2005 Equal Employment Opportunity Information on Personnel Actions, Employee Concerns, And Oversight at Six Doe Laboratories

By Biggert, Judy

Book Id: WPLBN0000073366
Format Type: PDF eBook
File Size: 3.1 MB
Reproduction Date: 2005

Title:	2005 Equal Employment Opportunity Information on Personnel Actions, Employee Concerns, And Oversight at Six Doe Laboratories
Author:	Biggert, Judy
Volume:
Language:	English
Subject:	Government publications, Accountability in government, United States. General Accounting Office
Collections:	Government Library Collection, Government Accountability Integrity Reliability Office Collection
Historic Publication Date:
Publisher:	United States General Accounting Office (Gao)


Citation APA MLA Chicago Biggert, J. (n.d.). 2005 Equal Employment Opportunity Information on Personnel Actions, Employee Concerns, And Oversight at Six Doe Laboratories. Retrieved from http://www.gutenberg.us/

Description
Government Accountability Integrity Reliability Office Collection

Excerpt
Excerpt: For fiscal years 2001 through mid-2004, GAO found some statistically significant differences in salaries, merit pay increases, and separation patterns for managerial and professional women and minorities when compared with men and Whites, and differences in promotion rates when compared with White men. These differences remained despite holding constant factors such as age, education, and occupational category. -- Women were paid 2 to 4 percent less than men at five of the six laboratories, while minorities were paid about 2 percent less than Whites at one laboratory. -- Merit pay increases were comparable for all groups at three of the six laboratories. At the other three laboratories, merit pay increases were higher for women and minorities at one, higher for women at another, and lower for minorities at the third. -- Separation patterns for women and minorities were generally comparable to men and Whites. However, at one laboratory, women were more likely to leave than men, and at another laboratory, minorities were more likely to leave than Whites. -- At one laboratory, selected minority groups were promoted at a rate less than 80 percent of the rate for White men (a ?rule of thumb? used by the Equal Employment Opportunity Commission (EEOC) and OFCCP). Statistically significant differences do not prove or disprove discrimination; rather, they provide information at an aggregate level and may indicate a need for further investigation into their practical significance.