USCG Guangzhou: Gender Disparity in the Awards Nomination Process #FAST

Excerpted from State Department/OCR – FY2019 EEOC Management Directive 715 (MD-715) Part I.1 Report:
PART I, EEO Plan to Eliminate Identified Barrier, requires agencies to report specific plans of action aimed at identifying and removing barriers from their policies, procedures, or practices that limit or restrict free and open competition for groups involving race, ethnicity, and sex groups. To address barriers involving disability status, agencies must establish plans in PART J.
An employee notified S/OCR of an allegation of gender disparity in the awards nomination process for entry level officers in Guangzhou’s consular section. The complaint is that male entry-level officers were nominated for awards but not women. After checking the records, Post HR discovered that this is correct. Of the 21 individual award nominations for entry-level Consular officers, only one was for a female.
The Office of Civil Rights (S/OCR) worked with Human Resources staff in Consulate General (CG) Guangzhou (hereafter referred to as “Post”) to identify possible reasons for the identified trigger. Post has 50 “entry-level officers” (ELOs). The focus of this barrier analysis is first or second tour, tenured or untenured, generalists and specialists as well as Consular Fellows/other limited non-career appointments and Consular Adjudicator-eligible family members employed in the Consular Section of the CG. This pool of employees comprise 35 male employees and 15 female employees. The trigger indicates that 17 out of 35 men (49%) received an award and that 3 out of 15 women (20%) received an award.

S/OCR asked Post whether selection panels are utilized, whether they believe managers know the procedures for nominating employees, whether employees are aware of the awards program, whether panelists receive training, among other questions.

S/OCR also acquired a breakdown of Post by gender and award recipient, grouped by supervisors. The 50 employees were spread across eight supervisors with some sections as large as 12 and some as small as two. The different sections were usually similar in male/ female proportion.

S/OCR is pleased to see that Post has a very involved awards program. Not only do awards seem to be encouraged, but Post follows up with information sessions to help guide the process.

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