DOJ OIG Releases Review of Gender Equity within Agency

The Department of Justice has released the results of a review of gender equity across the department’s various law enforcement components.

 The review was “initiated after receiving several complaints from various sources, including Senator Charles E. Grassley and DOJ employees, expressing concerns about gender discrimination and harassment in the Department’s law enforcement components.”

The review was conducted by DOJ’s Office of Inspector General (OIG) and looked at Fiscal Years 2011 through 2016, aiming “to gauge employees’ perceptions about whether all staff have the same career opportunities regardless of gender.” In conducting the review, OIG “conducted 133 individual interviews as well as 57 focus groups with a total of 228 participants.”

Of those surveyed, 52 percent said their agency “had a gender equitable culture.” However, several data points appear alarming, including what the OIG deemed one of its “most striking findings:” that “women in Special Agent and Deputy U.S. Marshal (Criminal Investigator) positions consistently reported distinctly more negative perceptions of equity and experiences with differing treatment and discrimination than other staff in the four law enforcement components.”

One key factor: “the representation of women forms an important part of staff perceptions about gender equity,” with the OIG noting that only 16 percent of the Criminal Investigator population is female.

Among the report’s other findings were that “female criminal investigators frequently reported gender discrimination” and that “both men and women believed that personnel decisions, including promotions, were based on personal relationships more than merit.” Furthermore, “dissatisfaction with and mistrust about the EEO process and fear of retaliation may limit the utility of the process as a tool to address discrimination.”

The OIG offers six recommendations at the conclusion of the 100-page report:

  1. Assess recruitment, hiring, and retention activities to identify barriers to

gender equity in the workforce.

  1. Develop and implement component-level recruiting, hiring, and retention

strategies and goals that address the identified barriers to gender equity in

the workforce.

  1. Develop and implement a plan to track and analyze demographic information

on newly hired staff and applicants, as appropriate, to evaluate recruitment strategies.

  1. Identify and take steps to address barriers to advancement for women within the component and among different job types.
  1. Develop and implement methods to improve the objectivity and transparency of the merit promotion process.
  1. Develop and implement methods to address perceptions of stigmatization and retaliation associated with the Equal Employment Opportunity complaint process.

Posted in Featured News


This Week on FEDtalk

Long Term Planning and Supplemental Insurance Options for Feds

Weighing the pros and cons of various insurance options can be difficult.  Tune into FEDtalk this Friday for a clear explanation of the long term planning and supplemental insurance options available to federal employees.

Read more ...

Hear it from FLEOA

FLEOA Highlights Important Policy, People During Police Week

The Federal Law Enforcement Officers Association (FLEOA) is continually committed to serving our members and the federal law enforcement community. This Police Week, FLEOA has dedicated special time and attention to pushing policy that helps the law enforcement community protect and serve their community. From events highlighting the importance of police to meetings on the Hill, FLEOA is excited to engage the public and policy makers on law enforcement issues during this time of heightened awareness.

Read more ...

The free weekly e-report for Federal Law Enforcement

Get in touch with us

Email FEDagent publisher

Copyright 2019
Hosted by Peak Media Company, LLC