Other measurable factors in our statistical  model—gender, veteran’s status, race, English proficiency, age, disability  status, school attendance (enrolled or not enrolled), employment status  (full or part-time), and geography (state where employed)—had a more  limited or almost no effect on the likelihood of Hispanics being in the  federal workforce. The federal workforce contains a greater percentage of occupations that  require higher levels of education than the CLF. In addition to federal government initiatives, Hispanic-serving  organizations also have ongoing efforts to improve the educational  attainment of Hispanics. EEOC and OPM Have Taken Steps in Their Oversight Roles to Address Hispanic Representation

In their respective oversight roles, both EEOC and OPM report  representation levels of racial, ethnic, and gender groups overall and in  subsets of the federal workforce and require that agencies conduct  analyses of their own workforces. However, the benchmarks that EEOC,  OPM, and agencies use to compare federal workforce representation levels  to the CLF do not differentiate between citizens and noncitizens, and  therefore do not identify how citizenship affects the pool of persons  qualified to work for the federal government. Where differences in  representation occur, such as within occupations or by grade, agencies are  to determine if there are barriers to participation and, if so, develop  strategies to address any barriers. OPM provides human resource guidance  and resources to agencies to assist agencies in implementing these  strategies. Upon completion  of their degree program and SCEP requirements, agencies may  noncompetitively convert participants to permanent employment. In  partnership with vocational-technical schools, the program includes both  on-the-job training and classroom education. OPM currently provides guidance to federal agencies on  recruiting at colleges and universities. Such analyses could provide OPM with  valuable information to help agencies maximize their use of these  programs as part of their overall strategic workforce planning. Objectives, Scope, and Methodology

Our objectives were to (1) identify and analyze the factors that are affecting  Hispanic representation in the federal workforce, (2) examine the steps  that the Equal Employment Opportunity Commission (EEOC) and the  Office of Personnel Management (OPM), in their oversight roles, are taking  related to Hispanic representation, and (3) illustrate the efforts within  selected federal agencies related to Hispanic representation. In addition, we analyzed Hispanic representation in the federal workforce  governmentwide (1) compared to the Civilian Labor Force (CLF), including  and excluding noncitizens; (2) in federal occupations compared to similar  occupations in the CLF; and (3) by pay plan/grade. We used  logistic regression models to estimate likelihood of federal employment. The Effect of Citizenship on the Difference between Hispanics’ and Non- Hispanics’ Likelihood of Employment in the Federal Workforce versus the Nonfederal Workforce

We examined the effect of citizenship on the difference in the likelihood of  Hispanics and non-Hispanics being employed in the federal workforce,  relative to the nonfederal workforce, before examining the effect of all  other factors because the federal government has a general policy and  practice of restricting hiring to U.S. citizens and nationals. Effect of All Factors Considered Simultaneously on the Difference between Hispanics’ and Non- Hispanics’ Likelihood of Employment in the Federal Workforce versus the Nonfederal Workforce

When we estimated the difference in the likelihood of being in the federal  workforce between Hispanics and non-Hispanics using a multivariate  model that accounted for all of the factors simultaneously among citizens,  we found that the odds of being a federal rather than a nonfederal  employee were higher for Hispanic citizens than for non-Hispanic citizens,  by a factor of 1.24.
Why GAO Did This Study

Hispanic representation in the federal workforce has historically been lower than in the Civilian Labor Force (CLF). Understanding factors affecting representation is important to developing and maintaining a high-quality and inclusive workforce. In this report, GAO identifies and analyzes factors affecting Hispanic representation in the federal workforce, examines oversight roles of EEOC and OPM, and provides illustrations of selected federal agencies' efforts with respect to Hispanic representation. GAO constructed a multivariate logistic regression model, with advice from experts, to determine how factors affected the likelihood of Hispanics and non-Hispanics being in the federal versus nonfederal workforce. GAO's analyses are not intended to and do not show the existence or absence of discrimination in the federal workforce.

What GAO Found

U.S. citizenship and educational attainment had the greatest effect, of the measurable factors we identified, on Hispanic representation in the federal workforce. Our statistical model showed that when accounting for citizenship, required for most federal employment, Hispanics were nearly as likely as non-Hispanics to be employed in the federal workforce, relative to the nonfederal workforce (the portion of the CLF excluding federal employees). In addition, the federal workforce has a greater proportion of occupations that require higher levels of education than the CLF. When we compared citizens with similar levels of education, Hispanics were more likely than non-Hispanics to be employed in the federal workforce relative to the nonfederal workforce. Other factors in our model, including age, gender, race, veteran's status, English proficiency, and geography (state where employed), had a more limited or almost no effect on the likelihood of Hispanics being in the federal workforce. In addition to reporting and comparing representation levels overall and in subsets of the federal workforce to the CLF, EEOC and OPM require that agencies analyze their own workforces. However, the CLF benchmarks of representation that EEOC, OPM, and the agencies use do not differentiate between citizens and noncitizens, and therefore do not identify how citizenship affects the pool of persons qualified to work for the federal government. Where these analyses identify differences in representation, EEOC, for example, requires agencies to determine if there are barriers to participation and develop strategies to address them. OPM provides resources and guidance to assist agencies in implementing human capital strategies. Through these efforts, OPM has promoted the use of student employment programs as a source of qualified candidates. Analyzing agency use of these programs, including the extent to which agencies convert participants to permanent employment, could provide OPM with valuable information to assist agencies in maximizing the use of these programs in their strategic workforce planning. The agencies we reviewed use a variety of approaches to address Hispanic representation, including recruiting at colleges and universities with large Hispanic populations, publicizing employment opportunities in Hispanic media, reaching out to Hispanic communities and Hispanic-serving organizations, and using student employment, internship, career development, and training programs. For example, the U.S. Air Force partners with vocational-technical schools to develop aircraft maintenance technicians, and staff at selected National Aeronautics and Space Administration facilities mentor and tutor students to encourage careers in science, technology, engineering, and math.