Equal Opportunity vs. Equal Results- In 2007 the Federal Government Continued to Discriminate Against Whites and Males

In 2007 the Federal Government Continued to Discriminate Against Whites and Males

Equal Opportunity vs. Equal Results
Web Posted July 23, 2007

[July 23, 2007 -- Washington, DC]  Today Adversity.Net released its seventh annual analysis and critique of federal overhiring of selected races in the name of “affirmative action”. The government’s official statistics show a pattern of “un-hiring” and “retiring” white males and other non-preferred groups while overhiring blacks and other preferred groups by dozens or hundreds of percent above their proportion in the civilian work force.  It is alright for the feds to violate the AA creed of “proportional representation” as long as the disproportion favors certain races.

7 year non-minority downward trend 7 year upward minority trend
This graphic shows the dramatic downward trend in federal hiring of non-preferred groups (white males and others) from 2000 to the present. This graphic shows the dramatic upward trend in federal hiring of preferred minorities from 2000 to the present.

Adversity.Net’s analysis is based on the U.S. Office of Personnel Management’s annual report “Federal Equal Opportunity Recruitment Program”.

This year’s OPM report — covering federal Fiscal Year 2006 — among other things boasts that the feds hired 6,912 new minorities last year while at the same time “dis-hiring” or “retiring” 6,280 white males and other non-preferred groups. As always, the OPM report is confounding in two regards.  First, the OPM defines “women” as minorities which category includes women of all races including “white”.  Second, the OPM continues to refuse to publish any data whatsoever regarding employment of white males, and studiously avoids presenting data which depicts the decrease in employment of white males and other non-preferred groups.

From FY 2001 through FY 2006 a net total of 48,033 new minority employees have been hired by the feds.  During the same period there has been a net decrease of 3,960 white male employees in federal jobs.  See table and graphic, below:

Fiscal Year: New Minority Jobs: New Non-Minority Jobs:
2001 9,490 2,820
2002 3,451 -5,309
2003 864 -7,529
*2004 21,078 16,517
2005 6,238 -4,179
2006 6,912 -6,280
TOTAL: 48,033 -3,960
Minority Gains 2001 - 2006

*NOTE: FY 2004 represents an artificial “spike” in the data.  In 2004 the U.S. OPM added 168,616 job classifications to their annual EEO tally, causing a one-time distortion in data for that year.  Also in 2004 OPM began using 2000 census data as the basis for its underrepresentation computations whereas in prior years they used 1990 census data.


The feds exceed their hiring quotas for blacks in all 23 independent federal agencies.

In fact, in the top three independent federal agencies for black quota hires, the other preferred groups did not do so well.

Blacks vs. Other Groups_INDEP.jpg (77759 bytes) CSOS (Court Services and Offender Supervision Agency) overhired blacks by 808% over their proportion in the civilian labor force.GPO (U.S. Gov’t Printing Office) overhired blacks by 503% over their proportion in the civilian labor force.

PBGC (the Pension Benefit Guaranty Corporation) overhired blacks by 409% over their proportion in the civilian labor force.

Almost all the other preferred race / gender groups in these three agencies were hired at rates at or below their proportion in the civilian labor force.


Similarly, in 17 of the 18 federal executive departments, blacks were overhired by 14% to 363% over their proportion in the civilian labor force.  The graphic below illustrates the dramatic overhiring of blacks by the top three federal executive departments:

Blacks vs. Other Groups_EXEC.jpg (69157 bytes) HUD (U.S. Dept. of Housing and Urban Development) overhired blacks by 363% over their proportion in the civilian labor force.The Department of Education overhired blacks by 329% over their proportion in the civilian labor force.

And the U.S. Department of State overhired blacks by 231% over their proportion in the civilian labor force.

Most of the other preferred groups were hired by these three agencies at significantly lower levels than blacks.

Independent Federal Agencies:
BLACKS

Blacks overhired in all 22 independent federal agencies
% Overhiring of Blacks in All 22 Independent Federal Agencies
According to OPM’s FY 2006 report, all 23 independent federal agencies exceeded their racial quotas for hiring blacks by dozens or even hundreds of percent. Next:
Next: Blacks in Federal Executive Departments
Exec.
Depts.

This year the First Place prize in the federal quota competition again goes to Court Services and Offender Services (CSOS) for employing 808% more blacks than their affirmative action target (quota).

And NASA again came in dead last by exceeding its black hiring quota by a mere 49%

Each of the other 23 independent federal agencies exceeded their racial quotas for hiring blacks in FY 2006 by 62% to 503%.

Five Best Agencies for Blacks

Five Best Independent Federal Agencies for Blacks
In FY 2006 the five best independent agencies for blacks turned out to be among the worst for the other preferred minorities.
Five Best Independent Federal Agencies for Blacks
This graphic shows the same “five best independent agencies for blacks” without all the other preferred races.

