REPORT ON THE HISPANIC EMPLOYMENT CHALLENGE IN THE FEDERAL GOVERNMENT

U.S. Equal Employment Opportunity Commission
The Federal Hispanic Work Group

Executive Summary
On May 21, 2008, U.S. Equal Employment Opportunity Commission Chair Naomi C. Earp, in partnership with the Social Security Administration (SSA) Commissioner Michael J. Astrue, announced the creation of a Federal Hispanic Work Group. This event marked the culmination of a series of discussions between the Chair and representatives of the Hispanic federal and EEO communities.
The Hispanic Work Group was directed to examine concerns about federal sector employment including, but not limited to, hiring, leadership development and retention. More importantly, the Work Group was given the responsibility of formulating recommendations designed to enhance and refocus federal Hispanic employment plans, and to remove barriers and level the playing field to encourage greater opportunities for Hispanic applicants and employees throughout the federal government. The Work Group was tasked with issuing a report containing both assessments of the problems, as well as issues and recommendations on how to resolve them. The enclosed report constitutes the Work Group’s recommendations to the EEOC Chair.
The Work Group divided itself into a series of sub-groups to focus on specific aspects of this problem. The sub-groups included: (a) recruitment and hiring; (b) retention; (c) leadership development; (d) Hispanic Employment Program Managers; (e) accountability; and (f) science, technology, engineering and mathematics. These sub-groups examined data and various facets of the issues, interviewed stakeholders and experts, and developed recommendations to the EEOC Chair.
The Work Group also considered a host of creative ideas and concepts that fell beyond the purview of either the Commission or federal agencies to implement. Included among these are the following: require an agency’s annual budget appropriation to be contingent upon satisfactory EEO performance; pass the Senior Executive Service Diversity Assurance Act; and expand federal employment opportunities to those who are not citizens. These concepts, though noteworthy, could not be included in this report inasmuch as they would require action by the Legislative branch of government.
Examples of the groups’ recommendations are listed below.

Develop a Hispanic Media Outreach Strategy and branding tool to assist agencies in marketing various types of federal employment;
Establish a consortium of federal agencies whose mission-critical occupations include science, technology, engineering and mathematics to coordinate recruitment efforts;
Better utilize intern programs;
Create a government-wide mentoring program;
Create full-time Hispanic Employment Program Manager positions to address Hispanic employment initiatives and programs; and
Include EEO/diversity requirements in all hiring officials’ critical performance elements.

In sum, the enclosed report is designed not only to discuss the problem, but to offer practical, comprehensive solutions that can be adopted by agencies in their effort to enhance employment opportunities for Hispanics.
The Work Group offers its heartfelt thanks to EEOC Chair Naomi C. Earp for her leadership in establishing this Work Group, her continued support and guidance, and enabling us to contribute to this vital endeavor.

To View the Entire Report, go to: http://www.eeoc.gov/federal/report/hwg.html