The 2008 EPA Employee Survey on Equal Employment Opportunity Final Report August 28, 2008 Submitted to: Office of Civil Rights U. S. Environmental Protection Agency 1200 Pennsylvania, Ave., NW Ariel Rios North, Rm. 2450 Washington, DC 20460 Submitted by: WESTAT 1650 Research Boulevard Rockville, Maryland 20850 (301) 251-1500 ------- (This page intentionally left blank) ------- Executive Summary The U.S. Environmental Protection Agency's (EPA 's) Office of Civil Rights (OCR) sponsored the 2008 EPA Equal Employment Opportunity Employee Survey to measure the perceptions and experiences of EPA employees regarding equal employment opportunity and affirmative employment at the EPA. The survey explored four specific topics: organizational culture, including trust in EPA to treat employees fairly; personal experiences with on-the-job discrimination at EPA; familiarity with EPA information sources and policies regarding equal employment opportunity (EEO) and reasonable accommodation; and Special Emphasis and Diversity Programs. OCR is using the survey results to identify how it can improve its EEO and affirmative employment services. The survey was administered via the web from May 6 through June 3, 2008, to a census of civil service employees working at EPA headquarters, regional offices, and lab sites. The response rate was 47% (7,988 respondents among 17,173 eligible employees). Findings Organizational Culture at EPA Employees treat one another with respect. Many respondents believe that coworkers treat one other with respect (73%). EPA is committed to a diverse workforce. Also, many respondents (72%) share the belief that EPA values diversity in the workforce. EPA educates its employees on their civil rights. About two-thirds of the survey respondents agree that EPA provides employees with information about their civil rights in the workplace (66%) and educates employees about unacceptable behavior in the workplace (63%). Fewer respondents, though, agree that EPA instructs employees on how to report unacceptable workplace behavior (53%). Some hesitancy exists about discussing and reporting unfair treatment. Respondents are less positive in their perceptions about EPA organizational culture regarding reports of unfair treatment. For example, only 59 percent said they would feel comfortable talking to their EPA managers and supervisors about unacceptable workplace behavior, and even fewer respondents (39%) think employees speak up when they observe unacceptable behavior in the workplace. Only one fourth of respondents agreed that they would receive impartial support from EPA if they filed a discrimination complaint, and about one-third (32%) agreed there would be negative consequences for them if they reported unfair treatment at work. Respondents perceive some gaps between EPA EEO and affirmative employment policies and actions. Less than half of the survey respondents (47%) agree that EPA tries to remove barriers to advancement opportunities for employees. About half (49%) say that EPA sometimes tolerates unfair treatment in the workplace, and about 40 percent perceive that some EPA managers prefer hiring employees that share their background or physical characteristics. 2008 EPA EEO Employee Survey Findings ------- Trust varies regarding fair treatment with respect to aspects of their jobs. Respondent trust that EPA will be fair to all employees ranged from 69 percent to 41 percent across six job-related items: access to professional training (69%), access to career development opportunities (57%), performance appraisals (57%), recruitment (51%), recognition and rewards (50%), and promotions (41% positive; 37% negative). Trust regarding EEO enforcement is modest, but many are neutral on this issue. Slightly more than half of respondents trust EPA to respond promptly to allegations of illegal discrimination (54%), to consistently enforce EPA's EEO policies (52%), to treat employees who file complaints respectfully (52%), and to be fair when handling discrimination complaints (48%). However, the percentages of neutral responses for these items were relatively high (27% to 34%), indicating perhaps that respondents think they do not have the experience or information to answer these questions. Negative perceptions ranged from only 18 percent to 21 percent for these items. Worksite: Lab site respondents, on average, are most positive. Respondents who reported they work at lab sites generally were more positive than those reporting they work at headquarters or regional offices. Respondents in the latter two groups generally did not differ notably (by 5 percentage points or more) in their perceptions about EPA's organizational culture and their trust in EPA regarding EEO enforcement and fair treatment of employees. Demographic subgroups: Perceptions varied notably by respondent subgroups. There were many notable differences in percent positive responses within demographic subgroups (e.g., race/ethnicity, gender, age, disability status, supervisory status, tenure). Generally, perceptions were least positive for respondents who were Non-White and respondents with disabilities. Also, respondents 40 years and older were notably less positive on a number of items. Possible Personal Experiences With On-the-Job Discrimination A relatively low percentage of respondents (14%) believe they experienced employment-related discrimination at EPA during the past 12 months. The discrimination issues most commonly reported by these respondents were promotion (51%), performance evaluation (50%), and career development (45%). The bases of discrimination most commonly reported were age (43%), race (42%), and gender (36%). Few respondents actually filed a formal discrimination complaint with EPA (4%, n = 47). However, about 60 percent of the 47 who filed a complaint said they were either very dissatisfied with how the complaint was processed or very dissatisfied with the on-going complaint process. Respondents not filing a complaint have concerns. The most common reasons reported by nonfilers were that they didn't think it would make a difference in their situation (97%), and they were worried about what might happen to them if they filed a complaint (80%). Nearly a fourth (23%) said they were not sure how to file a complaint. These responses echo some of the earlier responses in the organizational culture section of the survey. 2008 EPA EEO Employee Survey Findings 11 ------- Respondents who are not sure if they experienced employment-related discrimination at EPA also have concerns. Ten percent of respondents said they are not sure if they experienced discrimination, and 90 percent of them said they had not talked to an equal employment official or a union official about their situations. They did not do so primarily because they did not think talking to someone about it would make a difference in their situation (83% of them), and they were worried about what might happen to them if they asked about the situation (42%). More than a third (35%) said they do not know how to file a complaint. Employee Awareness of EPA Policies, Procedures, and Programs Opportunities exist for OCR to raise awareness among EPA employees regarding equal employment opportunity information sources. Although 42 percent of respondents said they are familiar (very or somewhat familiar) with EPA's 2007 Equal Employment Opportunity Policy, fewer respondents reported they had visited the EPA's Office of Civil Rights website at least once during the past 12 months (21%) or had completed at least one of OCR's Intranet Civil Rights Training Modules during that time (25%). Also, the percentage of respondents reporting they know the name or the contact information, or both, was 32 percent regarding EPA's National Reasonable Accommodation Coordinator and 46 percent regarding their local Reasonable Accommodation Coordinator. Users of the Reasonable Accommodation process have positive perceptions about the process. Among the 5 percent of respondents who used EPA's Order and Procedures on Providing Reasonable Accommodations to Qualified Applicants and Employees with Disabilities to request or process a request for reasonable accommodations during the past 12 months, 85 percent said they were treated fairly during the Reasonable Accommodation process. Of those who requested and received information from the National or local Reasonable Accommodation Coordinator, 93 percent said the information was helpful to them. Special Emphasis and Diversity Programs Respondent attendance varies at EPA events. Attendance ranged from 9 percent to 30 percent across 11 events. The events with the highest attendance were Administrative Professionals Week (30%), Black History Month (29%), Martin Luther King Observance (27%), Hispanic Heritage Month (22%), and Asian American / Pacific Islander Heritage Month (22%). EPA is doing well in meeting two of its intended goals. The two Special Emphasis and Diversity Program goals with the highest percentage of respondents saying they were always or usually met were (1) The events highlighted the contributions of various cultures, ethnicities, or groups (78%), and (2) The events promoted acceptance of differences within the workforce (67%). Percentages were somewhat lower for (3) The event(s) raised employees' awareness of the benefits of equal employment opportunity (54%) and (4) The event speakers focused on topics relevant to affirmative employment (51%). 2008 EPA EEO Employee Survey Findings 111 ------- Recommendations Some of the following recommendations can be acted on directly by OCR. Others will require close coordination with other EPA offices, such as the Human Resources Office. To be successful, planned initiatives will benefit greatly from workforce input, senior executive commitment and support, and strong buy-in among agency managers. Q Promote more awareness about equal employment opportunity and affirmative employment activities, policies, and processes by supplementing existing online information with other information dissemination methods (e.g., print materials, newsletter articles, training classes). Q Review how easy it is to locate information about equal employment opportunity and affirmative employment on both EPA's public website and OCR's intranet site. U Expand and modify existing training programs related to equal employment opportunity, affirmative employment, and workforce diversity. Provide training opportunities for all employees. Incorporate into manager and supervisor training: coaching skills for addressing equal employment issues, "realistic" discrimination exercises, and more emphasis on the sociological aspects of diverse workforces. Q Engage in more bottom-up communication—collect additional feedback from employees to promote meaningful engagement and to gain a more in-depth understanding of their perceptions. That understanding may help in developing appropriate plans for improving agency performance. For example: • Conduct focus groups, meetings, or interviews with employees, particularly with subgroups identified as having the lowest positive perceptions about equal employment opportunity and affirmative employment at EPA. Such dialogues could perhaps become integral components of Special Emphasis and Diversity Program events. • Develop evaluation forms that can be completed anonymously by employees who have been through the discrimination complaint process, participated in training classes, or received reasonable accommodation. The forms should include some open-ended questions that allow the employees to explain their ratings. OCR could use the results to continually monitor and measure its performance on current and new initiatives and to identify ways to improve its equal employment opportunity services. U Disseminate the survey findings to employees to ensure them that their time was spent usefully in completing the survey. Engage employee representatives in action planning by OCR and senior managers and inform all employees of the competed plans for improving services. 2008 EPA EEO Employee Survey Findings IV ------- Table of Contents Survey Background 1 Survey Objective 1 Questionnaire Content 1 Survey Administration 1 Reported Data 2 Response Scales/Options for Survey Items 2 Crosstabulation Results 3 Organization of the Report 3 Respondent Characteristics 5 Perceptions About EPA Organizational Culture 7 Strengths and Challenges 7 Neutral Responses and "Don't Know" Percentages 8 Trust Score 9 Notable Differences in Percent Positive Responses for Organizational Culture Items by Subgroup 10 Possible Personal Experiences With On-the-Job Discrimination 21 Employees Who Believe They Experience Job Discrimination 21 Employees Who Said They Are Not Sure If They Experienced Job Discrimination During the Past 12 Months 23 Perceptions About On-the-Job Discrimination Experienced by Co-Workers 23 Subgroup Findings on Discrimination 23 Employee Awareness of EPA Policies, Procedures, and Programs 27 Overall Awareness Findings 27 Reasonable Accommodation 29\ Special Emphasis and Diversity Programs 31 Attendance 31 Perceptions About Special Emphasis and Diversity Programs 32 Common Themes in Respondent Comments 33 Overall Summary of Survey Findings 43 Section A: Organizational Culture 43 Section B: Possible Personal Experience With On-the-Job Discrimination 45 Section C: Employee Awareness of EPA Policies, Procedures, and Programs 46 Section D: Special Emphasis and Diversity Programs 46 Conclusions and Recommendations 49 EPA EEO Action Planning Training for Managers 59 References and Other Resources 66 Appendixes Appendix A: Copy of the Survey Questions A-l Appendix B: Survey Invitation and Sample Reminder Notice B-l Appendix C: Survey Method Details C-l 2008 EPA EEO Employee Survey Findings V ------- Appendix D: Overall Item-Level Results D-l Appendix E: Item-Level Results for EPA Regions E-l Appendix F: Item-Level Results for Headquarters AAships F-l Appendix G: Item-Level Results for Lab Site Respondents G-l List of Tables Table 1. Respondent Characteristics 5 Table 2. Trust Scores by Selected Subgroups 9 Table 3. Trust Scores by Headquarters AAship and by Regional Office 10 Table 4. Worksite Location: Notable Differences in Percent Positive Responses 11 Table 5. Supervisory Status: Notable Differences in Percent Positive Responses 12 Table 6. Full-Time/Part-Time Status: Notable Differences in Percent Positive Responses 13 Table 7. Tenure: Notable Differences in Percent Positive Responses 14 Table 8. Gender: Notable Differences in Percent Positive Responses 15 Table 9. Age Group: Notable Differences in Percent Positive Responses 17 Table 10. Race/Ethnicity: Notable Differences in Percent Positive Responses 18 Table 11. Disability Status: Notable Differences in Percent Positive Responses 19 Table 12. Awareness of EEO and Civil Rights Information Sources 27 Table 13. Awareness of EEO and Civil Rights Information Sources by Supervisory Status 28 Table 14. Respondent Perceptions About How Often the Special Emphasis Program Events They Attended Met EPA Goals 32 List of Figures Figure 1. Organizational Culture (General Perceptions) 7 Figure 2. Organizational Culture (Trust) 8 2008 EPA EEO Employee Survey Findings VI ------- 2008 EPA EQUAL EMPLOYMENT OPPORTUNITY EMPLOYEE SURVEY SURVEY BACKGROUND Q Survey Objective The U.S. Environmental Protection Agency (EPA), Office of Civil Rights (OCR), conducted this survey to measure employee perceptions about, and awareness of, equal employment opportunity and workforce diversity at EPA. OCR will use the results to identify ways to improve its services in the areas of equal employment opportunity and affirmative employment at EPA. Q Questionnaire Content The survey included six sections: Section A: Organizational Culture (22 items) Section B: Possible Personal Experiences with On-the-Job Discrimination (the number of items varies depending on responses) Section C: Awareness of EPA Policies, Procedures, and Programs (the number of items varies depending on responses) Section D: Special Emphasis and Diversity Programs (the number of items varies depending on responses) Section E: About You (11 demographic items) Section F: Your Thoughts and Comments (open-ended question) A Word version of the web-based survey is included in Appendix A. Q Survey Administration The survey was administered via the web to all civil service employees included on the survey frame provided by EPA. Data collection continued for 4 weeks, from May 6 to June 3, 2008. Communications with employees included a prenotification email message, a survey invitation with a link to the survey, four reminder messages, and a final message reiterating that if employees were having any technical problems accessing the survey they should contact the Survey Support Center by email or telephone (see Appendix B for the survey invitation message and a sample reminder message). The final response rate was 47 percent (7,988 respondents among 17,173 eligible employees). Appendix C includes more details on survey methods and administration. 