Changes and Challenges

Transcription

1 Women Federal in Supervisors: the Federal A Call Workforce: to Action Changes and Challenges American Bar Association Federal Sector Labor & Employment Law Committee 2013 Midyear Meeting April 10, 2013 U.S. Merit Systems Protection Board Office of Policy and Evaluation

2 U.S. Merit Systems Protection Board Mission Serve as the guardian of Federal merit systems Adjudication Merit System Studies Review of Significant Actions of OPM

3 A look at... Overview The world of Federal work The Federal workforce Federal workplaces Federal employees Drawing on... MSPB research Discussion your insights and experiences

4 MSPB Research 1992 Given current trends, the percentage of professional and administrative jobs held by women will grow from 34 percent in 1990 to 42 percent by But even [then] women will remain significantly underrepresented in senior levels, holding less than one-third of senior executive positions. Women do confront inequitable barriers to advancement in their Federal careers...[in] the form of subtle assumptions, attitudes, and stereotypes which affect how managers sometimes view women s potential for advancement and, in some cases, their effectiveness on the job....women surveyed expressed just as much commitment to their jobs and career advancement as men. However, there is evidence to suggest that women are often perceived to be less committed to their jobs than men. Particularly susceptible to this misperception are women in the first 5 years of their careers and, throughout their careers, women with children...

5 What Has Changed? 24/7 Telework Alternative work schedules Technology Continued growth in knowledge work FMLA (1993) Flexible spending accounts (2003)* Lilly Ledbetter Fair Pay Act (2009) Armed conflicts and 9/11 Economy Culture what people want? Culture what society expects?

6 Better options. Better Careers at Veterans Affairs (VA). Department of Veterans Affairs (VA), one of the largest employers of women in the Nation, offers many medical and non-medical careers that allow you to provide the best care to America's heroes including a growing number of female Veterans. And as the country's largest health care system, we offer several benefits designed to give you a better work-life balance, such as flexible schedules, teleworking options, child care subsidies and, in some cases, on-site child care. Add to that the exceptional training and educational programs available at over 1,400 locations in the U.S., D.C. and U.S. territories, and you have career options rich with growth and advancement opportunities in an environment where everyone is valued and respected. At VA, the possibilities of what you can do and achieve are truly endless.

7 Career Opportunities with the Transportation Security Administration Let your career take flight and make a world of difference to the traveling public and protect our nation's transportation infrastructure. The Transportation Security Administration (TSA) is looking for dedicated working moms to join their team and help TSA secure freedom of movement. This professional workforce is looking for individuals that could continue mission and are interested in: Stability of a Government Job Ensuring National Security Helping People Competitive Pay and Benefits Career Growth Opportunities Diverse Workforce Fast-paced Job Working moms will receive competitive compensation and all Federal benefits, including a variety of health insurance options, retirement plan, flexible work schedules, parttime opportunities with fulltime benefits, transportation subsidies and more. There are various career areas and opportunities to choose within the TSA, including: Transportation Security Officers Federal Air Marshal Service Management, Administrative and Professional For more information on these career areas and to learn more, visit TSA Jobs. You can also text TSA to 95495, or call

8 A Look at the Federal Workforce

9 Representation of Women in P/A Occupations 20% 36% 26% 39% 33% 41% 35% 45% 45% 44% 44% 41% 38% Professional 12% Administrative Source: Central Personnel Data File, Full-Time Permanent Employees, September 2010.

10 Pay of Women in P/A Occupations Median Salaries of Women as % of Median for Men Source: Central Personnel Data File, Full-Time Permanent Employees, September 2010.

11 What s going on? Discussion Topic What s driving the trends?

12 Possible Reasons for Pay Gaps Measurable from CPDF: Occupation Education Federal experience (quantity) Geographic location Difficult to measure factors: Experience outside Federal Government Quality of experience Societal expectations that influence behavior Discrimination (e.g., based on ethnicity/race and gender)

13 Federal Government Women in Selected Occupations Source: Central Personnel Data File, full-time employees, September 1980-September 2011.

14 Federal Government Pay in Selected Occupations (Median Salary for Women as Percentage of Median Salary for Men) Source: Central Personnel Data File, full-time employees, September 1980-September 2011.