The five best independent agencies for overhing blacks in FY 2006 were CSOS (808%), U.S. GPO (503%), the Pension Benefit Guaranty Corporation (PBGC) at 409%, the EEOC (401%), and the Smithsonian Institution (338%).

Five Worst Agencies for Blacks

Five worst federal agencies for black overhiring
In FY 2006 these five federal agencies had the “lowest” rate of overhiring blacks.
Five worst federal agencies for black overhiring
Same five agencies without the other races shown.

The five “worst” agencies for blacks still over shot their racial quotas by significant amounts:  NASA (49%), the National Credit Union Association (NCUA) at 62%, NRC (68%), FDIC (97%), and the Securities and Exchange Commission at 113%.   These percentages represent the amount by which the agency overhired blacks as compared to the availability of this group in the civilian work force.


1.2 – Federal Executive Departments:
BLACKS

Next:
Down: Detailed Table for Executive Departments
Data
Tables
OPM’s FY 2006 report reveals that among the 18 federal executive departments, once again this year only the Department of the Interior failed to achieve its racial hiring goal (quota) for hiring blacks.  Interior “under” hired blacks by -37%, i.e., they don’t “look like America” because they hired 37% fewer blacks than are available in the civilian labor force.
001_blacks_exec.jpg (92403 bytes)
% Overhiring of Blacks in 17 of the 18 Federal Executive Departments
(based on OPM’s FY 2006 report)

All of the other 17 federal executive departments exceeded their racial quotas for hiring blacks by a minimum of +14% (Air Force) to an impressive +363% (Housing and Urban Development).

Five Best Departments for Blacks

Five best federal executive departments for hiring blacks Five best federal executive departments for hiring blacks

The five “best” federal executive departments for overhing blacks were HUD (363%), the Dept. of Education (329%), the Dept. of State (231%), the Labor Dept. (176%), and the Veteran’s Administration (147%).

Five Worst Departments for Blacks

Five worst executive departments for overhiring blacks
In FY 2006 these five departments had the lowest rate of overhiring blacks beyond their quota.
Five worst executive departments for overhiring blacks
Five worst departments without the other preferred groups shown.

Most of the bottom five “worst” independent agencies for overhiring blacks in FY 2006 still managed to exceed their quota by significant percentages.  The exception is the Dept. of the Interior which once again missed their quota by -37%.  However, the next “worst” agency for blacks, the Air Force, exceeded their quota for blacks by 14%, the Dept. of Agriculture by 15%, the Navy by 19%, and the U.S. Dept. of Transportation by 22%.


1.1.1 – Independent Federal Agencies:
BLACKS – DATA AND COMPUTATIONS
(Web Posted 07/23/07 — © Adversity.Net 2007)

UP:
UP: Independent Agency Graphs
Indep.
Agency
Graphs
Blacks Exceeded Their Relevant Civilian Labor Force Representation in All 23 Independent Federal Agencies
Representation of Blacks in Independent Agencies – September 30, 2006
(RCLF percentages are unique to each agency based on agency specific occupations)

Federal Equal Opportunity Recruitment Program FY 2006, p. 16
Down:
DOWN: Executive Dept Data Tables
Exec.
Dept.
Data
Tables
Independent Federal Agency: (A)
% in Relevant Civilian Labor Force (RCLF)
(affirmative action target)
(B)
% in Federal Workforce (FW)
(actual % employed by agency)
(C)
Difference between target (col A) and actual (col B)
(D)
Rate of OVER (under) hiring selected minority group by agency
NOTES: Note 1 Note 1 Note 2 Note 3
AID – Agency for International Development 8.6 28.9 +20.3 +236.0%
Interpretation:
Agency hired 236.0% more blacks than their proportion in the civilian labor force
BBG - Broadcasting Board of Governors (formerly United States Information Agency) 8.7 20.7 +12.0 +137.9%
CSOS - Court Services and Offender Services 9.0 81.7 +72.7 +807.8%
EEOC - Equal Employment Opportunity Commission 8.6 43.1 +34.5 +401.2%
EPA - Environmental Protection Agency 8.1 18.1 +10.0 +123.5%
FCC - Federal Communications Commission 8.4 32.4 +24.0 +285.7%
FDIC - Federal Deposit Insurance Corporation 8.7 17.1 +8.4 +96.6%
FTC - Federal Trade Commission 7.9 20.6 +12.7 +160.8%
GPO – Government Printing Office 9.3 56.1 +46.8 +503.2%
GSA - General Services Administration 8.7 26.5 +17.8 +204.6%
NARA - National Archives and Records Administration 9.0 29.0 +20.0 +222.2%
NASA - National Aeronautics and Space Administration 7.9 11.8 +3.9 +49.4%
NCUA – National Credit Union Association 8.1 13.1 +5.0 +61.7%
NLRB - National Labor Relations Board 8.6 21.3 +12.7 +147.7%
NRC - Nuclear Regulatory Commission 8.2 13.8 +5.6 +68.3%
NSF - National Science Foundation 7.7 32.2 +24.5 +318.2%
OPM - Office of Personnel Management 9.7 23.7 +14.0 +144.3%
PBGC - Pension Benefit Guaranty Corporation 8.1 41.2 +33.1 +408.6%
RRB - Railroad Retirement Board 8.1 32.6 +24.5 +302.5%
SBA - Small Business Administration 8.8 26.6 +17.8 +202.3%
SEC – Securities and Exchange Commission 8.7 18.5 +9.8 +112.6%
SI - Smithsonian Institution 9.1 39.9 +30.8 +338.5%
SSA - Social Security Administration 9.5 28.1 +18.6 +195.8%
NOTES: Note 1 Note 1 Note 2 Note 3
Note 1 — Source: OPM “Annual Report to Congress; Federal Equal Opportunity Recruitment Program FY 2006 (October 1, 2005 – September 30, 2006).  Page 16.  Current link to original OPM report:  http://adversity.net/fed_stats/OPM2007/feorp2006.pdfNote 2 — Our computation:  Col (B) – Col (A) = Col (C)

