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I am excited today to release an insightful report on Women in Federal Service, which draws on OPM’s deep reservoir of data to shine a light on opportunities for women in Federal service. One of my top priorities as Director of OPM is to make sure women have a seat at every decision table. This report not only illustrates our significant progress toward that goal, but also points to what we still need to accomplish.

For me, the first step in any challenge is to take a look at the data. We looked at how women are doing in the Federal workforce from the perspectives of work-life flexibilities, opportunities to move into leadership, and pay equity.

The data revealed some positive and gratifying trend lines. Women are increasingly moving into leadership roles compared to their counterparts a decade ago. Today, they make up 34.4 percent of senior executives in the Federal Government, compared to estimates of 14.6 percent in the private sector. Younger women are doing especially well. Women entering the workforce now are more likely to be on a management track than they were a decade ago. And while we are proud of the progress we’ve made, the data shows a lingering gender gap within our Senior Executive Service. Clearly, we have work to do.  

We’ve also made great progress closing the pay gap between women and men, especially in leadership positions. Within the Senior Executive Service, the pay gap is nearly non-existent. As of 2012, women made 99.2 cents on the dollar compared to men. The gap has also closed dramatically among women in the 25-to-34 age bracket, showing that younger women are more likely to be paid similarly to their male counterparts. We’re thrilled to see so much progress.

We also know that work-life flexibilities are crucial for women – and men. They want the ability to manage their personal lives outside of work, whether that means helping to take care of children or older parents. Among women who take advantage of workplace flexibility programs, more than three-quarters are satisfied with those opportunities. 

This report is just the start. I’m committed to making sure opportunities for women in government continue to grow. Last month, I unveiled the REDI Roadmap, which stands for Recruitment, Engagement, Diversity, and Inclusion and provides a data-driven strategy for helping agencies reach one of President Obama’s major workforce goals: a diverse and inclusive Federal workforce at every level of government.

We want to make sure that women are fully represented at every level of government to create a stronger Federal service.

This is an infographic of the Women's Report from the 2014 Federal Employee Viewpoint Survey results. The top of the infographic shows the web address to the Federal Employee Viewpoint Survey website at www.opm.gov/fevs and hashtag #FEVS.The infographic has 4 sections. In section 1, the title reads, Women in Federal Service, A Seat at Every Table. United States Office of Personnel Management. This section also shows a series of women and men avatars seated around a table.  OPM Director Katherine Archuleta's quote reads:  We're working hard to remove the barriers to women having seats at decision tables at every level of Federal service. In section 2, the Title reads, Leadership. Image of a pie chart that shows 14.6 percent of women executives in the private sector. Another image of a pie chart which shows 34 percent of women executives in senior executive service positions in the Federal workforce. Also in section 2, the Title reads, Workplace Flexibilities. Image of a bar chart which represents men and women who are satisfied with workplace flexibilities, like telework, child care, and the alternative work schedule. Section 3 shows images of people representing Federal employees and their family members, from babies to the elderly who benefit from work life policies. OPM Director Katherine Archuleta's quote reads,  our work life policies are continually evolving to make the balance of caring for families and pursuing a career complementary, rather than contradictory. In section 4, the title reads, Closing the Pay Gap. The subtitle reads, Federal Women Executives in senior executive service positions. Image 1 shows the amount of money females in senior executive service positions were paid to the dollar compared to their male counterparts. In 1992, it was 97.6 cents. In 2012, it was 99.2 cents. Under the subtitle, Federal Women in White Collar Jobs, in 1992, women in White Collar Jobs were paid 70 cents to the dollar. In 2012, Women in White Collar Jobs were paid 87 cents to the dollar. This section also shows women and men avatars seated around a table. Images of the U.S. Office of Personnel Management's social media accounts. Find U.S. OPM on Twitter at https://twitter.com/usopm. Find OPM Director on Twitter at https://twitter.com/OPMDirector. Find us on Facebook at https://www.facebook.com/USOPM. Find us on Twitter at https://twitter.com/usopm. Find us on LinkedIn at https://www.linkedin.com/company/opm. Find us on YouTube at https://www.youtube.com/user/USOPM, and find us on Instagram at https://instagram.com/opmdirector/.The very bottom of the infographic shows the web address to the Federal Employee Viewpoint Survey website at www.opm.gov/fevs and hashtag #FEVS.


