Achieving a Representative Federal Workforce: Addressing the Barriers to Hispanic Participation A Report to the President and the Congress of the Uni by United States

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Number of Pages21
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Open LibraryOL7373877M
ISBN 100160491908
ISBN 109780160491900

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Achieving a representative federal workforce: addressing the barriers to Hispanic participation: a report to the President and the Congress of the United States Author: United States. Appendix 2-Merit Systems Protection Board, Executive Summary Report on "Achieving a Representative Federal Workforce: Addressing the Barriers to Hispanic Participation." (September ) Appendix 3-U.S.

Office of Personnel Management, Hispanics in Federal Government, Fiscal Year • Inthe Merit Systems Protection Board in its report, “Achieving a Representative Federal Workforce: Addressing the Barriers to Hispanic Participation,” notes: “Because Hispanics remain the only significantly underrepresented minority group in the Federal workforce and the obstacles to fullFile Size: KB.

(MSPB) is to study Federal merit systems to determine if the Federal workforce is being managed in adherence with the merit system principles and is free from prohibited personnel practices (PPPs).

1 As a part of this mission, MSPB is launching a re-examinationFile Size: 1MB. federal workforce, in accordance with federal laws aiming to achieve a workforce from all segments of society. It requires each federal agency to establish a program for the recruitment and career development of Hispanics.

It outlines several areas for inclusion in the agencies’ programs: • providing a plan for recruiting Hispanics into an agency’s workforce. • Hispanics currently make up 16 percent of the overall U.S. labor market and will account for one out of every two new workers entering the workforce by are turning 18 every month.

Current job market and skills gap: • The U.S. labor market is facing an overall problem related to skills shortages. --Oliva M. Espin, San Diego State University "A major contribution to the literature, Hispanics in the Workplace goes beyond the common demographic projections to in-depth studies of Hispanic groups.

It is an excellent resource for descriptive statistics Achieving a Representative Federal Workforce: Addressing the Barriers to Hispanic Participation book Hispanics in the ially on work force participation and education. Given the growth of the Hispanic population in the United States, most notably in the past decade (U.S.

Census Bureau, a), and the increasing importance of a college degree even for entry-level jobs (Carnoy, ), the barriers Hispanics face in realizing their educational ambitions is a major policy concern (see Chapter 4).This chapter presents the current state of educational Cited by: networking, facilitation, and planning of strategies for all the special emphasis programs.

There will be one member from each special emphasis program in each of the teams. The teams will consist of the following: Barrier Analysis Team – The purpose of this team is to identify workforce barriers within the agency as they relate to all. The study identifies best practices used by leading organizations to achieve workforce diversity.

The study team identified the following critical success factors to evaluate best practices: 1. Leadership and management commitment; 2. Employee involvement; 3. Strategic planning; 4. Sustained investment; Size: 1MB. outlines strategies developed to address low participation rates and identify and address any barriers to the full inclusion of Hispanics in the VA workforce.

At the end of Fiscal Year (FY)Hispanics comprised percent of the total VA workforce. Their participation rate at VA is well below their representation rate of percent in the. Achieving Gender Equality, Women’s Empowerment and Strengthening Development Cooperation Printed at the United Nations, New York —December —2, USD 32 ISBN File Size: 1MB.

NHLA – LATINO LEADERSHIP REPORT TO CONGRESS. ASSESSMENT OF OPM’S EFFORTS TO IMPROVE HISPANIC REPRESENTATION IN THE FEDERAL WORKFORCE. OPM’s main mission is to build a high-quality and diverse federal workforce that will improve overall efficiency in the delivery of government services and programs to the Size: KB.

Increasing Hispanic Representation in Board Workforce. The Board continues to work to address the low representation of Hispanics in its workforce, however, their overall participation rate remained steady at 5 percent in and With each passing election, claims of potential Latino11In this chapter, I use the terms “Latino” and “Hispanic” interchangeably to refer to individuals who trace their origin or ancestry to the Spanish-speaking countries of Latin America or the Caribbean.

I should note that the outset that most Latino politics (like politics in general) is local. At the local level, a single national Cited by: community organizations and representatives from government, academia, business, and civil society.

This workbook was created to encourage and support the development of new and the expansion of existing, initiatives and partnerships to address the social determinants of health inequities.

Content is drawn from Social Determinants of. The study involved an 8-step process. Steps (literature review and evaluation, expert interviews, and development of stimuli to address barriers and find solutions) formed the foundation for steps (testing the solutions; Table 1).Study participants belonged to 1 of 4 key stakeholder groups: patients, referring physicians, investigators, and clinical trial by: Clinical Researcher—August (Vol Issue 7) PEER REVIEWED Stephanie Lynn Williams, MS, CCRC Racial and ethnic disparities among research subjects in clinical trials continue to persist despite the changing demographics in the United States.{1} The percentage of racial and ethnic minorities in the general population is steadily growing, but that growth is not.

an evaluation of the federal contractor's report addressing the under representation of women and minorities as it relates to availability in the workforce. an evaluation used to determine whether there are artificial barriers preventing women and minorities from being promoted to mid and senior level management positions.

to identify and eliminate any barriers to the participation of Hispanics in the workforce. (4) Ensure annual reports are submitted on the region's progress toward implementing action items and DON goals to the CDEEOO. Managers/supervisors shall: (1) Support the command's plan for the increased participation of Hispanics.

3 Leadership, Diversity and Inclusion: Insights from Scholarship About the nAtionAl urbAn Fellows National Urban Fellows seeks to inspire excellence and diversity in public service leadership. Founded in to counter the under-representation of people of color and women.