2008 EPA EEO Employee Survey Findings ------- Reported Data The percentages reported in the table are unweighted data reflecting only the responses of EPA employees who participated in the survey. Because the data are unweighted, the survey estimates may or may not represent the full EPA population. Response Scales/Options for Survey Items Sections A and D Two 5-point Likert response scales were used in the survey: Strongly Disagree, Disagree, Neither Agree nor Disagree, Agree, and Strongly Agree in Section A (Organizational Culture) and Never, Rarely, Sometimes, Usually, and Always in Section D, Question 2 (How often Special Emphasis Program events met their goals). For questions Al through A12, respondents had the additional option of answering "Don't know." "Don't know" responses were included in the calculation of percentages for Items Al through A12. Charts and tables in this report pertaining to those questions contain percent positive, neutral, and negative responses for each question (all percentages in this report have been rounded to whole numbers). For all positively worded items in Section A (all items except A7, A9, and A12) and for all items in Question 2 of Section D, Positive, Neutral, and Negative were defined as follows: Percent Positive: The combined percentages of respondents who answered Strongly agree or Agree in Section A or who answered Always or Usually in Section D. Percent Neutral: The percentage of respondents choosing Neither agree nor disagree in Section A or Sometimes in Section D in the 5-point scales. Percent Negative: The combined percentages of respondents who answered Strongly disagree or Disagree in Section A or Always or Usually in Section D. For the three negatively worded items in Section A (A7, A9, and A12), Neutral was again the middle response in the Likert scales. However, Positive and Negative were defined as follows: Percent Positive: The combined percentages of respondents who answered Strongly disagree or Disagree. Percent Negative: The combined percentages of respondents who answered Strongly agree or Agree. In the text, when a statement appears that Xpercentage "agreed" with the item, the percentage includes anyone responding either Agree or Strongly agree to the item. Similarly, "disagreed" represents respondents answering Disagree or Strongly Disagree. 2008 EPA EEO Employee Survey Findings ------- Sections B, C, D, and E Response options varied for the remaining items in Sections B, C, D, and E. For the open-ended question in Section F ("What could EPA do better to improve employment opportunity throughout the agency"), respondents could provide an unlimited answer. Q Crosstabulation Results Demographic Groups Under the heading of "Notable Subgroup Findings," the results of crosstabulations highlight differences in positive percentages of at least 5 points or more within population subgroups. The subgroup categories examined were Work Site, Supervisory Status, Tenure, Flex-time status, Education, Full-time/Part-time Status, Gender, Age, Race, and Disability Status. Worksite Groups Appendix E of the report includes comparative findings for EPA's 10 regional offices for each item in Survey Sections A, B, C, and D. Similar comparative information for respondents working at headquarters is presented in Appendix F by AAship. Administrative data were used to identify regional office respondents and AAship headquarters respondents. Appendix G contains comparative information for respondents who self-reported they were headquarters employees working at lab sites. ORGANIZATION OF THE REPORT The remainder of this report contains a profile of the respondents and the survey results. The results are presented as follows: *»* Respondent Characteristics »»» Perceptions About EPA's Organizational Culture *»* Personal Experiences With On-the-Job Discrimination *»* Awareness of EPA Policies, Procedures, and Programs *»* Special Emphasis and Diversity Program Events »«» Common Themes in Responses to the Open-Ended Question *»* Overall Summary of Survey Findings *»* Conclusions and Recommendations »«» EPA EEO Action Planning Training for Managers Appendix A includes a copy of the survey; Appendix B, the survey invitation email and a sample reminder message; Appendix C, more information about survey 2008 EPA EEO Employee Survey Findings ------- methods; Appendix D, a set of tables showing complete overall results for each item, Appendix E, a table showing item-level results for each EPA region, Appendix F, a table showing item-level results for Headquarters by AAships, and Appendix G, a table showing item-level totals for lab site respondents. 2008 EPA EEO Employee Survey Findings ------- RESPONDENT CHARACTERISTICS Table 1 includes demographic information reported by respondents to the survey. Table 1. Characteristics of 2008 EPA EEO Survey Respondents Characteristic Percent Worksite Location Headquarters Regional Office Headquarters employee at lab site 30 60 10 Supervisory Status Non-supervisor Team leader Supervisor Manager Executive 76 11 7 3 2 Tenure at EPA Less than 3 years 3 to 10 years 1 1 years or more 12 25 63 Full-Time Status Full-time employee Part-time employee 96 4 Flex-Time Status Yes, flex-time schedule No, not flex-time schedule 51 49 Gender Male Female 44 56 Age Group 25 years old or younger 26-39 years old 40-49 years old 50 years or older 2 21 32 46 Highest Level of Education Less than a bachelor's degree Bachelor's degree Master's degree Professional degree Doctorate or post-doctorate 16 35 33 7 9 Are you: Hispanic or Latino Yes No 7 94 Racial Category White Black or African American Asian American Indian or Alaska Native Native Hawaiian or Other Pacific Islander Two or more races 71 18 6 1 <1 3 Do you have: A Disability Yes No 8 92 Note: Percentages within a category may not add to 100% because of rounding. 2008 EPA EEO Employee Survey Findings ------- (This page intentionally left blank) 2008 EPA EEO Employee Survey Findings ------- PERCEPTIONS ABOUT EPA ORGANIZATIONAL CULTURE This section of the report includes findings on the 22 organizational culture items in Section A of the survey. The items addressed different aspects of organizational culture at EPA, with a focus on EPA's efforts to promote affirmative employment; to treat all employees fairly; to create a workforce with diverse backgrounds, skills, and viewpoints that employees value; and to promote a climate of respect among co-workers. Strengths and Challenges Figure 1 shows the percent positive, neutral, and negative results for the first 12 organizational culture items. The first three items in the figure have percent positive ratings of 65 percent or higher, representing EPA strengths: U EPA employees treat one another with respect: 73% (ItemAS) U EPA is committed to having a diverse workforce: 72% (Item A4) U EPA provides employees with information about their civil rights in the workplace: 66% (Item A1) Figure 1. Organizational Culture (General Perceptions) Item No. Survey Item D% Negative D % Neutral •% Positive EPA employees treat one another with A5. respect. I ^ y^^^!^!^^^ ( Don't Know = <1%) mmmmmmma jg^g^g^g^g^g^g^gl EPA is committed to having a diverse A4. workforce. (Don't Know = 2%) EPA provides employees with information A1. about their civil rights in the workplace. ( Don't Know = 3%) EPA educates employees about A2. unacceptable behavior in the workplace. (Don't Know = 2%) I would feel comfortable talking to EPA managers and supervisors in my A11. division/department about unacceptable behavior in the workplace. (Don't Know = 2%) EPA instructs employees on how to report ppppppppppppp» A3. unacceptable behavior in the workplace. I J 18 ( Don't Know = 3%) ImMMMMMMmMtftM EPA tries to remove barriers to advancement A6. opportunities for employees. ( Don't Know = 5%) I feel there will be negative consequences •••••••••••••ii A12. for me if I report unfair treatment at work. L________________J 22 (Don't Know = 8%) ••••••••••••••••••••I EPA employees speak up when they ^g observe unacceptable behavior in the 26 workplace. (Don't Know = 8%) I would receive impartial support from EPA if ^^^^^^^^ r A10. I filed a job discrimination complaint. 27 I (Don't Know = 23%) Immmmmmimmmmmmmmm 1 Some EPA managers prefer hiring nj employees that share their background or ^^^^^^^^^T--^^^^TTTTTT^ ~ physical characteristics. ( Don't Know= 13%) EPA sometimes tolerates unfair treatment in A9. the workplace. I I 20 (Don't Know = 8%) .............................................. gg.............................................. 2008 EPA EEO Employee Survey Findings ------- Two items in Figure 1 had a.percent negative rating higher than 35 percent, representing challenges for EPA: U Some EPA managers prefer hiring employees that share their background of physical characteristics: 40% (Item A7). U EPA sometimes tolerates unfair treatment in the workplace: 49% (ItemA9) Figure 2 shows percent positive, neutral, and negative responses to a series of "I trust EPA to..." items. Item A14a represents a strength for EPA (percent positive > 65%): U I trust EPA to be fair to all employees when: Providing access to professional training: 69% Item A14c represents an EPA challenge (percent negative > 35%) U I trust EPA to be fair to all employees when: Deciding on promotions: 37% Figure 2. Organizational Culture (Trust) Item No. Survey Item • % Negative D % Neutral H% Positive A14a. A14f. A14b. A13b. A13a. A13c. A14g. I trust EPA to be fair to all employees when: Providing access to professional training. I trust EPA to be fair to all employees when: Providing access to career development opportunities. I trust EPA to be fair to all employees when: Conducting performance appraisals. I trust EPA to: Respond promptly to allegations of illegal discrimination. I trust EPA to: Consistently enforce EPA's equal employment opportunity policies. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to be fair to all employees when: Handling recruitment. I trust EPA to be fair to all employees when: A14d. Recognizing and rewarding individual contributions. A14e. A14c. I trust EPA to be fair to all employees when: Handling discrimination complaints. I trust EPA to be fair to all employees when: Deciding on promotions. 30 Neutral Responses and "Don't Know" Percentages Respondents choosing the middle category in Likert Agree/Disagree response scales may do so because they think the item topic may occur sometimes but not always or they may simply not have an opinion about the item. 2008 EPA EEO Employee Survey Findings ------- The percentage of respondents replying "Don't know" to the first 12 organizational culture items appears within parentheses after each survey item in Figure 1. A "Don't know" response may indicate that the item does not apply to the respondent's work situation or the respondent thinks he or she does not have a basis for answering the item. However, the "Don't know" responses to items in the Organizational Culture section of the survey may also be substantive responses indicating areas needing attention from OCR. For two of the items, the "Don't know" response was higher than 10 percent: Q I would receive impartial support from EPA if I filed a job discrimination complaint: 23% (ItemAlO) Q Some EPA managers prefer hiring employees that share their background or physical characteristics: 13% (Item A7) Trust Score An average Trust Score was computed from responses to Items A13a-A14g to provide a summary measure of perceptions about overall trust at EPA regarding fair treatment of employees. The score was computed for each respondent and for selected categories of respondents within seven population subgroups.1 The maximum score possible was 5.0. Respondent scores ranged from 1.0 to 5.0, with an average Trust Score of 3.6. Table 2 contains the Trust Score results (rounded to one decimal place) for seven subgroup populations. Table 3 contains the Trust Score results for the 13 Headquarter AAships and the 10 EPA Regions. Table 2. Trust Scores by Selected Subgroups Subgroup Worksite Location Lab site Regional office Headquarters Age Less than 40 years old 40 years or older Race/Ethnicity White Asian Hispanic Black/African American Two or more races (not Hispanic or Latino) American Indian/Alaska Native Native Hawaiian or Other Pacific Islander Trust Score 3.8 3.6 3.6 4.0 3.5 3.8 3.6 3.5 3.2 3.2 3.0 2.7 Subgroup Supervisory Status Manager/Executive Supervisor Nonsupervisor Gender Male Female Tenure Less than 3 years 3 to 10 years 1 1 years or more Disability Status Do not have a disability Have a disability Trust Score 4.3 4.3 3.5 3.7 3.5 4.3 3.7 3.4 3.7 3.0 The following scale was used to compute Trust scores: 1= Strongly disagree, 2 = Disagree, 3 = Neither agree nor disagree, 4 = Agree, and 5 = Strongly Agree. For each respondent, scores were summed for each of the Trust items and divided by the number of items the respondent answered. 2008 EPA EEO Employee Survey Findings ------- Table 3. Trust Scores by Headquarters AAship and by Regional Office Subgroup Headquarters AAship Office of Water Office of Inspector General Office of General Counsel Office of Administration and Resources Management Office of Air and Radiation Office of Chief Financial Officer Office of Enforcement and & Compliance Assurance Office of Environmental Information Office of International Affairs Office of Prevention, Pesticides and Toxic Substance Office of Research and Development Office of Solid Waste and Emergency Response Office of the Administrator Trust Score 3.7 3.8 3.7 3.6 3.4 3.4 3.5 3.9 3.4 3.5 3.7 3.8 3.7 Subgroup Regional Office Region 1 Region 2 Region 3 Region 4 Region 5 Region 6 Region 7 Region 8 Region 9 Region 10 Trust Score 3.8 3.6 3.7 3.3 3.4 3.4 3.6 3.6 3.8 3.7 Note: Administrative data were used to identify headquarters and regional office respondents. Notable Differences in Percent Positive Responses for Organizational Culture Items by Subgroup Overall percentages often mask potentially important subgroup differences. In the remaining pages of this section of the report, percent positive differences of 5 points or more within demographic subgroups are presented for the organizational culture items. The 5-point difference is recommended as a rule-of-thumb guideline for making comparisons. The findings are presented in Tables 4-11. Items in boldface type in the tables represent the largest percentage-point differences for each demographic subgroup. 2008 EPA EEO Employee Survey Findings 10 ------- Worksite Location Lab site respondents had notably higher percent positive responses than headquarters or regional office respondents, or both, for 15 of the 22 organizational culture items (Table 4). Headquarters respondents were notably more positive than regional offices for Item A14f, whereas regional office respondents were notably more positive than headquarter respondents for the first three items (Al, A2, and A3). For many items, there were no notable differences between headquarters and regional office respondents. Table 4. Worksite Location: Notable Differences in Percent Positive Responses ltem# A1 A2 A3 A4 A7(R) A9 (R) A12(R) A13a A13b A14a A14c A14d A14e A14f A14g Item EPA provides employees with information about their civil rights in the workplace. EPA educates employees about unacceptable behavior in the workplace EPA instructs employees on how to report unacceptable behavior in the workplace. EPA is committed to having a diverse workforce. Some EPA managers prefer hiring employees that share their background or physical characteristics. EPA sometimes tolerates unfair treatment in the workplace. I feel there will be negative consequences for me if I report unfair treatment at work. I trust EPA to: Consistently enforce EPA's equal employment opportunity policies. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to be fair to all employees when: Providing access to professional training. I trust EPA to be fair to all employees when: Deciding on promotions I trust EPA to be fair to all employees when: Recognizing and rewarding individual contributions. I trust EPA to be fair to all employees when: Handling discrimination complaints. I trust EPA to be fair to all employees when: Providing access to career development opportunities. I trust EPA to be fair to all employees when: Handling recruitment. Headquarters 62% 55% 45% 70% 24% 23% 39% 51% 53% 71% 44% 52% 48% 61% 52% Note: An (R) after the item # indicates a negatively worded item where the percent positive who responded "Strongly disagree" or "Disagree." Regional Office 68% 66% 56% 72% 23% 22% 38% 52% 55% 68% 40% 48% 48% 55% 49% response is based Lab Site 74% 69% 63% 76% 29% 30% 45% 60% 58% 75% 46% 53% 53% 63% 57% on those 2008 EPA EEO Employee Survey Findings 11 ------- Supervisory Status Nonsupervisors (includes team leaders) had notably lower percent positive responses than supervisors or managers/executives, or both, for all 22 of the organizational culture items (Table 5). Percent positive responses for mangers/executives were notably higher than for supervisors for Items A6, A10, A12, A14c, and A14g. They differed also on Item Al 1, but it is likely that that item had a different meaning for the two groups. Table 5. Supervisory Status: Notable Differences in Percent Positive Responses Nonsupervisor ltem# A1 A2 A3 A4 A5 A6 A7(R) A8 A9(R) A10 A11 A12(R) A13a A13b A13c Item EPA provides employees with information about their civil rights in the workplace. EPA educates employees about unacceptable behavior in the workplace EPA instructs employees on how to report unacceptable behavior in the workplace. EPA is committed to having a diverse workforce. EPA employees treat one another with respect. EPA tries to remove barriers to advancement opportunities for employees. Some EPA managers prefer hiring employees that share their background or physical characteristics. EPA employees speak up when they observe unacceptable behavior in the workplace. EPA sometimes tolerates unfair treatment in the workplace. I would receive impartial support from EPA if I filed a job discrimination complaint. I would feel comfortable talking to EPA managers and supervisors in my division/department about unacceptable behavior in the workplace. I feel there will be negative consequences for me if I report unfair treatment at work. I trust EPA to: Consistently enforce EPA's equal employment opportunity policies. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to: Treat employees with respect when they file a discrimination complaint. or Team Leader 64% 61% 51% 70% 72% 44% 22% 34% 20% 22% 57% 36% 50% 51% 48% Supervisor 82% 77% 69% 83% 84% 70% 37% 57% 43% 40% 76% 59% 71% 77% 73% Manager or Executive 84% 77% 72% 83% 83% 75% 34% 56% 45% 47% 82% 67% 71% 75% 77% 2008 EPA EEO Employee Survey Findings 12 ------- Table 5. Supervisory Status: Notable Differences in Percent Positive Responses (continued) Nonsupervisor ltem# A14a A14b A14c A14d A14e A14f A14g Item I trust EPA to be fair to all employees when: Providing access to professional training. I trust EPA to be fair to all employees when: Conducting performance appraisals. I trust EPA to be fair to all employees when: Deciding on promotions I trust EPA to be fair to all employees when: Recognizing and rewarding individual contributions. I trust EPA to be fair to all employees when: Handling discrimination complaints. I trust EPA to be fair to all employees when: Providing access to career development opportunities. I trust EPA to be fair to all employees when: Handling recruitment. or Team Leader 67% 55% 38% 46% 45% 55% 48% Supervisor 86% 77% 66% 73% 71% 78% 70% Manager or Executive 87% 76% 71% 76% 73% 79% 76% Note: An (R) after the item # indicates a negatively worded item where the percent positive response is based on those who responded "Strongly disagree" or "Disagree." Full-Time/Part-Time Status Respondents working part-time had notably higher percent positive responses than full- time respondents did for 7 of the 22 organizational culture items (Table 6). Table 6. Full-Time/Part-Time: Notable Differences in Percent Positive Responses ltem# A4 A5 A11 A13a A13b A13c A14a EPA is committed to having a diverse workforce. EPA employees treat one another with respect. I would feel comfortable talking to EPA managers and supervisors in my division/department about unacceptable behavior in the workplace. I trust EPA to: Consistently enforce EPA's equal employment opportunity policies. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to be fair to all employees when: Providing access to professional training. Full-time 71% 73% 59% 52% 54% 51% 69% Part-time 80% 80% 65% 61% 61% 58% 74% Note: An (R) after the item # indicates a negatively worded item where the percent positive response is based on those who responded "Strongly disagree" or "Disagree." 2008 EPA EEO Employee Survey Findings 13 ------- Tenure: Years Worked at EPA Respondents working at EPA for less than 3 years were notably more positive than older respondents for 20 of the 22 organizational culture items (Table 7). For all trust items (Item A13a-Item A14g), respondents working at EPA for 3 to 10 years were notably more positive than respondents working there for 11 years or more. Table 7. Tenure: Notable Differences in Percent Positive Responses Less Than 3 ltem# A1 A2 A3 A4 A5 A6 A7(R) A9(R) A11 A12(R) A13a A13b A13c A14a A14b Item EPA provides employees with information about their civil rights in the workplace. EPA educates employees about unacceptable behavior in the workplace EPA instructs employees on how to report unacceptable behavior in the workplace. EPA is committed to having a diverse workforce. EPA employees treat one another with respect. EPA tries to remove barriers to advancement opportunities for employees. Some EPA managers prefer hiring employees that share their background or physical characteristics. EPA sometimes tolerates unfair treatment in the workplace. I would feel comfortable talking to EPA managers and supervisors in my division/department about unacceptable behavior in the workplace. I feel there will be negative consequences for me if I report unfair treatment at work. I trust EPA to: Consistently enforce EPA's equal employment opportunity policies. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to be fair to all employees when: Providing access to professional training. I trust EPA to be fair to all employees when: Conducting performance appraisals. Years 73% 69% 59% 81% 83% 56% 31% 35% 74% 51% 74% 73% 73% 84% 77% 3 to 1 0 Years 65% 62% 50% 72% 73% 47% 25% 22% 59% 38% 56% 57% 53% 72% 59% 1 1 Years or More 66% 63% 54% 70% 71% 46% 22% 21% 57% 37% 47% 50% 46% 66% 53% 2008 EPA EEO Employee Survey Findings 14 ------- Table 7. Tenure: Notable Differences in Percent Positive Responses (continued) Less Than 3 ltem# A14c A14d A14e A14f A14n f\ i ty Item I trust EPA to be fair to all employees when: Deciding on promotions I trust EPA to be fair to all employees when: Recognizing and rewarding individual contributions. I trust EPA to be fair to all employees when: Handling discrimination complaints. I trust EPA to be fair to all employees when: Providing access to career development opportunities. I trust EPA to be fair to all employees when: Handling recruitment. Years 63% 77% 69% 78% 67% 3 to 1 0 Years 43% 59% 50% 60% 53% 1 1 Years or More 37% 53% 44% 53% 47% Note: An (R) after the item # indicates a negatively worded item where the percent positive response is based on "Strongly disagree" or "Disagree" responses. Flex-Time Status There were no notable differences in percent positive responses between respondents working a regular 5-day schedule and respondents working a flex-time schedule. Gender Men had notably higher percent positive responses than women for 20 organizational culture items (Table 8). They differed most (12 percentage points) on Items A6 and A9. Table 8. Gender: Notable Differences in Percent Positive Responses ltem# A1 A2 A3 A4 A5 A6 A8 A9(R) A10 Item EPA provides employees with information about their civil rights in the workplace. EPA educates employees about unacceptable behavior in the workplace EPA instructs employees on how to report unacceptable behavior in the workplace. EPA is committed to having a diverse workforce. EPA employees treat one another with respect. EPA tries to remove barriers to advancement opportunities for employees. EPA employees speak up when they observe unacceptable behavior in the workplace. EPA sometimes tolerates unfair treatment in the workplace. I would receive impartial support from EPA if I filed a job discrimination complaint. Male 70% 68% 59% 76% 78% 54% 41% 30% 28% Female ^^H 64% 60% 49% 69% 69% 42% 34% 18% 23% 2008 EPA EEO Employee Survey Findings 15 ------- Table 8. Gender: Notable Differences in Percent Positive Responses (continued) ltem# A11 A12(R) A13a A13b A13c A14a A14b A14c A14d A14e A14f Item I would feel comfortable talking to EPA managers and supervisors in my division/department about unacceptable behavior in the workplace. I feel there will be negative consequences for me if I report unfair treatment at work. I trust EPA to: Consistently enforce EPA's equal employment opportunity policies. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to be fair to all employees when: Providing access to professional training. I trust EPA to be fair to all employees when: Conducting performance appraisals. I trust EPA to be fair to all employees when: Deciding on promotions I trust EPA to be fair to all employees when: Recognizing and rewarding individual contributions. I trust EPA to be fair to all employees when: Handling discrimination complaints. I trust EPA to be fair to all employees when: Providing access to career development opportunities. Male 64% 44% 56% 58% 56% 73% 61% 44% 53% 53% 61% Female 56% 35% 50% 52% 48% 67% 55% 39% 48% 45% 55% Note: An (R) after the item # indicates a negatively worded item where the percent positive response is based on those who responded "Strongly disagree" or "Disagree." Education For the most part, percent positive responses were similar across all education categories except for respondents with less than a bachelor's degree. The latter group was notably less positive than the other respondent groups on some items. The differences were greatest (10 or more percentage points) for Items A5 (EPA employees treat one with respect), A6 (EPA tries to remove barriers to advancement opportunities for employees), and A12 (I feel there will be negative consequences for me if I report unfair treatment at work). 2008 EPA EEO Employee Survey Findings 16 ------- Age Group For reporting purposes, the two youngest age groups (<25 years and 25 to 30) were collapsed because the younger group represented only 2 percent of the respondent population and the two groups had similar percent positive responses on the organizational culture items. Also, the two older age groups (40 to 49 years and 50 years and older) were collapsed because the percent positive responses were so similar for both groups. Respondents younger than 40 years old were notably more positive than those 40 years and older for 15 items (Table 9). Table 9. Age Group: Notable Differences in Percent Positive Responses ltem# A5 A7(R) A11 A12(R) A13a A13b A13c A14a A14b A14c A14d A14e A14f A14g Less than 40 Item years old EPA employees treat one another with respect. Some EPA managers prefer hiring employees that share their background or physical characteristics. I would feel comfortable talking to EPA managers and supervisors in my division/department about unacceptable behavior in the workplace. I feel there will be negative consequences for me if I report unfair treatment at work. I trust EPA to: Consistently enforce EPA's equal employment opportunity policies. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to be fair to all employees when: Providing access to professional training. I trust EPA to be fair to all employees when: Conducting performance appraisals. I trust EPA to be fair to all employees when: Deciding on promotions I trust EPA to be fair to all employees when: Recognizing and rewarding individual contributions. I trust EPA to be fair to all employees when: Handling discrimination complaints. I trust EPA to be fair to all employees when: Providing access to career development opportunities. I trust EPA to be fair to all employees when: Handling recruitment. 78% 29% 65% 43% 64% 64% 63% 80% 69% 52% 61% 60% 69% 60% 40 years old or older 72% 22% 58% 38% 49% 52% 48% 67% 54% 39% 47% 45% 55% 48% Note: An (R) after the item # indicates a negatively worded item where the percent positive response is based on those who responded "Strongly disagree" or "Disagree." 2008 EPA EEO Employee Survey Findings 17 ------- Race/Ethnicity For all 22 organizational culture items, the percent positive responses of White (Non- Hispanic) respondents were notably higher than those for Non-White respondents (Table 10). The category Non-White represents racial and ethnic groups with low population numbers relative to the White respondent population: Hispanic or Latino, Black or African American, Asian, Native Hawaiian or Other Pacific Islander, American Indian or Alaska Native, and two or more races (not Hispanic or Latino). Table 10. Race/Ethnicity: Notable Differences in Percent Positive Responses ltem# A1 A2 A3 A4 A5 A6 A7(R) A8 A9(R) A10 A11 A12(R) A13a A13b A13c A14a Item EPA provides employees with information about their civil rights in the workplace. EPA educates employees about unacceptable behavior in the workplace EPA instructs employees on how to report unacceptable behavior in the workplace. EPA is committed to having a diverse workforce. EPA employees treat one another with respect. EPA tries to remove barriers to advancement opportunities for employees. Some EPA managers prefer hiring employees that share their background or physical characteristics. EPA employees speak up when they observe unacceptable behavior in the workplace. EPA sometimes tolerates unfair treatment in the workplace. I would receive impartial support from EPA if I filed a job discrimination complaint. I would feel comfortable talking to EPA managers and supervisors in my division/department about unacceptable behavior in the workplace. I feel there will be negative consequences for me if I report unfair treatment at work. I trust EPA to: Consistently enforce EPA's equal employment opportunity policies. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to be fair to all employees when: Providing access to professional training. White (Non Hispanic) 70% 67% 56% 80% 79% 54% 28% 41% 27% 26% 65% 45% 58% 60% 57% 74% Non-White ^^H 60% 57% 49% 56% 63% 36% 16% 31% 15% 24% 50% 28% 42% 43% 40% 62% 2008 EPA EEO Employee Survey Findings 18 ------- Table 10. Race/Ethnicity: Notable Differences in Percent Positive Responses (continued) ltem# A14b A14c A14d A14e A14f A14g Item I trust EPA to be fair to all employees when: Conducting performance appraisals. I trust EPA to be fair to all employees when: Deciding on promotions I trust EPA to be fair to all employees when: Recognizing and rewarding individual contributions. I trust EPA to be fair to all employees when: Handling discrimination complaints. I trust EPA to be fair to all employees when: Providing access to career development opportunities. I trust EPA to be fair to all employees when: Handling recruitment. White (Non Hispanic) 62% 46% 54% 54% 62% 56% Non-White 50% 33% 43% 38% 49% 42% Note: An (R) after the item # indicates a negatively worded item where the percent positive response is based on those who responded "Strongly disagree" or "Disagree." Disability Status Respondents with disabilities were less positive than respondents without disabilities, and many differences were greater than 10 percentage points (Table 11). Table 11. Disability Status: Notable Differences in Percent Positive Responses ltem# A1 A2 A3 A4 A5 A6 A8 A9(R) A10 Item EPA provides employees with information about their civil rights in the workplace. EPA educates employees about unacceptable behavior in the workplace EPA instructs employees on how to report unacceptable behavior in the workplace. EPA is committed to having a diverse workforce. EPA employees treat one another with respect. EPA tries to remove barriers to advancement opportunities for employees. EPA employees speak up when they observe unacceptable behavior in the workplace. EPA sometimes tolerates unfair treatment in the workplace. I would receive impartial support from EPA if I filed a job discrimination complaint. With Disability 54% 51% 40% 61% 59% 34% 30% 16% 21% Without Disability 68% 65% 55% 73% 75% 49% 38% 24% 26% 2008 EPA EEO Employee Survey Findings 19 ------- Table 11. Disability Status: Notable Differences in Percent Positive Responses (continued) ltem# A11 A12(R) A13a A13b A13c A14a A14b A14c A14d A14e A14f A14g Item I would feel comfortable talking to EPA managers and supervisors in my division/department about unacceptable behavior in the workplace. I feel there will be negative consequences for me if I report unfair treatment at work. I trust EPA to: Consistently enforce EPA's equal employment opportunity policies. I trust EPA to: Respond promptly to allegations of illegal discrimination. I trust EPA to: Treat employees with respect when they file a discrimination complaint. I trust EPA to be fair to all employees when: Providing access to professional training. I trust EPA to be fair to all employees when: Conducting performance appraisals. I trust EPA to be fair to all employees when: Deciding on promotions I trust EPA to be fair to all employees when: Recognizing and rewarding individual contributions. I trust EPA to be fair to all employees when: Handling discrimination complaints. I trust EPA to be fair to all employees when: Providing access to career development opportunities. I trust EPA to be fair to all employees when: Handling recruitment. With Disability 45% 26% 36% 39% 33% 55% 42% 25% 34% 30% 41% 36% Without Disability 61% 40% 54% 56% 53% 71% 59% 43% 51% 50% 59% 52% Note: An (R) after the item # indicates a negatively worded item where the percent positive response is based on those who responded "Strongly disagree" or "Disagree." 