrepresentation of Hispanic employees. STATE DEPARTMENT: Additional Steps Are Needed to Identify Barriers to Workforce Diversity eBook: U.S Government Accountability Office: Amazon.ca: Kindle Store This report examines (1) the demographic composition of State's workforce in fiscal years 2002 through 2018; (2) any differences in promotion outcomes for various demographic groups in State’s workforce; and (3) the extent to which State has identified barriers to diversity in its workforce. The Government Accountability Office analyzed data for over 40,000 employees who worked at the department from 2002 to 2018 and found “uneven progress” in improving diversity. View the transcript. The U.S. Department of State has been vowing for years to make its workforce look like the country itself. Ryan Heath, Politico, March 16, 2021 . Additionally, racial or ethnic minority men and women in the civil service “had statistically significantly lower odds of promotion” than white men, according to the study. “You don’t need a GAO report to tell you that. The State Department has expressed a commitment to building a workforce that reflects the diverse composition of the United States. State’s most recent Diversity and Inclusion Strategic Plan, issued in 2016, describes the department’s recruitment, career development, and bureau-level diversity initiatives, among others. There are generally … State Department Struggling on Diversity,... With several exceptions, the State Department is falling short in many categories, despite recent public statements from senior department officials to the contrary, according to a draft copy of the study reviewed by. To see more, visit https://www.npr.org. This hearing will assess the Department of State’s efforts to create a more diverse and inclusive workforce. WASHINGTON, Feb. 26, 2020 /PRNewswire/ -- The GAO report on diversity at the U.S. Department of State, released Feb. 25, is sobering but not surprising. Publicly Released: Feb 25, 2020. The U.S. Government Accountability Office (GAO) is a legislative branch government agency that provides auditing, evaluation, and investigative services for the United States Congress. But some critics say those initiatives are falling short, particularly on the matter of retaining employees from racially and ethnically diverse backgrounds once they’re hired. The proportion of African American women at State overall decreased from 13 to 9 percent and within the foreign service increased from 2 to 3 percent. To do that well, we must recruit and retain a workforce that truly reflects America. Compared with the descriptive analyses, the adjusted analyses found smaller percentage differences between promotion outcomes for racial or ethnic minorities and whites in State’s Civil Service and some evidence of smaller percentage differences in State’s Foreign Service. The study appears to contradict statements from senior State Department officials. Diversity in State Department Workforce in Fiscal Years 2002 and 2018 GAO’ sa nlye ofS t drfic 20h ug 18 differences in promotion outcomes for racial or ethnic minorities and whites. [23] According to the plan, having a workforce that reflects the composition of U.S. citizenry is a long-standing commitment that continues to be a department priority “today and into the future.” Dr. Gao is an associate professor of Mechanical Engineering. The proportion of African Americans in the foreign service increased only from 6 to 7 percent between fiscal years 2002 and 2018. The direction of change for specific groups varied. The Abraham Accords are spurring Israel’s Arab entrepreneurs to bridge cultures. GAO analyzed State’s … minorities and women was lowest in the higher ranks of State’s workforce. The Secretary of State should take additional steps to identify diversity issues that could indicate potential barriers to equal opportunity in its workforce. The GAO reported that between fiscal years 2002 and 2018, the proportion of racial or ethnic minorities working full-time at the Department increased, but only by 4 percent. GAO’s analyses of State data for fiscal years 2002 through 2018 found differences in promotion outcomes for racial or ethnic minorities and whites. The GAO reported that between fiscal years 2002 and 2018, the proportion of racial or ethnic minorities working full-time at the Department increased, but only by 4 percent. A new book argues that Churchill’s famous folly was ultimately about food, fear, and free trade. Tillerson “hasn’t put his money where his mouth is.”. Our rigorous testing process brings in smart, educated and intelligent FSOs, but it has also welcomed racists, sexists and those indifferent to both. The Department of State has appointed Ambassador Gina Abercrombie-Winstanley as Chief Diversity and Inclusion Officer (CDIO). Antony Blinken’s State Department is racing to address a 232-year-old problem: the overwhelming and entrenched whiteness of the nation’s oldest government agency. The State Department’s official historians say that minority staff made up 12.5 percent of employees at the end of the 1980s.According to Government Accountability Office … According to Government Accountability Office figures from 2020, the ratio of African American employees has fallen since 2002. Also, the proportion of racial or ethnic minorities and women was lowest at management and executive levels. Already a circular economy leader in technology, Italy must involve communities if its “green recovery” is to succeed. WASHINGTON, Feb. 26, 2020 /PRNewswire/ -- The GAO report on diversity at the U.S. Department of State, released Feb. 25, is sobering but not surprising. The GAO report on the State Department’s diversity challenges, released in February and based on data from 2002 to 2018, found that the department is falling short of improving diversity … President Biden has made clear that prioritizing diversity, equity, inclusion, and accessibility is a national security imperative. For example, State could conduct additional analyses of workforce data and of employee groups' feedback. GAO’s analyses of State data for fiscal years 2002 through 2018 found differences in promotion outcomes for racial or ethnic minorities and whites and for men and women. The U.S. State Department is seen in Washington on Nov. 29, 2010. GAO Finds Diversity Patterns at USAID Similar to Those at State . GAO analyzed State’s personnel data for its full-time, permanent, career workforce for fiscal years 2002 through 2018. The overall proportion of racial or ethnic minorities in the Department of State’s (State) full-time, permanent, career workforce increased from 28 to 32 percent from fiscal year 2002 to fiscal year 2018. GAO found these differences in both … The direction of change for specific groups Diversity and Inclusion at GAO Posted on February 25, 2015 by WatchBlog Here at GAO, we are committed to creating a diverse workforce and an inclusive work environment, which we consider to be an asset to the agency and the federal government as a whole. With several exceptions, the State Department is falling short in many categories, despite recent public statements from senior department officials to the contrary, according to a draft copy of the study reviewed by Foreign Policy. State should look at the longstanding issues contributing to its diversity problems and do a better job of addressing barriers to equal opportunity in its workforce. 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