DHS is the only Federal agency with a rate of Hispanic workforce participation (%) which exceeds the Civilian Labor Force rate of Hispanic representation (%). According to the Census4, “there were million Hispanics in the United States, comprising 16 percent of the total population.

Worker participation means that workers are involved in establishing, operating, evaluating, and improving the safety and health program. All workers at a worksite should participate, including those employed by contractors, subcontractors, and temporary staffing agencies (see " Communication and Coordination for Host Employers, Contractors.

Previous steps were taken to promote a diverse federal workforce, for example: 1) Executive OrderOctober ordered to promote Hispanic employment in the Federal workforce 2) Executive OrderNovember ordered to promote Veterans employment in the federal workforce.

The Case For A Diverse Health Care Workforce. Putting aside issues of equity and fairness for the moment, at least four practical reasons can be put forth for attaining greater diversity in the Cited by:   On the other hand, perhaps barriers to their employment continue to exist in the federal service.

In any case, as any human resources specialist would argue, achieving a representative workforce is critical for all demographic groups. And if this is indeed the goal, then targeted recruitment of Latinos to the federal government is by: U.S.

Department of Education Office of Inspector General. Diversity and Inclusion Strategic Plan Fiscal Years – • Identify and address barriers in the workplace and develop targeted actions. Diversitynd Inclusion in the Federal Workforce a • Executive OrderHispanic Employment in the Federal Government.

Community Health Workers: A POLICY AND SYSTEMS-LEVEL APPROACH Second Edition April Website addresses of nonfederal organizations are provided solely as a service to readers.

Provision of an address does not constitute an endorsement of this organization by CDC or the federal government, and none should be inferred. CDC is not. GOALS FOR U.S.

STEM EDUCATION. Questions about effectiveness can be addressed only in the context of the purposes or goals one wants to broad and widely espoused goals for K STEM education in the United States capture the breadth of the purposes for STEM education and reflect the types of intellectual capital needed for the nation’s growth and.

The Library of Congress is the nationʹs oldest federal cultural institution and serves as the research arm of Congress. It is also the largest library in the world, with millions of books, recordings, photographs, and other materials in its collections.

2 Removing Barriers to Practice and Care. The Future of Nursing: Leading Change, Advancing Health observes that the changing landscape of health care and the changing profile of the U.S.

population will require fundamental shifts in the care delivery system ().In particular, the report notes concerns about a shortage of primary care health professionals in the United States. Evolving the Workplace Global Workforce. The experience, skills and cultural diversity of the people who work at Xerox worldwide represent our most important asset.

Our wide range of products and services requires a diverse employee population, representative of the markets in which we do business. Clearly, to achieve all four of these goals, one very high priority for us has to be to build a health workforce that is culturally and linguistically diverse and more representative of America.

Greater diversity among health professionals is associated with improved access to care for racial and ethnic minority patients, greater patient choice and satisfaction, and better patient-clinician.

Nonprofits mobilize to encourage participation in census. The Census is more than two years out, but the Michigan Nonprofit Association is already launching a campaign to encourage populations that are typically underreported to take part in the : Sherri Welch.

Administration’s (NARA) first Diversity and Inclusion Strategic Plan. This Plan will serve as a road map to guide our efforts in making NARA a leader in creating and sustaining a high-performing workforce that embraces diversity and empowers all employees to achieve their full potential.

All of the programs in APHIS will have a Civil Rights and Diversity Advisory Committees (CRDAC). Special Emphasis Programs were established to assist agencies in assuring that equal opportunity is present in all aspects of employment and that proper action is being taken to identify and eliminate barriers for equal employment and program.

InAsians accounted for just percent of private-sector employment, with Hispanics at percent and African Americans at percent. 6 However, Hispanic employment numbers have significantly increased since the CRA became law; they are expected to more than double from 15 percent in to 30 percent of the labor force in Such companies are using the learning-and-effectiveness paradigm for managing diversity and, by doing so, are tapping diversity’s true benefits.

The Research This article is based on a three. The Latino education crisis is not simply a result of immigration. Successive generations of Latinos do tend to outperform their parents, if those parents are very undereducated.

5 In 21st-century America, however, it is not sufficient for each generation to advance from a 6th grade education to an 8th grade education and so forth. Educational progress for Latinos has for the. Women and individuals from backgrounds underrepresented in medicine (URM)—historically, Blacks, American Indians, Alaska Natives, Native Hawaiians, Pacific Islanders, and Hispanics—are underrepresented in the diagnostic radiology 4, 5 and radiation oncology (RRO) physician workforce at all levels, including practicing physicians, academic faculty, and by:.

A local workforce system encompasses the organizations and activities that prepare people for employment, helps workers advance in their careers, and ensures a skilled workforce exists to support local industry and the local economy over time.

This brief explains who a local workforce system serves, the organizations involved, and the functions it performs. We offer a useful Author: Lauren Eyster.To view PDF files, you must install Adobe Acrobat Reader. The state of education in our nation’s K schools for Native students is distressing.

Native students perform two to three grade levels below their white peers in reading and mathematics. They are percent more likely to drop out of school and percent more likely to be. Diversity in the healthcare and scientific research workforce is critical for patient care and scientific research in the 21st century.

Recent studies of the infectious diseases (ID) workforce, however, have revealed pervasive and significant disparities in salary compensation for women and deficits in recruitment and retention of underrepresented minorities (URMs).Cited by:

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