Note 3 — Our computation:   [Col (C) / Col (A)] X 100 = Col (D).  This figure represents the % by which the agency has over (or under) hired blacks when compared to the % of blacks in the relevant civilian labor force.


1.2.1 – Federal Executive Departments:
BLACKS – DATA AND COMPUTATIONS
(Web Posted 07/23/07 — © Adversity.Net 2007)

Down:
INDEX:  More Minority Hiring Pages
Index
Blacks Exceeded Their Relevant Civilian Labor Force Representation in 17 of 18 Federal Executive Departments
Representation of Blacks in Executive Departments – September 30, 2006
(RCLF percentages are unique to each agency based on agency specific occupations)
Federal Equal Opportunity Recruitment Program FY 2006, p. 15
Prev:
UP: Independent Agencies
Indep Agency
Data
Tables
Federal Executive Department: (A)
% in Relevant Civilian Labor Force (RCLF)
(affirmative action target)
(B)
% in Federal Workforce (FW)
(actual % employed by agency)
(C)
Difference between target (col A) and actual (col B)
(D)
Rate of over (under) hiring selected minority group by agency
NOTES: Note 1 Note 1 Note 2 Note 3
Agriculture – USDA, U.S. Department of Agriculture 9.4 10.8 +1.4 +14.9%
Interpretation:
Agency hired 14.9% more blacks than their proportion in the civilian labor force
Air Force – Department of the Air Force 9.8 11.2 +1.4 +14.3%
Army – Department of the Army 9.7 16.1 +6.4 +66.0%
Commerce – Department of Commerce 9.2 16.5 +7.3 +79.4%
Defense Activities – (formerly listed as “DoD, Department of Defense”) 9.8 20.0 +10.2 +104.1%
Department of Homeland Security 9.1 15.1 +6.0 +65.9%
Education – DOE, Department of Education 8.6 36.9 +28.3 +329.1%
Energy – DOE, Department of Energy 7.8 11.2 +3.4 +43.6%
HHS – Health and Human Services 10.2 18.8 +8.6 +84.3%
HUD – Department of Housing and Urban Development 8.1 37.5 +29.4 +363.0%
Interior – Department of the Interior 9.4 5.9 -3.5 -37.2%
Justice – DOJ, Department of Justice (includes Office of Civil Rights – DOJ OCR) 9.5 17.5 +8.0 +84.2%
Labor – DOL, Department of Labor 8.4 23.2 +14.8 +176.2%
Navy – Department of the Navy 10.9 13.0 +2.1 +19.3%
State – Department of State 9.9 32.8 +22.9 +231.3%
Transportation – DOT, Department of Transportation 9.1 11.1 +2.0 +22.0%
Treasury – Department of the Treasury (includes IRS) 10 24.1 +14.1 +141.0%
VA – Department of Veteran’s Affairs 9.9 24.5 +14.6 +147.5%
NOTES: Note 1 Note 1 Note 2 Note 3
Note 1 — Source: OPM “Annual Report to Congress; Federal Equal Opportunity Recruitment Program FY 2006 (October 1, 2005 – September 30, 2006).  Page 15.  Current link to original OPM report:  http://adversity.net/fed_stats/OPM2007/feorp2006.pdfNote 2 — Our computation:  Col (B) – Col (A) = Col (C)

Note 3 — Our computation:   [Col (C) / Col (A)] X 100 = Col (D). This figure represents the % by which the agency has over (or under) hired blacks when compared to the % of blacks in the relevant civilian labor force.


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