2008 EPA EEO Employee Survey Findings 20 ------- POSSIBLE PERSONAL EXPERIENCES WITH ON-THE-JOB DISCRIMINATION Section B of the survey addressed possible experiences with on-the-job discrimination. Question Bl: During the past 12 months, do you believe you were discriminated against at EPA because of race, color, gender, age, religion, disability, sexual orientation, or parental status, or were subject to reprisals or sexual harassment? Yes 14%(n = 1,116) No 76% Not sure 10% Findings are presented first for the series of followup questions that respondents answering Yes to question B1 were asked. Next, findings for the followup questions for respondents answering Not sure to question Bl are reported. Respondents answering No to Bl were skipped to the last question in this survey section, B13. Employees Who Believe They Experienced Job Discrimination During the Past 12 Months Those responding yes to Question Bl said the following employment discrimination issues applied to their experiences (% checking yes for each issue: Question B2): Promotion 51% Performance evaluation 50% Career development 45% Compensation 23% Job training 21% Hiring 9% Other 21% They also said they experienced the following bases of discrimination (% checking yes for each basis: Question B3) Age 43% Race 42% Gender 36% Reprisal 33% Color 18% Disability 11% Parental status 9% Sexual orientation 5% Sexual harassment 4% Religion 3% 2008 EPA EEO Employee Survey Findings 21 ------- Four percent (47 employees) of those reporting yes to Question Bl said they filed a formal discrimination complaint with EPA's Office of Civil rights during the past 12 months (Question B4). Different followup questions were asked of those who said they filed a case and those who said they did not. Findings are presented first for those who said yes. Yes, Employee Filed a Complaint Forty-four of those who filed a complaint reported the following results (Question B5): Still being processed 66% Settled 16% Withdrawn 14% Finding of discrimination 5% Among 18 employees who reported their complaints had been settled or withdrawn or whose cases had resulted in a finding of discrimination, 61 percent answered very dissatisfied to Question B6—Regardless of the outcome of your complaint, how satisfied or dissatisfied were you with how EPA handled the complaint? Among 29 employees who said their complaint was still being processed, a similar percentage (59%) responded very dissatisfied io Question B7—So far, how satisfied or dissatisfied are you with the discrimination complaint process? No, Employee Did Not File a Complaint Employees who answered yes to Question Bl but said they did not file a formal complaint were asked about the current status of the discrimination issue they had experienced during the past 12 months (Question B8). They responded as follows: It has been taken care of to my satisfaction. 8% It is still a problem but the situation has improved. 17% The situation is currently about the same. 64% The situation is worse. 11 % Employees who said the situation is currently about the same or worse were then asked if they would file a formal discrimination complaint if the discrimination issue doesn't improve (Question B9). All respondents who answered that question said no. They were then asked to say yes or no to the following reasons for not filing a complaint (Question BIO, percentages of yes responses): I am worried about what might happen to me if I file g_0/ a complaint. I am worried about what might happen to someone _ .„. else if I file a complaint. I do not think filing a complaint will make a _70/ difference in my situation. ° I'm not sure how to file a complaint. 23% Other reason 41% 2008 EPA EEO Employee Survey Findings 22 ------- Employees Who Said They Are Not Sure If They Experienced Job Discrimination During the Past 12 Months As noted earlier, 10 percent of the respondents to Question Bl said not sure when asked if they believe they were discriminated against at EPA during the past 12 months. Those respondents were next asked if they had talked to an Equal Employment official or a union official about their situation (Question Bl 1). Ninety percent of them said no. The no respondents were asked why they didn't talk to an Equal Employment official or a union official (Question B12). They reported the following reasons (percentages of yes responses): I was worried about what might happen to me if I . _„. asked about the situation. ° I was worried about what might happen to someone . go/ else if I asked about the situation. I do not think talking to someone about it would __0/ make a difference in my situation. ° I didn't know how the complaint process worked. 35% Although this set of percentages differ from those above, concern about what might happen to oneself and feeling that filing a complaint or talking to someone would make no difference in their situations had the highest percentages of yes responses in both groups of respondents. Also, both had notable percentages indicating they did not know how to file a complaint (23% and 35%). Perceptions About On-the-Job Discrimination Experienced by Co-workers At the end of the second section of the survey, all respondents were asked: Question B13: Do you know of any employee (not including yourself) that you believe was discriminated against at EPA during the past 12 months because of race, color, gender, age, religion, disability, sexual orientation, or parental status, or was subject to reprisals or sexual harassment? They responded as follows: Yes 23% No 77% Although only 14 percent of respondents said they believe they personally experienced employment-related discrimination at EPA, 23 percent indicated they believe a co-worker experienced employment-related discrimination during the past 12 months. Subgroup Findings on Discrimination An analysis of the responses to the questions on personal experiences with discrimination was conducted with five subgroups: Self-reported work location (headquarters, regional office, headquarters employee at lab site), race (White vs. Non-White), gender, disability status, and age (<40 years, 40 to 49 years, and 50 years or older). For these analyses, Hispanics were included in the Non-White category. 2008 EPA EEO Employee Survey Findings 23 ------- The following subgroup findings were selected for inclusion in the report because of their possible supplemental importance to the overall findings in identifying appropriate action steps. Questions B2 (discrimination issues) and B3 (bases of discrimination) were answered only by respondents who said yes when asked if they believed they had experienced job discrimination at EPA in the past 12 months (Item Bl). Work Location • Headquarters respondents were more likely than headquarters respondents at lab sites to report personal experience with job discrimination at EPA in the past 12 months (16% vs. 10%). Among regional office respondents, 13% reported job discrimination (Item B). • Selected findings regarding discrimination issues (Item B2): o Career development: cited by 55 percent of lab site respondents, compared with 44 percent of headquarter respondents and 45 percent of regional office respondents. o Performance evaluations: cited by 56 percent of headquarters respondents, compared with 48 percent of regional office respondents (48%) and 48 percent of lab site respondents. • Selected findings regarding bases of discrimination (Item B3): o Gender: cited by 38 percent of regional office respondents, compared with 32 percent of headquarters respondents. Race • The proportion of Non-White respondents who believed they experienced job-related discrimination at EPA during the past 12 months was higher than the corresponding proportion of White respondents (19% vs. 11%). (Item B1) • Selected findings regarding discrimination issues (Item B2): o Promotion: cited by 56 percent of Non-White respondents, compared with 47 percent of White respondents. o Performance evaluations: cited by 56 percent of Non-White respondents, compared with 46 percent of White respondents. • Selected findings regarding bases of discrimination (Item B3): o Race: cited by 67 percent of Non-White respondents (67%), compared with 22 percent of White respondents. o Color: cited by 28 percent of Non-White respondents, compared with 10 percent of White respondents. o Age: cited by 53 percent of White respondents, compared with 32 percent of Non-White respondents. 2008 EPA EEO Employee Survey Findings 24 ------- o Gender: cited by 40 percent of White respondents, compared with 32 percent of Non-White respondents. Gender • Selected findings regarding bases of discrimination (Item B3): o Race: cited by 47 percent of men, compared with 40 percent of women. o Age: cited by 48 percent of men, compared with 40 percent of women. o Parental status: cited by 13 percent of women, compared with 4 percent of men. Disability Status • The proportion of respondents who believed they experienced j ob-related discrimination at EPA during the past 12 months was higher among respondents self- reporting a disability than among other respondents (34% vs. 12%). (Item Bl) • Selected findings regarding discrimination issues (Item B2): o Job training: cited by 30 percent of respondents who reported having a disability, compared with 19 percent of other respondents. o Career development: cited by 54 percent of respondents who reported having a disability, compared with 43 percent of other respondents. • Selected findings regarding bases of discrimination (Item B3): o Disability: cited by 51 percent of respondents who reported having a disability, compared with 1 percent of other respondents. Age Reports of personal experiences with discrimination increased with age: 10 percent of those under age 40, 13 percent of those 40 to 49 years old, and 17 percent of those 50 years or older. (Item Bl) Selected findings regarding discrimination issues (Item B2): o Career development: cited by 50 percent of those 40 to 49 years, compared with 40 percent of those younger than 40 and 44 percent of those 50 years and older. o Compensation: cited by 25 percent of respondents 50 years and older, compared with 18 percent of those younger than 40. o Performance evaluations: cited by 52 percent of respondents 50 years and older and 51 percent of those 40 to 49 years, compared with 44 percent of thnep vminopr than 40 i those younger than 40 2008 EPA EEO Employee Survey Findings 25 ------- Selected findings regarding bases of discrimination (Item B3): o Race: cited by 49 percent of those 40 to 49 years old, compared with 40 percent of those 50 years and older and 42 percent of those younger than 40 o Age: cited by 62 percent of respondents 50 years and older, compared with 33 percent of those younger than 40 and 16 percent of those 40 to 49 years old o Parental status: cited by 21 percent of those younger than 40 and 16 percent of those 40 to 49 years old, compared with 2 percent of respondents 50 years and older o Reprisal: cited by 35 percent of respondents in each of the two older age groups, compared with 24 percent of those younger than 40 2008 EPA EEO Employee Survey Findings 26 ------- EMPLOYEE AWARENESS OF EPA POLICIES, PROCEDURES, AND PROGRAMS Overall Awareness Findings EPA employees were asked a series of questions to measure the extent of their familiarity with three information sources about EPA policies, procedures, and programs about civil rights in the workplace and two questions about Reasonable Accommodation coordinators. Table 12 summarizes the findings for Items C1-C4 and C7-C8 for the total respondent population. Table 12. Awareness of EEO and Civil Rights Information Sources Item # and Item Text C1 How familiar are you with: EPA's Office of Civil Rights website? Percent I have visited this website more than once during the past 12 months. I have visited this website only once during the past 12 months. I know about this website but have not visited it during the past 12 months. I know nothing at all about this website. 8% 13% 45% 34% C2 How familiar are you with: EPA's Office of Civil Rights (OCR) Intranet Civil Rights Training Modules on (1) Reasonable Accommodations and (2) Title VII (internal complaint process) I have completed both during the past 12 months. I have completed only one of the two during the past 12 months. I know about at least one but have not tried to complete one during the past 12 months. I know nothing at all about either of the OCR Intranet civil rights training modules. 15% 10% 28% 47% C3 How familiar are you with: EPA's 2007 Equal Employment Opportunity (EEO) Policy (issued on June 14, 2007) I am very familiar with EPA's 2007 EEO Policy. I am somewhat familiar with EPA's 2007 EEO Policy. I have heard about EPA's 2007 Policy, but I am not familiar with it. I know nothing at all about EPA's 2007 EEO Policy. 9% 33% 37% 21% C4 How familiar are you with: EPA's Order and Procedures on Providing Reasonable Accommodation to Qualified Applicants and Employees with Disabilities? I have used EPA's Order and Procedures to request, or process a request, for reasonable accommodation during the past 12 months. I am somewhat familiar with EPA's Order and Procedures on Reasonable Accommodation. I have heard about them, but I am not familiar with them. I know nothing at all about EPA's Order and Procedures on Reasonable Ace. 5% 38% 38% 19% C7 Do you know the name of EPA's National Reasonable Accommodation Coordinator, and how to contact this person? Yes, I know both the person's name and how to contact this person. Yes, I know the person's name but not the contact information for this person. Yes, I know how to contact this person, but I do not know the person's name. No, I do not know the name of this person or how to contact this person. 11% 1% 20% 68% C8 Do you know the name of your local Reasonable Accommodation Coordinator, and how to contact this person? Yes, I know both the person's name and how to contact this person. Yes, I know the person's name but not the contact information for this person. Yes, I know how to contact this person, but I do not know the person's name. No, I do not know the name of this person or how to contact this person. 27% 2% 17% 54% 2008 EPA EEO Employee Survey Findings 27 ------- The findings suggest an opportunity for OCR to raise awareness about its information sources. The percentages of respondents reporting they have not visited the website or were not at all familiar with the OCR training modules and policy memo ranged from 21 percent to 47 percent. Thirty-two percent (32%) of respondents knew the name or contact information, or both, for the National Reasonable Accommodation Coordinator, and 46 percent knew that information for their local Reasonable Accommodation Coordinator. When responses to these same questions were analyzed by supervisory status, it became clear that lack of familiarity is disproportionately an issue with nonsupervisory staff, but there is a need to increase awareness among higher level employees also (Table 13). Table Item # C1 C2 C3 C4 13. Awareness of EEO and Civil Rights Information Sources by Nonsupervisor Item or Team Leader How familiar are you with: EPA's Office of Civil Rights? I have visited this website more than once during the -,„, past 12 months. ° I have visited this website only once during the past .„„. 12 months. I know about this website but have not visited it . _0. during the past 12 months. ° I know nothing at all about this website. 