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Federal Employees News Digest : July 22, 2013
Phil Piemonte, Managing Editor E-mail: email@example.com What's Inside44 JULY 22, 2013 • VOL. 63, NO. 1 Study reveals concerns over diversity, inclusion in federal workplace Male and female federal employees, government-wide, remain close in their perception of job satisfaction---but women report feeling less fairness and empower- ment in the workplace than men, according to a new analysis. Those are among the results contained in a "snapshot" analysis of diversity and inclusion in the federal workplace, which was broken out of the annual Best Places to Work in the Federal Government study by the Partnership for Public Service and Deloitte. That study is in turn based on responses to questions contained in the Office of Personnel Management's 2012 Federal Employee Viewpoint Survey. The new analysis found that women scored about four points lower than men on a scale of 100 points when ranking empow- erment in the "effective leadership" portion of the survey (46.0 for women vs. 49.6 for men), and fairness (51.6 vs. 55.8). In terms of the percentage of positive responses to eight questions focusing on effective leadership, empowerment, fairness and support of diversity, women trailed men in every category. Worse, the gap by which women trailed men for each ques- tion widened from 2011 to 2012. For example, in response to the state- ment, "Employees have a feeling of per- sonal empowerment with respect to work processes," the 2011 gap of 2.9 percentage points between women (45.8 percent posi- tive) and men (48.7 percent positive) grew to a 4.1 percentage point gap in 2012---42.2 percent for women vs. 46.3 percent for men. Dan Helfrich, principal for Federal Strategy & Operations and Human Capital at Deloitte, told FEND that the report doesn't have a mechanism to explain why that gap has gotten worse. But he and others note that it comes along with tough times more generally for federal employees. "Over the past couple of years, my anec- dotal observation is that other issues---the federal budget, compensation for employ- ees, and other things---have been front- burner topics, while diversity and inclusion have fallen more a bit to the back burner," Helfrich told FEND. "I think you see the [effects] of that in these results," he continued. "That is, the level of emphasis---or in this case, de- emphasis; you see that in some of these gaps that have opened up." Racial/ethnic differences The analysis also looked at 2012 scores by racial and ethnic group. In 2012, Asian employees posted the highest overall satisfac- tion score among racial or ethnic groups---68.8 out of 100 on the Best Places index. Behind Asians, other ethnic groups reported a remarkably similar take on most key issues in the survey. Black/African American, Hispanic/Latino and white post- ed almost identical scores of 64.9, 64.4 and 64.4, respectively. Asians' scores also indicated a more posi- tive perception of effective leadership and support for diversity than any other racial or ethnic group. The snapshot analysis also examined perceptions of diversity and inclusion for Lunch money For years financial planners have urged us to have a rainy day fund. Enough money to tide us over while we are paying for a medical emergency, or some major family financial problem. Or thelossofajob,ora major drop in income. Depending on the advisor---and his or her philosophy and definition of what a financial crises is--- most recommend a stash of cash to cover anywhere from three months to 12 months of living expenses. Most of us, even if we have such a fund, probably don't have enough money in it. Many recent retirees had been hit hard because of the time it can take---months, and in some cases even a year or more--- before they get their first full annuity check. So what do we do? Maybe take a lesson from Edward Snowden. While his education, Army training (if any), duties and salary are in dispute, some reports have said he left his National Security Agency contractor job in Hawaii while making about $120,000 a year. He has said he left a "comfortable" $200K job for a higher cause. Either amount, $120,000 or better yet $200,000, is a lot. Definitely a living wage. Definitely in the upper levels of American wage-earners. Yet in the D.C. area, and where he worked in Honolulu, that is not a huge salary. Considering costs, that is. A six-figure salary isn't what it used to INSIGHT BY MIKE CAUSEY continued on page 2 For more news...see Federal Daily at www.FederalDaily.com • House reviews FECA proposal 3 • In Brief 4 • Informed Investor 7 • Federal Benefits Q&A 8 continued on page 3
July 15, 2013
July 29, 2013