This file was prepared for electronic distribution by the inforM staff. Questions or comments should be directed to inform-editor@umail.umd.edu. MINORITY WOMEN Although there is evidence that members of minority groups also face barriers in career advancement, the focus of this study is on women. That is because we believe that the obstacles to advancement are complex in nature, probably not the same for women and minorities, and that a single study focusing on both women and minorities would not be able to provide enough depth. Therefore, MSPB has a separate study in progress to analyze the glass ceiling as it affects minorities in the Government. For the purposes of this study, however, we will discuss our findings as to how the experience of minority women[25] may be different from that of nonminority women. Demographic Differences In a previous section of this report, we noted that women overall are underrepresented in Federal senior-level jobs in that the percentage of women at this level is significantly lower than the percentage of women in Professional and Administrative occupations in the Government. But how does the representation of minority women compare to the representation of nonminority women? Nonminority women hold about 26 percent, and minority women 10 percent, of Professional and Administrative jobs in the Government. While nonminority women hold about 10 percent of senior executive and 16 percent of GS/GM 13-15 jobs, minority women hold less than 2 percent of senior executive jobs and only 4 percent of GS/GM 13-15 jobs. That nonminority women hold 2-1/2 times as many Professional and Administrative jobs but hold 3-1/2 times as many GS/GM 13- 15 jobs and five times as many SES jobs indicates that minority women are even more poorly represented in top-level jobs in the Government than are nonminority women. Career Advancement Factors Data from our survey suggest that minority women have had less opportunity for advancement than nonminority women. Table 12 shows the average number of promotions received by minority and nonminority women who entered the Government at the same grade level, accounting for length of Government service and amount of formal education. Not only is the average number of promotions for women lower than the average number received by men, but the average number of promotions received by minority women is also less than the average number received by nonminority women. The differences are significant. --------------------------------------------------------------- Table 12: Average number of promotions for minority and nonminority survey respondents, by sex, accounting for length of Government service and education Women Men Minority 3.22 3.63 Nonminority 3.41 3.85 ----------------------------------------------------------------- Examination of the factors that we found to be related to the attainment of high grades reveals little difference between minority and nonminority women in the survey population. According to the CPDF, minority women in Professional and Administrative jobs have a slightly longer average length of Federal service (14.4years) than nonminority women (13.5 years). Our survey data show that both groups have about the same amount of education, devote the same amount of time to their jobs, have relocated as often, and have taken about the same number of leaves of absence. One way the two groups do differ is that more minority women have had children during their career (77 percent of minority women and 65 percent of nonminority women). But even this does not explain the discrepancy in probability of promotion. Even minority women without children have been promoted, on average, fewer times than nonminority women without children. Neither does a lack of committment to the job explain the discrepancy in promotion rates for minority women. Table 13 shows the responses of minority and nonminority women to statements indicative of commitment to the job. Minority women are even more willing than nonminority women to devote whatever time is necessary to advance their careers, and express equal commitment to, and enthusiasm about, their jobs as nonminority women. As great a percentage of minority women as nonminority women are planning to apply for promotion within the next 3 to 5 years. Women, on average, receive fewer promotions during their careers than men, and we know that all of this difference cannot be explained by their relative qualifications. However, survey data show minority women are promoted even less often than nonminority women, a difference which cannot be accounted for either by qualifications or by gender alone. --------------------------------------------------------------- Table 13: Percent of female survey participants responding to statements about job commitment and future plans, by minority and nonminority status. Percent responding to some or a great extent: Statement Minority Women Nonminority Women I am willing to devote whatever time is necessary to my job in order to advance my career. 86 75 I am very committed to my job. 96 95 I am always enthusiastic about my job. 89 90 Percent who are planning to apply for promotion within the next three to five years. 74 70 --------------------------------------------------------------- Minority women are as likely to perceive discrimination based on gender as are nonminority women. But a significant portion of minority women also believe they face discrimination based on race or national origin. For example, nearly the same percentage of minority and nonminority women said that gender has hindered their career advancement in the Government (29 percent of minonty women and 21 percent ofnonminority women), but 29 percent of minority women also said that race or national origin has hindered their career advancement. A slightly higher percentage of minority women than nonminority women thought that their gender would have a negative effect on their chances of being selected for promotion (33 percent of minority and 25 percent of nonminority women), but 34 percent of minority women also thought that race or national origin would have a negative effect on their chances for promotion. Table 14 shows the percentages of minority and nonminority women who disagreed with various statements about their experiences with fair treatment within organizations and by managers in their organizations. Responses to these statements indicate that minority women are less likely than nonminority women to believe that equitable treatment is accorded men and women at work. More than half of minority women surveyed do not believe they receive the same amount of respect as men in their organizations. ------------------------------------------------------------------ Table 14: Percent of female survey respondents disagreeing with statements about equitable treatment in the workplace, by minority and nonminority status Percent disagreeing: Minority Women Nonminority Women Statement In general, in my organization... Women and men are respected equally 60 51 People are promoted based on their competence 35 20 Percent responding to little or no extent: Minority Women Nonminority Women Statement In general, I think that managers in my organization believe... People should be rewarded based on their performance, regardless of whether they are men or women 25 16 Women and men can perform the same work equally well 32 25 ----------------------------------------------------------------- Summary Although our study was not designed to provide for indepth examination of the barriers to advancement as they affect minority women, there is some evidence that minority women are disadvantaged both by their gender and their race or national origin. Minority women are promoted less often than nonminority women, even when they have the same amount of formal education and Government experience. Minority women are also less likely than nonminority women to believe that they receive the same respect as men, that promotions are based on competence, and that rewards are based on performance. We don't know the extent to which the perceptions of minority women are justified, but it is likely that at least some minority women may be discouraged from contributing their maximum effort to their organizations. The result is a cost to the Government in terms of lost productivity and credibility as an employer that is apparently even more severe than the cost with respect to nonminority women.