36% Supervisory Status Manager or Supervisor Executive 15% 18% 20% 20% 49% 48% 16% 14% How familiar are you with: EPA's Office of Civil Rights (OCR) Intranet Civil Rights Training Modules on (1) Reasonable Accommodations and (2) Title VII (internal complaint process) I have completed both during the past 12 months. 12% I have completed only one of the two during the past .~0, 12 months. I know about at least one but have not tried to „„(>/ complete one during the past 12 months. I know nothing at about either of the OCR Intranet 510/ civil rights training modules. 31% 34% 14% 16% 28% 28% 26% 22% How familiar are you with: EPA's 2007 Equal Employment Opportunity (EEO) Policy (issued on June 14, 2007)? I am very familiar with EPA's 2007 EEO Policy. 6% I am somewhat familiar with EPA's 2007 EEO Policy. 31 % I have heard about EPA's 2007 EEO Policy, but I am ._„. not familiar with it. I know nothing at all about EPA's 2007 EEO Policy. 22% How familiar are you with: EPA's Order and Procedures on Providing to Qualified Applicants and Employees with Disabilities? I have used EPA's Order and Procedures to request, or process a request, for reasonable accommodation 3% during the past 12 months. 1 am somewhat familiar with EPA's Reasonable ~.0, Accommodation Order and Procedures. 1 have heard about them, but 1 am not familiar with .„„, them. 1 know nothing at all about EPA's Reasonable „„„, Accommodation Order and Procedures. 23% 31% 52% 50% 17% 14% 8% 6% Reasonable Accommodation 16% 18% 70% 66% 11% 14% 3% 2% 2008 EPA EEO Employee Survey Findings 28 ------- Table 13. Awareness of EEO and Civil Rights Information Sources by Supervisory Status (continued) Nonsupervisor or Team Item # Item Leader Supervisor C7 Do you know the name of EPA's National Reasonable Accommodation Coordinator contact this person? Yes, I know both the person's name and how to contact this person. Yes, I know the person's name but not how to contact this person. Yes, I know how to contact this person, but I do not know the person's name. No, I do not know the name of this person or how to contact this person. 7% 1% 17% 75% C8 Do you know the name of your local Reasonable Accommodation contact this person? Yes, I know both the person's name and how to contact this person. Yes, I know the person's name but not how to contact this person. Yes, I know how to contact this person, but I do not know the person's name. No, I do not know the name of this person or how to contact this person. 21% 2% 17% 60% 31% 2% 31% 35% Coordinator, and 60% 2% 21% 21% Manager or Executive , and how to 32% 3% 35% 30% how to 60% 2% 21% 21% Note: Column percentages for each item may not add to 100 because of rounding. Reasonable Accommodation Additional findings related to reasonable accommodation questions in the survey follow: Q About 13 percent of respondents had requested and received information from either the National or local Reasonable Accommodation Coordinator (Item C9). Most of them, 93 percent, said the information was helpful to them (Item CIO). Q About 1 percent of respondents said they had requested information from the National or local coordinator but had not received the information (Item C9). Q Five percent of respondents said they had used EPA's Order and Procedures on Providing Reasonable Accommodation to Qualified Applicants and Employees with Disabilities to request or process a request for reasonable accommodation during the past 12 months (Item C4). A high percentage of them (85%) said they were treated fairly during the Reasonable Accommodation process (Item C5). Q Respondents who said they had used the Reasonable Accommodation process or had skipped that question were asked if they have ever received training, either on-line or in-person, on the Reasonable Accommodation Order and Procedures (Question C6). A large majority (70%) of the 401 respondents answering the question said yes (Item C6). 2008 EPA EEO Employee Survey Findings 29 ------- (This page intentionally left blank) 2008 EPA EEO Employee Survey Findings 30 ------- SPECIAL EMPHASIS AND DIVERSITY PROGRAMS The fourth section of the survey asked questions about attendance at EPA Special Emphasis and Diversity Program events and how often the events met program goals. Attendance The following percentages of respondents reported attending EPA Special Emphasis and Diversity Programs during the past 12 months (Items Dla-Dlk): Martin Luther King Observance 27% Black History Month 29% Women's History Month 21% Take Your Sons and Daughters to Work Day 11 % Administrative Professionals Week 30% Asian American / Pacific Islander Heritage Month 22% Older American Month 9% Gay and Lesbian Pride Month 11% Hispanic Heritage Month 22% Disability Employment Awareness Month 12% American Indian /Alaskan Native Heritage Month 19% Attendance by Worksite Location Attendance was higher by 5 percentage points or more at regional offices than at lab sites for the following Special Emphasis and Diversity Programs: Martin Luther King Observance and Black History Month Take Your Sons and Daughters to Work Administrative Professionals Week Gay and Lesbian Pride Month Regional office attendance was similarly higher than headquarters attendance for: Women's History Month Asian American/Pacific Islander Heritage Month Gay and Lesbian Pride Month Hispanic Heritage Month. Attendance at regional offices was lowest for Older Americans Month (9%). 2008 EPA EEO Employee Survey Findings 31 ------- Attendance by Race/Ethnicity Generally, Non-White respondents, compared with White respondents, were disproportionately represented at the Special Emphasis and Diversity Program events except for Administrative Professionals Week, Take Your Sons and Daughters to Work Day, and Gay and Lesbian Pride Month. Also, the various Non-White subgroups tended to be disproportionately represented at events related to their race/ethnicity. For example: Q Fifty-two percent (52%) of Hispanic respondents attended a Hispanic Heritage Month event, compared with 20 percent of non-Hispanic respondents. Q Fifty-three percent (53%) of Asian respondents and 41 percent of Native Hawaiian or Other Pacific Islander respondents attended an Asian American / Pacific Islander Heritage Month event, compared with about 18 percent of Whites and 29 percent of Black or African American respondents. Q The percentages of Black or African American respondents attending the Martin Luther King Observance and a Black History Month event were much higher (60% to 65%) than the percentages of other respondent groups attending those events (range of 18% to 37%). Perceptions About Special Emphasis and Diversity Programs Respondents who reported attending at least one of the Special Emphasis events were asked how often the event(s) met four event goals (Items D2a-D2d). Their responses are summarized in Table 14. Table 14. Respondent Perceptions About How Often the Special Emphasis Events They Attended Met EPA Goals Always/Usually Sometimes Rarely/Never The events highlighted the contributions -,QO/ .co/ co/ , . .... • •.• fo/o 1b% b% of various cultures, ethnicities, or groups. The events raised employees' awareness of the benefits of equal employment 54% 28% 18% opportunity. The events promoted acceptance of 67% 22% 11% differences within the workforce. Event speakers focused on topics 5^% ^2% 17% relevant to affirmative employment. 2008 EPA EEO Employee Survey Findings 32 ------- COMMON THEMES IN RESPONDENT COMMENTS The last survey question was open-ended: What could EPA do better to improve equal employment opportunity throughout the agency? About 3,000 employees responded to this question. Common themes in the responses are listed below, with sample quotes illustrating the themes. Some of the quotes represent only one aspect of a respondent's comments—many comments addressed more than one issue. Equal Employment Opportunity (EEO) and Diversity Training Many respondents had comments similar to the following about EEO training. Increasing training to ALL employees, not just managers and staff. Require ALL EMPLOYEES (inc. managers/supvs.) to take training ANNUALLY in ALL aspects of EEO, including in (a) definition of discriminatory workplace behavior prohibited by U.S. laws/regs./policies, (b) complaints process & procedures; and (c) purpose & legal/policy objectives of special emphasis programs. A few years ago I attended a training (I'm reasonably sure it was mandatory) that covered topics such as harrassment (sic) (not just sexual harrassment). That was very helpful in providing some information and perspective on distinguishing acceptable from unacceptable behavior.... It's not enough to train EPA managers in EEO sensitivity. Everyone working in our offices needs to be on the same page. And because of the sensitive nature of EEO and diversity training, an online training module is not going to cut it. These need to be in-person, mandatory training sessions for everyone who works in our offices.... Although your questions are website and personal experience focused, management participates in classroom training on these topics frequently. However, the general employee base does not have access to similar classroom training and discussion. Outside of an occasional web training session, many employees do not have an opportunity to become aware of these issues. Continue to provide diversity training to existing and new management level employees at a minimum. Periodic training for all employees would be ideal. EPA's new supervisory training is a good start. Supervisors need to know, not just the rules, but how to coach individuals when a situation comes up so the issues can be handled fairly and promptly. .. .use past "real-life" situations as "exercises" within formal EEO training classes. 2008 EPA EEO Employee Survey Findings 33 ------- Agency needs to provide more concrete examples of unacceptable behavior (discrimination, retaliation, harassment, bullying, etc.) People are told not to harass but are not given examples of harassment. Agency-wide emails, 20 minute online courses on various subjects (e.g., how to file a complaint, civil rights, etc.) Have links in the course so we don't have to search the intranet for what we need to do. Employees need mandatory training on EEO. They get the Union and EEO confused. In over XX years as an EPA employee I have never seen the Agency use its discrimination complaint experience as a vehicle for training managers and employees so that we better understand the types of practices and behaviors considered discriminatory and what consequences can result from discriminatory behavior. More collaboration between OCR and SEPMs and program offices on recruitment, awareness, etc. Mandatory supervisory training. I am a new supervisor and am open to training opportunities. More cultural and sociology training for managers. They are trained in the technical and traditional management aspects (generic people management) of the specific jobs, but have no time to address the socio-aspects of the diverse workforce, including the aging workforce. Recruiting of Minority Employees Reaching out to racial and ethnic minorities and other minority population groups was another common theme in the comments. Attend more recruiting fairs that focus on people of color - Reach out more to students of color at the university and high school levels - Restart the EPA summer internship program - Work with schools in some of the communities of colors where we are already doing work. EPA should spend more time recruiting at Universities that have predominantly minority populations. They continue to go to the same schools each year and bypass minority schools. Hire blind employees. Have a can-do attitude. Actively recruit a diverse workforce. My regional office is mostly white, with very few African-Americans, Latinos or Hispanics. This lack of diversity impacts our programs, particularly in the areas of Community Involvement, Public Information, and Environmental Justice. Target outreach to minority groups for job openings... .Have early awareness outreach to high schools and colleges so that students actually select majors in 2008 EPA EEO Employee Survey Findings 34 ------- environmental fields or are aware of how their majors could be used... .develop internship programs for minorities. Do more recruitment at traditionally black schools, and nurture and promote those employees. Hire more people with disabilities and provide more accommodations in a more timely manner. Be more proactive about recruiting, hiring, and promoting diverse groups to EPA, particularly persons with disabilities, African Americans, and other underrepresented groups. Particularly in technical and management positions. In terms of recruitment, it would be helpful to have a point of contact for the "People with Disabilities Employment Program" on EPA's OCR Internet site (http://www.epa.gov/ocr/divstaff.htm). This might encourage more people with disabilities to seek employment opportunities at EPA. Also, providing outreach to people with targeted disabilities (e.g, what flexible hiring authorities they might qualify for) via the Internet would be encouraging to see as well. Awareness of Civil Rights Laws and EEO Information Sources Respondents advocated more advertising and promotion of equal employment information and OCR responsibilities. Increase the presence of OCR, I am unsure what the National Program Managers do other than plan observances. Advertise the website and policies associated with equal employment opportunity. Advertise their Policies on EEO and Civil Rights. Employees aren't aware of their rights until they feel violated. Then they have to search high and low to get help. The emphasis programs aren't promoting these policies, it's just entertainment. Better inform employees of who they need to contact if issues arise. Better information on the various new policy acts, procedures related to EEO, civil rights & reasonable accommodations, as well as contact persons for these issues. Develop an electronic factsheet about EEO that includes hyperlinks to pertinent websites. EPA should give each employee a handbook with telephone numbers of EPA Equal Employment Opportunity. In this it should explain all types of discrimination. 2008 EPA EEO Employee Survey Findings 35 ------- Have managers and supervisors mention this topic during Divisional all hands and unit meetings. Continue to offer EEO training on the Internet.... Better advertise eeo complaint procedural contacts. Better identify examples of issues that are suitable for a justifiable complaint. Increase information sharing in a readily available, transparent way by providing two brochures to employees upon entering EPA or upon transfer to another region, HQ, or lab. One brochure could focus on the EEO office in general (e.g. EEO office and Special Emphasis Programs information and contacts), and the other could focus on summarizing the EEO complaint process and contacts. These brochures should be included in a welcome packet, among other entry materials. Initiate an EEO awareness campaign and share the EPA EEO reportcard with employees. It would benefit the workforce to make the information better known. Offer short courses (less than 1 hour) on topics of interest. Make the information covered by this survey easier to find (more intuitive) on EPA's intranet site. Maybe have a monthly newsletter with EEO steps, tips, advice, who to contact, current EEO news, etc... This can go out by email. Post more info in the kitchenettes and by the elevators. .. .1 would recommend that EEO consider providing a one page fact sheet that is laminated and could be put on one's desk or wall that has all the pertinent information and contact data. Also make it red or some bright color. This would give everyone a quick hands-on ready fact sheet about who to call with a complaint, or what top issues need to be considered. Fairness in Promotions/Career Ladders There were diverse themes in comments related to job promotion and advancement. EPA should make the advancement process more transparent and allow for more people to take on management details. Need to make sure when job openings become available, that the job announcement attracts and selects for all well qualified applicants. Examination of promotion practices of uppermanagement in regional offices for favoritism. Figure out how to avoid supervisor bias. Unfortunately, I don't think that can be done. Managers promote those like themselves. If you don't fit into that mold, then tough luck. 2008 EPA EEO Employee Survey Findings 36 ------- Find an impartial manner in which to have a career ladder for administrative professionals. Hire and promote based on performance, not to fill some goal or quota based on personal attributes. EPA should improve internal promotion processes to prevent pre-selection. Equal employment opportunity means that anyone regardless of age, color, sex, sexual orientation, etc. has an equal chance to obtain some sort of opportunity at EPA. For this reason, these traits should not be considered when selecting an employee for a promotion, award, advancement, etc. Fairness is the key. Upper management cannot release all responsibility of insuring fairness and equal opportunity to its first line supervisors. Patterns still have to be recognized when they occur and questions have to be at least asked. Focus on more than race. Gender is a major factor in discrimination and that is not addressed often enough. Telling someone they have no family is not a basis for denying promotion. For promotions and movement to other internal jobs, EPA should recognize the broad work experience some personnel have gained through other federal/ state/municipal jobs, rather than just considering long-term, limited EPA work. Most EPA jobs are very narrowly focused, and don't provide hands-on application, or a holistic view of environmental issues that other agencies must consider. . . . Greater emphasis on substantive merit, rather than seniority, as grounds for promotions. .. .Criteria for promotions should be clear-cut and standardized, so that subjective decisions (i.e., favoritism) are not allowed, and an independent body should review all promotion decisions to determine whether the selected candidate does in fact meet the job requirements better than all other applicants. Base on qualifications first! Age discrimination is frequent in my experience. EPA should do a better job at increasing women/minority representation in management. Be fair to all. Don't advertise a position that is being promised to someone else. Don't waste the applicant's time and energy in applying. Be fair and give everyone the opportunity to be successful. Hire more minorities in supervisors and managers positions. 