15 Attorneys Paid Under the General Schedule

16 Continuity and Change: Level and Role Women in higher-level and supervisory positions Source: Central Personnel Data File, Full-Time Permanent Employees, September 2010.

17 A Look at Federal Workplaces

18 Employee Perceptions: Discrimination Percentage of employees indicating denial of a job, promotion, or pay increase on the listed basis. Source: U.S. MSPB, Merit Principles Surveys.

19 Federal Employees Perceived Fairness Have you been treated fairly in the past 2 years in... Agreement Women Men Assignments 66% 73% Training 66% 67% Advancement 54% 56% Appraisals 73% 74% Awards 57% 57% Discipline 79% 81%

20 Employee Perceptions: Environment Women and men are respected equally. Standards are higher for women than for men.

21 What has changed? Discussion Topic Formal policies and practices? Education of managers and employees? Leadership? Assumptions and attitudes? What challenges remain? In policies, education, attitudes? Other?

22 Assumptions and Interpretations: A Thought Exercise Behavior Is a manager who provides clear and forceful direction to staff... Is a leader who seeks and considers others views... Is a fast track employee who travels and works long hours... Is a supervisor who empathizes with employees concerns... Is a project manager who counsels a team member... Is a law associate who leaves early to attend a child s soccer game... Interpretation Decisive? Bossy? Politically savvy? Weak? Supporting the family? Abandoning the family? Compassionate? Emotional? Providing constructive criticism? Being nit-picky? A great dad? A mommy-tracker?

23 Advancement: What Matters Most? People are promoted because of

24 Employee Views: Accelerators and Decelerators Lack of Mentor Supportive supervisor Developmental assignments Formal education Disability Accent Mentor Supportive supervisor High performance Challenging assignments Extensive work experience Contacts Specialized training Formal education Opportunity to act

25 Challenges for Organizations and Leaders Identifying and correcting clear problems Discrimination and acting on preferences Deficient supervision Improving inclusion Becoming aware of assumptions Seeing potential Distinguishing business needs from organizational habits and personal preferences

26 A Look at Federal Employees

27 Federal Employees Career Commitment Statement Agreement Women Men I volunteer for difficult assignments. 75% 76% I am willing to devote whatever time is necessary to my job to advance my career. I am willing to develop myself professionally on my own time or money. 70% 74% 70% 71% I am willing to relocate to advance my career. 37% 45%

28 Advancement: Reasons for Opting Out Employees citing listed reason for not seeking a higher-level position

29 Work and Family: Having and Doing It All? Employees indicating that caring for a family member had significantly affected availability for work

30 Work/Life Balance: Actions and Career Effects Action Taken Positive Negative Flexible work schedule 64% 56% 5% Intermittent leave 33% 27% 19% Job change same agency 31% 69% 8% Extended leave (4+ weeks) 23% 25% 22% Spouse adjusted schedule 20% 43% 11% Telework 20% 49% 7% Job change different agency 17% 67% 11% Left Federal service 14% 38% 28% Part-time schedule 7% 29% 32% Figures reflect percentage of women indicating they had taken the listed action to balance work and life/family responsibilities.

31 MSPB Research 2011 More women are employed in positions in professional and administrative occupations, which offer the greatest opportunities for pay and advancement. Increases in the representation of women in the executive ranks have outpaced projections from MSPB s 1992 study. Pay differences between women and men have been considerably reduced. Fewer women believe that they have been subjected to overt or subtle discrimination at work. [Analysis] of promotion rates supports a belief that the prevalence and force of stereotypical assumptions about the abilities and appropriate roles of women have greatly diminished....sex-based discrimination and stereotypes have not yet completely disappeared... However, most issues that are critical to the fair treatment and advancement of women are universal. [Issues] important to both women and men include the recruitment and selection of supervisors, career management..., and balancing demanding jobs with life/family responsibilities.

32 Recommendations Continued attention needed Improving management practices and communication with employees Raising supervisory/managerial competence and accountability Establishing and sustaining trust Coaching employees and viewing each person as an individual not a stereotype

33 Questions? Reactions? MSPB Studies ListServ Subscribe to the MSPB Studies Listserv is on the left margin.