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    Hispanic Report

    As we conclude the month-long celebration of National Hispanic Heritage Month, OPM is releasing its new report on Hispanic employment in the Federal Government. The data shows that we continue to make steady progress in improving the representation of Hispanics in Federal service. The numbers also indicate that agencies that have made the recruitment and retention of Hispanics an important part of hiring and inclusion have shown more progress.

    The fiscal year 2014 Government-wide Hispanic Employment Report shows that the percentage of Hispanics in the Federal workforce has risen from 6.5 percent in FY 2000 – the year the Executive Order affirming the need to improve Hispanic representation in the workforce was signed – to 8.4 percent in FY2014.

    OPM has been working with its partners across government to fulfill a key element of the President’s Management Agenda – to help agencies address any barriers that inhibit their ability to recruit, hire, and retain a workforce that is drawn from the diversity of the country we serve.

    An important part of our strategy is building a cadre of diverse leadership across government. The new report shows that the percentage of Hispanics in the Senior Executive Service (SES) rose from 4.1 percent in fiscal year 2013 to 4.4 percent in fiscal year 2014. The data also shows that the percentage of new SES hires who were Hispanic increased from 3.5 percent in FY 2013 to 5.5 percent in FY 2014.

    Among the 25 large agency and department workforces, the report reflects that 20 increased the percentage of Hispanic employees and five remained unchanged.

    I want to highlight the stories of three agencies that have made strides in increasing Hispanic representation – the Social Security Administration (SSA), the Department of Defense’s Defense Contract Audit Agency (DCAA), and NASA.

    The common thread among them is that these agencies target their recruitment in geographic areas that have high Latino populations; have active Hispanic Employment Program Managers; engage with their Hispanic employee resource groups; and reach out to students and job-seekers through colleges and universities, at job fairs, and other employment programs.

    Over the past five years, Hispanic employment at SSA rose from 13.6 percent to 15.1 percent. Agency officials participate in career fairs, collaborate with Hispanic Serving Institutions, provide information about job opportunities on Spanish language media, and work with community organizations to get the word out about available positions.

    At DCAA, 66 percent of new auditor hires in fiscal year 2014 were Hispanic. As part of their overall recruiting efforts, their recruiters go to locations with large Latino populations, such as California, Texas, and Puerto Rico. Job-seekers get information about how to apply for positions through USAJOBS, and the agency works with its employee resource group to help with recruiting efforts.

    NASA uses our Pathways program for students and recent graduates to help them bring Hispanic employees, among others, into the agency. Its employee resource group works with the agency to assist efforts to mentor and guide the students and recent graduates as they develop their Federal career. As part of its overall retention and advancement efforts, NASA also has Hispanic Employment Program Managers at all of its 11 field centers and at headquarters in Washington, D.C.

    These are just a few examples of the great work agencies are doing across government to fulfill the President’s vision of a more inclusive Federal workforce. OPM will continue to work with its partners across government to make progress.

    Photo of several participants of the Pathways Program posing for a picture.

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