2008 EPA EEO Employee Survey Findings 37 ------- Choose leaders with great care. Selection of supervisors should be on merit including possessing most of the leadership and technical skills needed to do the job effectively. As an older worker at EPA, I see the focus of EPA being to promote "younger" less experienced persons to management positions. Manager and Supervisor Accountability for Enforcing EEO Process, Affirmative Action, and Fair Treatment EPA should train their supervisors and managers on EEO and they should also have staff members evaluate their supervisors/managers. Have clear policy/guidance on employee promotion process, management accountability and an audit system. - Specify the consequences of managers' refusal to sign employees' IDPs. All supervisors/managers should take mandatory training courses on treating employees respectfully and each should be annually graded on this, after employee feedback has been obtained. Hold managers accountable for not following through on employee complaints about discrimination and harassment. Deal swiftly with any supervisor or manager that fails to adhere to EPA's EEO policies and procedures. Absolute zero tolerance for any supervisor or manager that fails to address and eliminate a hostile work environment based upon gender, race, national origin, sexual orientation, age, or disability. Employees under managers (team leaders, branches etc) undergo performance appraisal every six months. . . . Hence employees know their ratings from year to year and can self adjust to improve from time to time. A similar process does not exist in the reverse: Employees do not rate their managers ... I strongly suggest that a 360 process should be in place and on a regular basis, every five years, the process should be carried out... Enforce current federal laws governing non-discrimination. Hold managers who are not in compliance with these laws accountable. Complaint Process / Fear of Reprisals / Confidentiality There seemed to be several recurring themes about reporting complaints. Keep the EEO office seperate (sic) from the rest of the Agency, so if someone wishes to contact the office, they are not seen doing so - Make sure the process is short and easy to understand. Also is easy to find how to file, etc and that it can be done without anyone knowing who did it, etc. 2008 EPA EEO Employee Survey Findings 38 ------- Ensure the processing of complaints at HQs are handled in a timely manner. Commit to a timeline of some sort. There needs to be a confidential grievance process and forum in which to resolve these types of incidents, which do not necessarily rise to the level of a lawsuit. A special EEO ombudsman should be assigned to an employee when this employee reports discrimination or when this employee files a report to the OID about fraud/waste/abuse, to prevent further retaliations against this employee. The EEO should monitor the situation to ... ensure proper handling of the case by higher level managers. .. .If there is a legitimate complaint it should be pursued in a TIMELY fashion, if a complaint is found to be false and fictitious the filing individual should be held accountable.... .. .have OCR located away from senior management offices. Ensure enforcement of rules throughout management chain. Employees are often scared to report anything because of lack of management support and coverup. Ensure managers understand employee rights and stop accusing them of being insubordinate, when employees need to go above their manager's head, when the manager does not respond in a timely manner and ignores employee concerns and questions. Having gone through an EEO complaint, it is clear to me and others in our organization that the system is broken. Only someone who is very healthy, stable, determined, and financially well off can afford the time, expenses, and stress to endure the process. Frivolous and unfounded EEO complaints should be quickly disposed, and disciplinary action taken against the complainant to discourage others from making frivolous complaints. This also allows legitimate complaints to receive the attention and actions they deserve. Investigate complaints through a certified, unbiased, and independent third party. Complaints, including formal and informal grievances, should not be returned to the office in question for resolution. This has a chilling effect on anyone considering actually filing a complaint/grievance. Reasonable Accommodation Process / Disability Issues The following comments are more specific to situations rather than representative of many other similar comments. Reassess how the reasonable accommodation process is being handled . . . The current process doe not work well, appears to be more responsive to fears of 2008 EPA EEO Employee Survey Findings 39 ------- unions and legal action than to real disability issues, and encourages "gaming" the system. Provide a fund [other than office supply budget] to pay for "reasonable accommodation measures [ergonomic chair / accessories].... EPA should have a separate fund to make sure that its employees get the equipment they need without penalizing their coworkers. ... Managers tend to rely on the LORAC or themselves to make RA determinations rather than working with the employee to determine individually effective RA as required by EEOC 29 CFR 1630 Follow ADA requirements. Have all bathrooms accessable (sic). Be more accommodating to staff with mental health issues, such as depression, and educate others about it, including depression screening outreach. Caption all EAB hearings and webcasts. How hard can it be to caption a webcast hearing when a stenographer is already transcribing the hearing. Do a better job at providing information relating to mental health . . People whose lives are affected by mental illness are treated differently than those who have a physical illness. This is very hurtful and THIS IS EXACTLY WHAT EPA NEEDS TO EDUCATE ITS EMPLOYEES ON!!!! Do more for people with hearing and vision disabilities. Do more to discuss learning disabilities and how they effect (sic) employees. Increase understanding and support, to utilize the positive attributes of individuals with learning disabilities. Special Emphasis and Diversity Events EPA should reconsider whether collateral duty SEPMs (instead of full-time SEPMs) advance EEO. In my experience, SEPMs spend far less than 20% of their time in this area, and their activities are limited to one-time educational or awareness-raising events. They are not treated as part of the management team; they are staff at various grade levels with various abilities; and their efforts are not accompanied by results tracking. The lack of consistency and absence of real planning & evaluation ensure that any progress made is going to be localized and probably nonrepeatable. The Special Emphasis events - would be attended more if they announced at least 2 weeks in advance. Get more support with the Special Emphasis Programs and support the events better. 2008 EPA EEO Employee Survey Findings 40 ------- Good programs but no time to attend them. The special emphasis program for employees with disabilities is grossly deficient in our region, and has been that way for at least a decade. All cultural awareness events/activities at EPA are specific to a particular culture (i.e., race, gender, sexual orientation, etc.). This separates and groups cultures and works totally against any form of equality. Often these events don't even seem designed to welcome those from different cultures. The only way to promote equality and embrace diverse cultures is to include everyone together. The focus should be on learning and respecting various cultures. Events that combine multiple cultures and invite cross-cultural participation would represent equality much more effectively than singling out one culture at a time. Allow more time for participation in special events or have them as all hands events. Substantial decrease in diversity programs in past few years and less acceptable to take time away from desk to participate due to heavier workloads. ... I am always impressed by the way speakers and programs are developed to tie to the Agency's mission and appeal to the many interests of the diverse group of employees we are, and how the programs are developed by committees of employees. At my facility, managers could more visibly support diversity events by attending themselves and encouraging their personnel to attend. Celebrate diversity without devoting single months to particular groups. This approach reinforces our differences rather than our shared commitment to protecting the environment. . . ... I have really enjoyed the speakers and quality programs. Use the special awareness programs as more than showcases and motivational speaking but perhaps as opportunities to provide training or create programs that will aid in the development of and selection of a diverse employment population that will be equipped to lead the Agency in the future. Don't recall any Special Emphasis and Diversity Programs events being advertised with the exception of hg. observances/celebrations announcements. Draw more of the EPA Staff in to work on Special Emphasis Program events. There is no place for "special emphasis" programs if we are all to be treated equally & impartially. I am deeply offended by these programs.... Incorporate a round table discussion one day during each special emphasis week/month to have a dialogue specifically about understanding differences. Perhaps increase the number of events/activities hosted over the Internet to allow more regional and field staff to participate. 2008 EPA EEO Employee Survey Findings 41 ------- Positive Comments (many similar comments) Keep up the good work! EPA does a reasonably good job with EEO. EPA does a great job, and is a wonderful place to work. EPA is doing a fine job, much better than companies in private industry that I have worked for. So I don't have any suggestions. EPA is an equal opportunity employer and does a good job in this area. EPA is the most sensitive and fairest work place I have experienced. I have no recommendations. EPA puts tremendous effort in providing equal employment opportunities throughout the agency. The EPA is doing a fantastic job of treating all of its employees fairly and equally. I see no room for improvement here! 2008 EPA EEO Employee Survey Findings 42 ------- OVERALL SUMMARY OF SURVEY FINDINGS This section contains an overall summary of the findings for the content sections of the 2008 EPA EEO Employee Survey. Section A: Organizational Culture Section A included 22 items that measured employee perceptions of the organizational culture at EPA regarding equal employment opportunity, diversity, and fair treatment by EPA. A Trust Index Score was created for the last 10 of these items, which measured trust in EPA to be fair in employment-related matters, as a summary measure for comparing subpopulation groups among respondents. Additional analyses comparing percent positive responses within demographic subgroups for the 22 organizational culture items revealed many "notable" subgroup differences of 5 percentage points or more. Q Overall Findings Strengths: Items With Percent Positive Responses of 65% or Higher2 Item A5: Employees treat one another with respect (73%) Item A4: EPA is committed to having a diverse workforce (72%) Item A14a: I trust EPA to be fair to all employees when: Providing access to professional training (69%) Item Al: EPA provides employees with information about their civil rights in the workplace (66%) Challenges: Items With Percent Negative Responses of 35% or Higher Item A7: Some EPA managers prefer hiring employees that share their background or physical characteristics (40%) Item A9: EPA sometimes tolerates unfair treatment in the workplace (49%) Item A14c: I trust EPA to be fair to all employees when: Deciding on promotions (37%) Q Trust Score Demographic Subgroups: Overall Average Trust Score was 3.6 out of 5.0 Highest Trust Scores: Manager/Executive: 4.3 Supervisor: 4.3 Respondents with less than 3 years of tenure: 4.3 2 Percent positive includes Strongly Agree/Agree responses for positively worded questions and Strongly Disagree/Disagree responses for negatively worded questions (i.e., Items A7, A9, and A12). Percent negative includes Strongly Disagree/Disagree responses for positively worded questions and Strongly Agree/Agree responses for negatively worded questions. 2008 EPA EEO Employee Survey Findings 43 ------- Lowest Trust Scores: Native Hawaiian or Other Pacific Islander: 2.7 American Indian/Alaska Native: 3.0 Respondents reporting they have a disability: 3.0 Headquarters AAships Highest Trust Scores: Office of Environmental Information: 3.9 Office of Inspector General: 3.8 Office of Solid Waste and Emergency Response: 3.8 Lowest Trust Scores: Office of Air and Radiation: 3.4 Office of Chief Financial Officer: 3.4 Office of International Affairs: 3.4 EPA Regions Highest Trust Scores: Region 1: 3.8 Region 9: 3.8 Region 3: 3.7 Region 10: 3.7 Lowest Trust Scores Region 4: 3.3 Region 5: 3.4 Region 6: 3.4 Demographic Subgroup Findings There were notable differences of 5 percentage points or more in percent positive responses within demographic subgroups. The number of organizational culture items with notable differences is shown in parentheses after each subgroup finding. • Worksite location: Lab site respondents were more positive than headquarters and regional office respondents. Percent positive responses were similar on most organizational culture items for headquarters and regional office respondents (15 items). • Supervisory status: Supervisors and managers/executives were much more positive than nonsupervisors (all 22 items). For all trust items, managers/executives were more positive than supervisors (10 items). • Part-time vs. Full-time status: Part-time respondents were more positive (7 items). • Tenure: Respondents with less than 3 years' tenure were more positive than respondents with more tenure (either those working 3 to 10 years or those working 11 years or more) (20 items). 