One of the President’s highest management priorities is to make sure that all Federal employees have access to effective training. One way that OPM and the Chief Human Capital Officers Council are working together to support this priority is by sponsoring an interactive virtual human resources training conference on April 15 and 16.

The 2015 Virtual HR Training Conference’s theme is REDI for the Future. REDI stands for Recruitment, Engagement, Diversity, and Inclusion.  To fully implement the new REDI Roadmap, HR professionals must continue to build, develop, and retain a mission-driven workforce. The skills you can learn and the connections you can make at the conference will help you begin to untie hiring knots, form strategic partnerships, and better use data to drive your decisions.

The conference features more than 40 sessions in tracks that break down the essential core competencies HR professionals need. The five topic areas are:

  • Back-to-Basics – Learn about basic Federal HR functions, policies, programs, and processes.
  • Hiring Process – Discover Federal hiring flexibilities, how to accelerate hiring efforts, and how to acquire top talent for your agency.
  • Strategic Human Capital Management – Explore key tenets of strategic human capital management as outlined in OPM’s Human Capital Framework.
  • HR Innovations – Dive into emerging HR/HC solutions, trends, best practices, and innovations that are showing great promise in enhancing organizational performance.
  • Hiring Managers – Review HR/HC practices hiring managers should know in order to better recruit, engage, retain, and develop their employees.

Federal HR specialists deal with challenges that are complex, numerous, and ever-changing. The Virtual HR Training Conference is a unique opportunity for the Federal human resources and human capital communities to come together to identify critical issues and challenges, to share ideas and best practices, and to offer strategies and solutions across government.

Everyone benefits from training, regardless of their career stage. Through REDI, we want to ensure that Federal employees continue to be talented, well-trained, and engaged. The skills that you will develop, sharpen, and refine at the 2015 Virtual HR Training Conference are invaluable toward reaching that goal. Here’s how to sign-up.

Hands on a keyboard behind the text: '2015 Virtual HR Training Conference'

 

As we celebrate Women’s History Month, I want to highlight OPM’s commitment to ensuring that all women -- and men -- are offered the flexibilities they need to be productive, satisfied members of the Federal workforce. OPM encourages agencies to help their employees balance the needs of their lives inside and outside of work.

In January, the President signed a memorandum titled, Modernizing Federal Leave Policies for Childbirth, Adoption, and Foster Care to Recruit and Retain Talent and Improve Productivity.  It directs agencies to advance Federal workers up to six weeks paid sick leave to care for a new child or ill family member. In his State of the Union address, the President also called on Congress to enact legislation to provide Federal workers with up to six weeks of paid parental leave.

The President’s memorandum builds on this past June’s White House Summit on Working Families, an event that explored a variety of issues important to working families, including workplace flexibility. OPM is contributing to these efforts by developing a handbook on Leave for Pregnancy, Childbirth, Adoption, and Foster Care. I believe it is important for Federal employees and their managers to fully understand our policies related to family life events. We do not want women to feel that they must choose between their responsibilities to their family and their obligations to their careers.

To develop the handbook, we are partnering with Federal agencies to gather information on existing workplace flexibilities and work-life programs. OPM is asking agency leave experts to identify common questions and misconceptions. This summer, we will analyze the data we receive and send a report to the President. This document will describe best practices, barriers, and limitations in achieving work-life balance. It also will suggest possible solutions to roadblocks that working families encounter.

OPM has long had in place policies that make it easier for women to meet their full career potential. We’ve created flexible work schedules, expanded sick leave to include caring for family members who are ill, developed telework policies, and come closer to eliminating the gender pay gap.

