A ‘glass ceiling’ exists for women at DOJ

Women hold fewer investigator and leadership roles at the Justice Department, a recent inspector general report finds.

An analysis by the DOJ's Office of Inspector General has found that women are significantly underrepresented at the Bureau of Alcohol, Tobacco, Firearms; the Drug Enforcement Administration; and the Federal Bureau of Investigations.

“We believe that our analysis might indicate possible issues at ATF, DEA, and FBI for women advancing into supervisory positions,” the report finds, adding, “Our analysis indicated ATF and DEA female criminal investigators were underrepresented in competitive promotions compared to their proportion of the population at the next lower grade level.”

According to the IG report, women account for only 16 percent of criminal investigators at all of these agencies.

It also found that women criminal investigators frequently reported gender discrimination, and both men and women believed that personnel connections influence promotions and other advancements.

“Many staff members reported to us that they had experienced discrimination and had not reported it and close to 45 percent of survey respondents said that they would not or were unsure whether they would use the EEO process if they experienced discrimination,” according to the report.

The IG made six recommendations for improvement:

1.  Assess recruitment, hiring, and retention activities to identify barriers to gender equity in the workforce.

2. Develop and implement component-level recruiting, hiring, and retention strategies and goals that address the identified barriers to gender equity in the workforce.

3. Develop and implement a plan to track and analyze demographic information on newly hired staff and applicants, as appropriate, to evaluate recruitment strategies.

4. Identify and take steps to address barriers to advancement for women within the component and among different job types.

5. Develop and implement methods to improve the objectivity and transparency of the merit promotion process.

6. Develop and implement methods to address perceptions of stigmatization and retaliation associated with the Equal Employment Opportunity complaint process.

View the full report here.

Reader comments

Fri, Jul 13, 2018

Federal employment has lowered its standards government wide to include inept minions a chance to show they can not manage, enhance gender and age discrimination and a possible role model for other morons to be mentored by the collection of minions they have promoted because they know how to do little if any work, take credit for others work and back stab their way to the pinnacle of incompetence.

Wed, Jul 11, 2018

This entire Department is nonsense. Men have a higher physical standard, in my experience shoulder the bulk of the work, and I have yet to hear of a single woman NOT getting a promotion regardless of her competence as long as she could figure out how to check the boxes to officially be considered.

Wed, Jul 11, 2018

Not too sure I agree with the disparaging remarks on women in law enforcement. Having just retired from a federal law enforcement agency, it was not my impression that women were weak sisters, on the contrary, I found them to be as professional as their male counterparts. If anything, they had to work harder and smarter.

Wed, Jul 11, 2018 luke

Oh, gimme' a break! Females are promoted too early and far too often for their level of competence. There's no glass ceiling except for blue collar, white American males.

Wed, Jul 11, 2018

Thought the only requirement for advancement was being white male. Not sure why a study was needed. Everyone knows that intelligence & high intellect have absolutely nothing to do with hiring and advancement. If these were requirements, employees would be predominately black and/or female.

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