2008 EPA EEO Employee Survey Findings 44 ------- • Gender: Men were more positive than women (20 items). • Age: Respondents younger than 40 were more positive than those 40 years and older (15 items). • Race: Whites were more positive than Non-Whites (all 22 items).3 • Disability: Respondents without disabilities were often much more positive than respondents with disabilities (21 items). Section B: Possible Personal Experiences With On-the-Job Discrimination Findings from this section of the survey include the following highlights: O Fourteen percent (14%) of respondents said they believe they experienced employment-related discrimination at EPA during the past 12 months. o The discrimination issues most commonly reported by these respondents were: • Promotion (51%) • Performance evaluation (50%) • Career development (45%) o The bases of discrimination most commonly reported were: • Age (43%) • Race (42%) • Gender (36%) o Only 4 percent said they filed a formal discrimination complaint with EPA. About 60 percent of those were very dissatisfied with either how the complaint was processed or were very dissatisfied with the on- going complaint process. o Among respondents who did not file a complaint and were still having problems but didn't think they would file a complaint if the situation did not improve, the reasons most commonly reported for not filing a complaint were: • They didn't think it would make a difference in their situation (97%) • They were worried about what might happen to them if they filed a complaint (80%) O Ten percent (10%) of respondents said they were not sure if they experienced employment-related discrimination at EPA during the past 12 months. Ninety percent (90%) of them said they had not talked to an Equal Employment official or a union official about their situations. The two primary reasons they reported for not doing so were: o They did not think talking to someone about it would make a difference in their situation (83%). o They were worried about what might happen to them if they asked about the situation (42%). 3 The category Non-White includes all respondents not classified as White (Non-Hispanic) in the analyses. 2008 EPA EEO Employee Survey Findings 45 ------- Q Although only 14 percent of respondents believe they experienced employment- related discrimination, 23 percent indicated they believe a co-worker had experienced employment-related discrimination. Section C: Employee Awareness of EPA Policies, Procedures, and Programs EPA employees were asked how familiar they were with several information sources about EPA policies, procedures, and programs about civil rights in the workplace: Q Twenty-one percent (21%) of respondents have visited the EPA's Office of Civil Rights website at least once during the past 12 months. Q Twenty-five percent (25%) of respondents have completed at least one of OCR's Intranet Civil Rights Training Modules during the past 12 months. Q Forty-two percent (42%) of respondents are familiar (very or somewhat familiar) with EPA's 2007 Equal Employment Opportunity Policy. Q Five percent (5%) of respondents used EPA's Order and Procedures on Providing Reasonable Accommodation to Qualified Applicants and Employees with Disabilities to request or process a request for reasonable accommodation during the past 12 months o Eighty-five percent (85%) of these respondents said they were treated fairly during the Reasonable Accommodation process. Q Thirty-two percent (32%) of respondents know the name or the contact information, or both, for EPA's National Reasonable Accommodation Coordinator and 46 percent know this information for their local Reasonable Accommodation Coordinator. Q Of those who requested and received information from the National or local Reasonable Accommodation Coordinator, 93 percent said the information was helpful to them. Analyses of the questions about how familiar respondents were with various information sources (Items C1-C4, C7-C8) by supervisory status indicated that respondents in the nonsupervisor category were far less likely than managers or supervisor to be familiar with the information sources. The findings also indicated a need to increase awareness among managers and supervisors for some of the information sources. Section D: Special Emphasis and Diversity Programs The events with the highest attendance during the past 12 months were: Q Administrative Professionals Week (30%) Q Black History Month (29%) O Martin Luther King Observance (27%) Q Hispanic Heritage Month (22%) Q Asian American /Pacific Islander Heritage Month (22%) 2008 EPA EEO Employee Survey Findings 46 ------- Generally, for most events, Non-White respondents, compared with White respondents, were disproportionately represented at the Special Emphasis and Diversity Program events. Also, the various Non-White subgroups tended to be disproportionately represented at events related to their race/ethnicity. The two Special Emphasis and Diversity Program goals with the highest percentage of respondents saying they were always or usually met were: Q The events highlighted the contributions of various cultures, ethnicities, or groups (78%) Q The events promoted acceptance of differences within the workforce (67%) The goal with the lowest percentage of respondents saying they were always or usually met was: O Event speakers focused on topics relevant to affirmative employment (51%) 2008 EPA EEO Employee Survey Findings 47 ------- (This page intentionally left blank) 2008 EPA EEO Employee Survey Findings 48 ------- CONCLUSIONS AND RECOMMENDATIONS The survey findings provide a baseline measurement for OCR of employee perceptions regarding equal employment opportunity and affirmative employment. They also indicate areas where followup actions could be useful in maintaining or improving EPA's performance in the areas of equal employment opportunity and affirmative employment. Some of those actions could be initiated directly by the Office of Civil Rights (OCR). Others, however, would clearly require the full approval and support of senior agency leaders and, at times, close coordination with other agency offices. We present conclusions and possible actions by survey section. We recommend that OCR review all survey findings carefully, discuss the recommendations provided below, and establish an overall action plan with short- and long-term goals and priorities and a process for monitoring and measuring performance on new initiatives. We also recommend that OCR share survey findings with employees by posting highlights on the OCR intranet or by emailing a PDF survey highlights file to employees and include employee representatives in the action planning process. Given differences in the survey findings across worksite locations, it will likely be appropriate to develop individual actions plans for different worksite locations. Westat's action planning strategy (see next chapter) will focus on training managers to interpret the survey findings in ways that will guide them in developing and implementing appropriate plans for improving equal employment opportunity and affirmative employment in their respective offices, divisions, or departments. Organizational Culture EPA has clear overall strengths in promoting an agency climate where employees (a) respect one another (Item A5), (b) agree that EPA is committed to having a diverse workforce (Item A4), (c) trust EPA to provide all employees with access to professional training (Item A14a), and (d) agree that EPA provides information about employees' civil rights in the workplace (Item Al). Various subgroup analyses indicate that all of those strengths are less strong for two population subgroups within EPA—both Non-White respondents and respondents who reported they have a disability had positive ratings that were less than 65 percent on those four items. As followup to those findings, the OCR could take a multipronged approach: 1. A publication by the Equal Opportunity Commission (1997) cites best practices in equal employment opportunity and affirmative action among private sector employers. One cited practice emphasizes that management engage with employees and employee groups—through both top-down communication (dissemination of information, as described on the following pages) and bottom- up communication. As an example of the latter, OCR could sponsor focus groups or meetings with representatives from these groups to explore the survey findings in greater depth—to get the story behind the numbers. Such discussions may be helpful in identifying their concerns and possible ways to promote more respect 2008 EPA EEO Employee Survey Findings 49 ------- for co-workers throughout the agency workforce, more belief in EPA's commitment to diversity, and more trust regarding access to professional training. 2. Provide training to all staff in EEO sensitivity and clarify the roles of OCR and employee unions. 3. Continue to provide training to supervisors and managers but expand its scope along lines suggested by some survey respondents: • Teach coaching skills for how to address EEO issues so that they can be handled promptly and fairly. • Provide realistic discrimination situations as "exercises" within formal EEO training classes. • Provide training in how to address the socio-aspects of the diverse workforce, including the aging workforce. The findings on other organizational culture items indicate areas that could be targeted as additional short-run priorities for improving agency performance. For example, four items have overall percent positive responses lower than 65 percent but greater than 55 percent: 1. EPA educates employees about unacceptable behavior in the workplace (63%). (Item A2) This topic ties in with some of the Awareness items in Section C and respondent comments on how EPA could improve its performance in promoting equal employment opportunity and affirmative employment. OCR could follow up on respondents' suggestions that information on this topic be made more accessible through fact sheets or brochures distributed to all employees as well as through in-person meetings or online training sessions. Some survey respondents suggested that any training include more concrete examples of unacceptable behavior (discrimination, retaliation, harassment, bullying, etc.). 2. I would feel comfortable talking to EPA managers and supervisors in my division/department about unacceptable behavior in the workplace (59%). (Item All) This topic is related to the previous item. It will be important to have managers and supervisors demonstrate support for increased efforts by OCR to educate employees about unacceptable behavior. They should also be held accountable for doing so and for serving as role models—requiring top-level agency leadership support for this endeavor. As employees become aware that managers and supervisors believe this topic is important and do not tolerate or ignore unacceptable behavior, or reports about such behavior, their level of comfort in discussing unacceptable workplace behavior with their managers and supervisors should increase. 2008 EPA EEO Employee Survey Findings 50 ------- 3. I trust EPA to be fair to all employees when: Providing access to career development opportunities (57%). (Item A14f) Not only does this item have a somewhat low overall positive percentage, but respondents in many subgroups had positive ratings lower than the average of 57 percent on this item: respondents who work in regional offices, are nonsupervisors, have worked at EPA 11 years or more, are female, are 40 years or older, are Non-White, or reported having a disability. To address this issue, EPA may need to have more transparent procedures for decisions regarding career development opportunities and to make sure, or continue to make sure, that such opportunities are well advertised to all employees. Also, during employee performance appraisals, personnel supervisors who are not already using that conversation to discuss and document employees' personal short- and long-term goals at EPA should be encouraged to do so. Senior managers, in turn, need to check in throughout the year to ensure that personnel supervisors are responsive to those career advancement discussions to the extent possible. Again, the effectiveness of any initiatives by OCR in these broad, cross- cutting areas would depend greatly on the full approval and support of agency leadership and the willingness of agency offices to coordinate in this effort. 4. I trust EPA to be fair to all employees when: Conducting performance appraisals (57%) (Item A14b) We assume EPA has current guidelines in place regarding performance appraisals and that EPA senior management monitors that activity to ensure performance appraisals are carried out fairly and appropriately. Clearly, however, many respondents to the survey perceive the situation differently. Subgroup analyses indicate that respondents with self-reported disabilities (42%), Non-Whites (50%), and respondents working at EPA for 11 years or more (53%) had the lowest percent positive responses. If OCR conducts focus groups or meetings on some of the topics discussed earlier, it may be useful to include performance appraisals as well in order to understand better why perceptions are not more positive on this fairness topic. The remaining organizational culture items had positive ratings of 55 percent or lower. We recommend that OCR focus on items over which it has more direct control. For example, some of these items can be incorporated into actions related to earlier recommendations. Item A2 (EPA instructs employees on how to report unacceptable behavior in the workplace—53%) could be included in the topics included on the previous page (fact sheets, brochures, online or in-person training). This information is already available online, but alternative ways of disseminating it to all employees may be useful. 2008 EPA EEO Employee Survey Findings 51 ------- Also, perceptions might improve for other items if all employees receive more information or training on OCR's process, including time requirements, for handling complaints. For example: I would receive impartial support from EPA if I filed a job discrimination complaint (25% positive; 23% don't know). (Item A10) I trust EPA to: Respond promptly to allegations of illegal discrimination (54%) (Item A13b) Consistently enforce EPA's equal employment opportunity policies (52%) (Item Al3a) Treat employees with respect when they file a discrimination complaint (51%) (ItemA13c) I trust EPA to be fair to all employees when: Handling discrimination complaints (48%) (Item A14e) Neutral percentages on these items were relatively high (ranging from 27% to 34%), suggesting that employees may think they do not have the experience or information to answer these questions. OCR may be able to improve positive perceptions rather easily by disseminating summary information to employees, perhaps on an annual basis, about number of total charges/complaints filed, average time for closing a charge or minimum and maximum times for processing and closing the cases, and number of cases in process. Personal Experiences With On-the-Job Discrimination Several findings may lend themselves to followup actions. • The discrimination issues cited most commonly were promotion (51%), performance evaluations (50%), and career development (45%). Followup actions related to performance appraisals and career development were suggested earlier. Regarding promotions, some similar actions may be appropriate to increase positive perceptions. In their written comments about what EPA could do better to improve EEO and affirmative employment, many respondents addressed promotions. Even if respondents' suggested activities are already in place, there is a perception problem that merits attention. Respondent suggestions included: o Make sure the promotion process is transparent. o Make sure job announcements are available to all employees. o Improve internal promotion processes to prevent pre-select!on, favoritism, and supervisor bias. Investigate when patterns of pre-selection, favoritism, or supervisor bias appear. o Expand opportunities and eligibility for management details. o Develop career ladders for administrative personnel. 