Sensible workplace polices like these are an integral part of OPM’s Recruitment, Engagement, Diversity, and Inclusion – or REDI – roadmap. REDI provides agencies with the tools to attract, hire, promote, and retain top talent for the Federal government and build a model workforce now, and the future.

Our work-life policies are continually evolving to make the balance of caring for families and pursuing a career complementary, rather than contradictory. The women who have come before us have set an incredible example of dedicated Federal service. We hope to honor their contributions by doing all that we can to meet the needs of women today.

Director Archuleta meets with women in Tampa, Florida.


My passion for building a Federal workforce that looks like the America we serve is not just about numbers. It is about the American people benefiting from the talent, the wisdom, the experience, and the insights of people from every community in this great country. We need that diversity at every level and at every decision table.

In August 2011, the President issued an executive order that called for a government-wide coordinated effort to promote diversity and inclusion within the Federal workforce. The President’s Management Agenda builds on that commitment.

At the Office of Personnel Management, we work every day to help agencies build a workforce that reflects the bright mosaic of the American people. We know we must work equally hard to be sure that once hired, employees feel included and engaged at all levels of government. Although we know there’s still much work to do, the data shows us that we are making progress on the President’s vision.

For example, four years ago, the President set a goal of hiring 100,000 people with disabilities. I am proud to say that we are more than half way toward reaching that milestone. In fact, OPM’s latest report on the employment of people with disabilities shows that the Federal Government has hired people with disabilities at a higher rate than at any time in the past 33 years.

Our data also shows a steady increase in making our Senior Executive Service more diverse. For example, in 2009, women represented just 31 percent of the SES. Today, they make up 34 percent of these senior leadership positions. We’re also making progress in improving representation along all racial and ethnic lines.

OPM is expanding the data we collect through the annual Federal Employee Viewpoint Survey to capture information from employees who identify as lesbian, gay, bisexual, and transgender. As more LGBT employees self-identify through this powerful tool, agencies will be better equipped to support this important part of our Federal family.

OPM is providing agencies with the tools, strategies, and guidance to help them continue this progress. This week, OPM unveiled the REDI Roadmap, which stands for Recruitment, Engagement, Diversity, and Inclusion, and is designed to make sure that across government, we are using the latest data-driven expertise, digital tools, and collaborative thinking to continue to build, develop, and engage a talented and diverse workforce, now and for years to come.

REDI reflects OPM’s commitment to the President’s vision of ensuring that all segments of society are represented and feel included at every level of America's workforce. You can learn more about the new REDI Roadmap at www.opm.gov/REDI.

This post was originally featured on the White House Blog.

Snippet of data from the REDI Report available at www.opm.gov/REDI


As I work to make sure that our Federal workforce looks like the country it serves, I am dedicated to engaging Native Americans, especially Native youth.

This morning, I had the pleasure of meeting with staff and students at Haskell Indian Nations University to talk about what OPM can do to help interest Native youth in Federal service.

HINU, located in Lawrence, Kansas, is one of the largest and most diverse tribal colleges in the country. The university has nearly 1,000 students representing about 140 tribal nations and Alaska native communities.

I was particularly excited to continue my outreach with Native communities as part of the President’s Native Youth Listening Tour.  The President is challenging his Cabinet and agency heads to work with Native youth to identify culturally appropriate responses to their communities’ greatest issues. This initiative is called Generation Indigenous -- or Gen I. Through this effort, we want to identify a variety of concrete steps to address the needs of Native communities, including access to the high quality education that can lead to meaningful employment opportunities.

HINU is a fantastic example of what is possible. During my visit, I spoke with members of the Haskell student services team about opportunities for Federal service, including those in the greater Kansas City area. We know that not everyone wants to work in Washington, D.C. In fact, 85 percent of Federal jobs are located outside of the D.C. area.

OPM’s partnership with Haskell represents one way in which we try to match the skills of a diverse workforce with the needs of communities. As part of my new REDI initiative (Recruitment, Engagement, Diversity, and Inclusion), OPM is expanding our relationships with colleges and universities, including minority-serving institutions.

