The U.S. Equal Employment Opportunity Commission
STATE OF EEO IN THE FEDERAL GOVERNMENT
- In FY 2004, there were 2.6 million women and men employed by
the federal government across the country and around the world.
- 57.1% were men and 42.9% were women, a ratio which has changed
only slightly in the last ten years.
- 7.5% were Hispanic, 18.2% were Black, 5.8% were Asian
Americans/Pacific Islanders, 1.7% were American Indians/Alaskan
Natives and 66.9% were White.
- Between FY 2003 to FY 2004, there was little change in the
participation rates of Hispanics and White women within the federal
work force. These groups remain below their availability in the
national civilian labor force as reported in the 2000 census.
- The number of employees with targeted disabilities has been
steadily declining in the past ten years from 31,359 in FY1995 to
25,917 in FY 2004. In FY 2004, individuals with targeted
disabilities were less than one percent (0.99%) of the total work
- Women have made the most gains in securing senior level
positions in the federal government, occupying 25.7% of those
positions in FY 2004, up from 18.5% in FY 1995.
- The average grade level for General Schedule federal employees
(permanent and temporary) was 9.9. Hispanics (9.2), Blacks (8.9)
and American Indians/Alaskan Natives (8.3) all had average grade
levels lower than the government-wide average.
- The average General Schedule grade for women was 9.1, nearly
two grades below the average grade level for men of 10.7.
- The average General Schedule grade level for people with
targeted disabilities was 8.4, nearly two grades below the
government-wide average (for permanent and temporary employees) of
- In FY 2004, EEOC Form 462 reports were timely filed by 106
reporting agencies and EEOC Form 715-01 reports were timely filed
by 71 of the reporting agencies.
- In FY 2004, 17,878 individuals filed 19,024 complaints against
the federal government alleging employment discrimination.
- The number of complaints filed declined by 5.9% from the number
filed the previous year, and there was a 1.1% decrease in the
number of individuals who filed complaints over the same period.
Six percent (6.0%) of the complaints filed were by individuals who
had already filed at least one other complaint during the
- Pre-complaint EEO counseling and alternative dispute resolution
(ADR) programs addressed many employee concerns before they
resulted in a formal EEO complaint. Of the 42,412 instances of
counseling in FY 2004, 50.7% did not result in the filing of a
formal complaint due to either settlement by the parties or
withdrawal of the complaint.
- Federal agencies, as a whole, continued to exceed the
regulatory time frames for investigating EEO complaints. There was
a total of 11,876 investigations completed government-wide in FY
2004 in an average of 280 days. Regulations require these
investigations to be completed in 180 days or less, unless
voluntarily extended no more than 90 days or where the complaint is
amended or consolidated. Using these regulatory standards, only
5,076, or 42.7%, of the investigations were timely completed.
- Agencies issued 6,186 merit decisions without a decision by an
EEOC Administrative Judge, and 2,695 (43.6%) of these decisions
were timely issued.
- Since FY 2000, EEOC's hearings inventory has decreased by
nearly 46.4% from 11,153 cases to 5,975 in FY 2004. The average
processing time for a hearing was 355 days, a 15.7% reduction from
FY 2003's average of 421 days.
- At the end of FY 2004, EEOC's appellate inventory stood at
3,634, a 69.5% reduction from the inventory high of 11,918 appeals
in January 2000. The average processing time for appeals in FY 2004
was 207 days, a 27.4% reduction from FY 2003's average of 285
- In FY 2004, agencies were required to pay monetary benefits
totaling $29.7 million to EEO complainants in response to final
agency decisions, settlement agreements, and final agency actions
in which agencies agreed to fully implement EEOC Administrative
Judge decisions. An additional $22.1 million was paid out in
response to appellate decisions.
- In FY 2004, EEOC engaged in a vigorous proactive prevention
program, reaching a record number of federal employees by providing
over 200 training sessions and responding to nearly 12,000 requests
for technical assistance.
This page was last modified on April 19, 2005.
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