REDI, which I introduced earlier this week, is a comprehensive plan to attract and engage the strongest, most diverse Federal workforce possible. In particular, OPM is working to improve USAJOBS and the Pathways program for students and recent graduates. We hope that these improved tools will enable us to connect more effectively with the talented students of HINU, other tribal colleges, and Native communities.

We need the voices of Native youth in today’s Federal service. Last December, I had the honor of participating in a Native youth panel at the White House Tribal Nations Conference. I said then that if we are going to have a successful Federal workforce, it must be one that looks like the America we serve. It’s something I believe in very strongly, and something that the REDI Roadmap is designed to help make a reality.

I want everyone, including Native youth, to have every opportunity to join us in shaping the future of the Federal Government.


I’m excited to share with you today the details of OPM’s comprehensive strategy to help the Federal government attract, develop, and retain a talented, engaged, and diverse workforce. We call this effort our REDI Roadmap – our roadmap to better Recruitment, Engagement, Diversity, and Inclusion. 

When I started as OPM Director 16 months ago, I knew that to fully understand the needs of our Federal workforce, I needed to get outside of Washington, D.C. So I travelled across the country, visiting with Federal employees, veterans, job applicants, business and community leaders, and students and career counselors. These conversations gave me incredible insights into what our customers want from us and how we can better support our own employees. And those insights helped provide the foundation for the REDI Roadmap.  

REDI is a data-driven, forward-looking human capital management strategy that reflects our work on behalf of the People and Culture pillar of the President’s Management Agenda. The roadmap will help agencies drive other key presidential initiatives in areas such as diversity and inclusion, closing skills gaps, building the Federal leaders of tomorrow, and fulfilling our commitment to our veterans and people with disabilities. Underlying all of REDI’s initiatives to enhance recruitment and engagement is the importance of diversity and inclusion. 

When it comes to recruitment, our roadmap outlines efforts to improve the way the Federal government attracts, recruits, and hires new talent. We also want to help agencies eliminate barriers to recruiting and hiring the diverse talent they need. By making data-driven decisions, we will improve and tackle key areas, including:

  • Untying hiring knots.
  • Revitalizing USAJOBS.gov.
  • Improving the effectiveness of the Pathways Program.
  • Expanding the use of social media tools for strategic recruitment.
  • Enhancing OPM’s role as a premier source for innovative recruitment and hiring tools and services.
  • Expanding partnerships with stakeholders, including colleges and universities.
  • Eliminating barriers to attracting diverse talent to the Senior Executive Service.

Engagement is another key element of REDI. Research in the public and private sectors tells us that the more engaged an employee is, the more productive and effective that worker will be. Research also shows that engagement is tied to service, quality, safety, and retention. The roadmap’s engagement strategy includes:

  • Promoting and expanding the use of the Unlocktalent.gov, an interactive data visualization tool.
  • Using social media tools to honor and recognize the Federal workforce.
  • Working with the Chief Learning Officers Council to build a government-wide mentoring hub.
  • Training employees in the New Inclusion Quotient, which expands understanding of how employee engagement and inclusion drives organizational performance.
  • Collaborating with Federal affinity and employee resource groups.
  • Offering customized training solutions.
  • Launching GovConnect, which allows employees to share knowledge, collaborate, and apply their skills to solve agency problems.

You can find the entire REDI report and more information at www.opm.gov/REDI. To learn more, as well as to get a preview of some enhancements planned for USAJOBS, watch today’s announcement.

 This is the REDI Infographic.  This infographic has four sections.      Section one shows four pin graphics with the letter on each.  The green pin shows the letter R, the orange pin shows the letter E, the purple pin shows the letter E, and the blue pin shows the letter I. This spells the acronym REDI, which stands for Recruitment, Engagement, Diversity, and Inclusion. Beneath the four colorful pins the text reads Roadmap, U.S. Office of Personnel Management.  To the right of section one is text that reads REDI, which stands for recruitment, engagement, diversity, and inclusion. Is a comprehensive forward looking human capital management strategy that reflects OPM's work and commitment to the People and Culture pillar of the President's Management Agenda.   Second two is titled Recruitment.  And reads, Consistent with the President's Management Agenda, OPM is partnering with agencies and key stakeholders to continue to improve the way that the Federal Government attracts, recruits, and hires new talent.   There is an image of a map showing waypoints with the following words inside circles, USAJOBS.gov Next Generation, Untie Hiring Knots, Data-driven Decisions, Social Media Tools, Pathways Program, Strategic Partnerships, and SES Hiring Improvements.     Section three is titled Engagement. And reads, Research in the public and private sectors tells us that the more engaged an employee is the more productive and effective the employee will be. Research also shows that engagement is tied to service, quality, safety, and retention.  There is a graphic of colorful tags. Each tag contains text.  Tag 1 shows, UnlockTalent.gov, tag 2 shows Government-wide Mentoring Hub, tag 3 shows Social Media Tools, tag 4 shows New Inclusion Quotient (New IQ), tag 5 shows Federal Affinity and Employee Resource Groups, tag 6 shows Customized Training Solutions, tag 7 shows GovConnect.  Section four is titled Diversity and Inclusion. And reads, OPM's REDI Roadmap is designed to make sure we are using the latest data-driven expertise, social media tools, and collaborative thinking to continue to build a Federal workforce that is talented, well-training, engaged, and inclusive, and that draws from the rich diversity of the American people.   Image in this section shows human icons of different colors grouped into shapes and represents American people in the United States and its outlying states and territories.   The footer at the bottom of the infographic contains a hashtag and a website link.  #AmericasWorkforce for twitter site https://twitter.com/hashtag/americasworkforce   OPM.gov/REDI for website http://www.opm.gov/redi


I don’t think that I am very different from other women in looking to my mother as one of the most important influences in my life. She had an especially large influence on how I developed throughout my career because of the example she set, because of how she lived her life. Her guiding principles not only shaped me, they continue to be the compass for my own family and career choices.

My mother had only a fifth-grade education. For her generation, the prevalent attitude was that a woman didn’t need a good education because her main responsibility was to raise a family. But my mother did that with everything she had, including a strong will and a gentle heart. She was incredibly committed to my siblings and to me. We always came first. She taught us the power of family and that no one accomplishes anything alone.

When I was young, my mother showed me how to stand on my own two feet. My brother and I struggled as the only minorities in our school. We faced a lack of understanding and prejudice from our teachers and classmates. My mother helped us learn to stand up to those prejudices and to gather the strength to move past them.

As an adult, my mother taught me the power of resolve. I knew that she had always wanted to continue her education. But she waited patiently until all of her children had grown up and left home, and then she quietly went to work on her GED. She didn’t even tell us what she had been up to until the day her diploma came in the mail. I’ll always remember the smile on my mother’s face as she showed us what she had accomplished.

And that brings me to the most important thing she taught me – the power of saying thank you. She and my father were very grateful for everything they had. They instilled in us that same level of gratitude for each day, good or bad, and for the opportunities we get in life to grow, to share, and to learn.  I try to follow that example to this day.

My mother gave me the gifts I needed to become a public school teacher, a civic activist, a Federal government executive, and today, the head of the Office of Personnel Management. I can’t think of a better day than International Women's Day to celebrate my mother’s lasting contributions.

Director Archuleta stands with young women at an event in Tampa



As I reflect on the bravery and commitment of the Americans who marched across the Edmund Pettus Bridge 50 years ago, I think about how far we have come as a Federal workforce in championing the values of justice, of equality, and of fairness.

The President’s visit to this hallowed spot sends a message to our nation that we must not forget the struggles it took to make it possible for an African American to hold the most powerful position in the free world.

My lifelong passion has been to make sure that people from every corner of our great country have a spot at every decision table. At OPM, we work every day to help agencies across this government fulfill that promise.

Let us never forget the trailblazers who showed us the way. 

Banner photo from WhiteHouse.gov's page on Selma


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