2008 EPA EEO Employee Survey Findings 52 ------- These suggestions are similar to barriers to advancement and promotion identified in the EEOC best practices report cited earlier (1997, p. 26): o Lack of employee access to mentoring o Deficient performance evaluation and promotion processes o Lack of management training o Lack of opportunities for career development and rotational job assignments o Failing to provide reasonable accommodation to qualified individuals with disabilities o Poor career planning and development o Little or no access to informal networks of communication o Inability to get feedback o Different standards of performance, disparate treatment o Lack of career counseling and exclusion from career ladders o Lack of equal access to assignments that provide visibility and interactions with senior managers o EEO directors not included in recruitment process for higher levels o Limited pool of targeted group of persons with required qualifications o Failure to post/advertise promotional opportunities Recent studies on the effectiveness of diversity training as a means to promote more diversity at all levels in an organization suggests that it is often ineffective because the training is used primarily to convey legal and technical information, with far less attention focused on educating managers more broadly about diversity-related issues (Kalev, Dobbin, & Kelly, 2006). OCR may wish to review the content of training courses provided at EPA regarding diversity, equal employment opportunity, and affirmative employment. Most of these suggestions would require close coordination with EPA's Human Resources Office. In addition, it may be helpful to coordinate with the Human Resources staff in examining current training offered to supervisors to ensure that supervisors receive appropriate information and guidelines regarding the handling of promotions. Subgroup analyses for Question B3 on the bases of discrimination indicate differences, with the subgroup characteristic often the most commonly cited. For example, 67 percent of Non-White respondents cited race, 47 percent of men cited gender (compared with 40% of women), 51 percent of respondents who said they had a disability cited disability as a basis of discrimination, 62 percent of respondents 50 years and over cited age, and 13 percent of women and 21 percent of respondents younger than 40 years old cited parental status. About 35 percent of respondents 40 years and older cited reprisals. These findings are probably not surprising, but that fact should not deter OCR from discussing these issues with senior EPA managers and encouraging them to step back and try to assess impartially whether there are any patterns of possible discrimination 2008 EPA EEO Employee Survey Findings 53 ------- or favoritism in their divisions and departments related to employees' personal characteristics. General barriers inhibiting equal employment opportunity identified by the EEOC Task Force (1997, pp. 25-26) included (a) the "like me syndrome"— people choosing to associate with others like themselves; (b) stereotypes, (c) prejudice, manifested in outright bigotry toward a targeted group; (d) perception of loss by persons threatened by equal employment opportunity practices who "overzealously" protect their own prospects by limiting other employees' prospects; and (e) ignorance (some managers or supervisors may not be well versed in the laws). • About 60 percent of respondents who said they had filed a discrimination complaint with EPA during the past 12 months and the case was closed said they were very dissatisfied with the complaint process. A similar percentage of those who still had active cases said they were very dissatisfied with the complaint process so far (59%). Although the actual number of filers is relatively small, these findings merit consideration. Are employee expectations about the process realistic? Is EPA's counseling process effective in describing what the complaint process involves or may involve? Do complaint filers believe the complaint process is conducted impartially by personnel with no vested interest in the outcome? (See pages 106-109 of the EEOC report for best private sector practices regarding alternative dispute resolution.) If it is not already doing so, OCR may wish to develop a voluntary evaluation form for complainants to complete at the end of the process. The form should include some open-ended questions that allow employees to fully express reasons for their opinions about the process. The forms could be analyzed by an impartial third party not directly involved in the complaint process, with the findings organized and shared with OCR leadership two or three times a year. • Nearly a fourth of the respondents (23%) to the question about why they had not filed a discrimination complaint (Question BIO) and more than a third of respondents (35%) to the question of why they were unlikely to do so if the problem continued at the same level or got worse said that they were not sure how to file a complaint. Although only a very small number of employees were administered these questions, their answers suggest that OCR may wish to make this information more directly accessible to employees. Employee Awareness of OCR Website, Training Modules, and Policies OCR clearly has opportunities to raise awareness among employees about its website, its Intranet Civil Rights Training Modules on Reasonable Accommodations and Title VII (internal complaint process), and EPA's 2007 Equal Employment Opportunity (EEO) Policy. OCR could use one or more mechanisms for doing so. For example, it could prepare a feature article about these information sources for an agency newsletter or for its Intranet and send an email with a link to the article. Also, managers could discuss the website and other sources of related information during staff meetings and encourage employees to become familiar with them. 2008 EPA EEO Employee Survey Findings 54 ------- As a complementary action, OCR may want to conduct a usability evaluation of its website to determine if the information is easy to locate and the content adequate and useful in meeting employee needs. We recommend that OCR also evaluate whether job applicants who are seeking information about EPA equal employment opportunity and affirmative employment policies can easily find that information on EPA's public Internet site. Reasonable Accommodation In their open-ended comments about what EPA could do better to improve equal employment opportunity and affirmative employment, a number of respondents said it would be useful to have laminated cards, brochures, or information sheets that listed the names and contact information for National and local reasonable accommodation coordinators. This coordinator information is available on EPA's public website, but it takes some searching to find it. If hard-copy forms are not feasible because the information becomes outdated, OCR could adopt one respondent's suggestion to develop electronic fact sheets with hyperlinks to information that is updated regularly. Survey questions about the reasonable accommodation process yielded relatively high positive percentages among users of the process. Only a very small percentage of respondents (about 1%) said they had requested information from a coordinator but had not received it. It may be informative for OCR to follow up on this issue to see if some type of system improvement is needed for tracking responses to information requests. Most respondents who had requested or processed a request for reasonable accommodations during the past 12 months said they were treated fairly (85%). OCR may want to develop a short followup form for all requestors asking about fair treatment during the process. The forms could be sent out two or three times a year. We recommend that the form include an open-ended question in which employees could elaborate on their answers. They would not have to identify themselves on the form and could return completed forms to specified boxes. OCR could then use that information to assess if any improvements are needed in the reasonable accommodation process. For persons receiving accommodations, OCR may find it useful, if it is not already doing so, to follow up by email or personally after a short period of time to inquire about satisfaction with the accommodations. Other survey respondent suggestions regarding persons with disabilities may be worth exploring: o Educate employees generally about mental health issues. o Provide depression screening outreach. o Caption all EAB hearings and webcasts. o Discuss learning disabilities and their effects with all employees to increase understanding and support. o Provide an agency fund other than the office supply budget to pay for reasonable accommodations such as ergonomic chairs and other equipment. 2008 EPA EEO Employee Survey Findings 55 ------- Respondents who self-reported having a disability had a lower Trust score than nearly all other subgroups and had relatively low percent positive responses on other organizational culture items. Respondents with disabilities who believed they had been discriminated against targeted job training and career advancement as discrimination issues. As suggested earlier, it may be appropriate to investigate these findings through conversations or focus groups with employees with disabilities, to understand the "subgroup" response better and identify appropriate actions. These initiatives could perhaps be undertaken during Disability Employment Awareness Month. Special Emphasis and Diversity Programs Possible followup actions flowing from the questions about Special Emphasis and Diversity Programs might revolve around better promotion of the events, including earlier announcements about when they will occur, more support for the events, and use of the events for gaining a more in-depth understanding of the survey findings, particularly among population subgroups. For example, a recent article in Issues of Merit (U.S. Merit Systems Protection Board, 2008) emphasizes that engaging employees who are approaching eligible retirement more effectively may result in retention benefits for an agency. Thus activities during Older Americans Month might focus not only on transition from the workforce but also on how to engage those approaching eligibility for retirement more effectively. Some respondents said attendance at Special Emphasis and Diversity Programs was a problem because the events did not occur at their workplace site, they did not have enough advance notice about the events, or their workload kept them from attending. One respondent said attendance did not seem to be strongly encouraged or supported by the managers at the respondent's facility. Another suggested that some of the headquarters events be accessible via the Internet to employees working in regional offices or lab sites. For the most part, relatively few respondents who attended at least one event in the past 12 months said that the events rarely or never met the intended goals. According to the survey findings, the goal met least often was that the event speakers focused on topics relevant to affirmative employment. A minority of respondents said they thought the events worked against equal treatment - in their opinion, it would be better to celebrate similarities in an all-inclusive multicultural event. Respondent Suggestions on Other Topics In their responses to the question "What could EPA do better to improve equal employment opportunity throughout the agency," a number of respondents made suggestions about recruitment of minority employees. One basic theme was that EPA should reach out more in its recruitment efforts to various minority populations. Information on EPA's public website reflects that many respondent suggestions are already in place. OCR may want to focus on increasing awareness of existing EPA initiatives as well as review the adequacy and effectiveness of those recruitment and outreach efforts. Respondent suggestions included: 2008 EPA EEO Employee Survey Findings 56 ------- • Spend more time recruiting at Universities that have predominantly minority populations. • Restart the EPA summer internship program. • Actively recruit a diverse workforce.. .My regional office is mostly white.. .the lack of diversity impacts our programs, particularly in the areas of Community Involvement, Public Information, and Environmental Justice. • Have early awareness outreach to high schools and colleges so that students actually select majors in environmental fields or are aware of how their majors could be used. • Hire more people with disabilities and provide more accommodations in a more timely manner. • It would be helpful to have a point of contact for the "People with Disabilities Employment Program" on EPA's OCR Internet site... .Also, providing outreach to people with targeted disabilities (e.g., what flexible hiring authorities they might quality for) via the Internet would be encouraging as well. Summary Several themes recur throughout this Conclusions and Recommendations section of the report. OCR Ability to Quickly Follow Up There are some followup initiatives OCR can directly implement relatively easily. Other suggested initiatives may require close coordination with other EPA departments or offices (e.g., the Human Resources Office). Support for Initiatives Senior EPA leadership commitment and support of new initiatives will be required for success throughout the agency. Managers' commitment to any action plans will be essential, and accountability for managers should be built into any plan initiatives. Types of Initiatives Share results of the survey with EPA employees by posting survey highlights on the EPA intranet or by emailing a PDF highlights file to employees and invite them to participate in action planning activities. Increase employee awareness of EPA's equal employment opportunity and affirmative employment initiatives, policies, and information sources through alternative dissemination techniques. 2008 EPA EEO Employee Survey Findings 57 ------- Review navigation for locating information on equal employment opportunity, affirmative employment, and reasonable accommodation on EPA's public website and OCR's intranet site. Promote more bottom-up communication from employees to OCR and agency managers. Expand/modify training for managers, supervisors, and staff. Improve/develop mechanisms for ongoing feedback from employees regarding equal employment opportunity and affirmative employment activities, policies, processes, and so forth, in order to monitor their success and identify needed improvements. 2008 EPA EEO Employee Survey Findings 58 ------- EPA EEO ACTION PLANNING TRAINING FOR MANAGERS In this section of the report, general content from the action planning training is presented. Throughout the training, the content will be supplemented with selected survey results appropriate for action planning. Target Audience: EPA Managers Time: 1.5 hours Delivery Mode: Live webcast or recorded webcast Documents Needed: EPA EEO Survey Highlights Description: During this interactive webcast training course, managers will become familiar with the results of the 2008 EPA EEO Employee Survey and will learn how to extract useful information applicable to their own organizational units, such as identified strengths and areas needing improvement. The trainer will guide managers through a review of the concept and process steps for developing an action plan for change within their organizational units—using information from the survey results. Objectives: When they have completed this training, managers should: Q Be able to describe the overall survey results Q Be able to identify and select areas for improvement on the basis of employees' survey responses Q Understand the process of action planning Q Be able to develop and implement an action plan for their organizational unit Understanding the Action Planning Process Action planning is one of the tools managers can use to express the organization's vision in concrete terms and effect changes to that vision. It describes how your group will use its resources and involve stakeholders to foster positive changes within the organization. What Is an Action Plan? Action planning helps you to identify changes you would like to make in your organization and to decide what steps are necessary to achieve particular goals relevant to those changes. It produces a statement of what you want to achieve and how you plan to achieve it over a specified time period. This statement is called an Action Plan. 2008 EPA EEO Employee Survey Findings 59 ------- An effective action plan should contain a timetable and a set of clearly defined steps to help you to reach your objective. It is a tool to help you focus your resources, and the entire process helps you answer several important questions: 1. What must I do to achieve my goal(s)? 2. Who will be involved in these activities? 3. In what timeframe will these activities occur? Why Use an Action Plan? There are a variety of good reasons to incorporate action planning into your repertoire of management skills, particularly when you must manage organizational change. Action planning: Q Helps you to organize change efforts and foster success in the long term. While you may accidentally stumble onto a solution on occasion, consistent success requires some level of planning. Organized planning helps your organization anticipate and address the details that can so easily bog down attempts at organizational change. Q Builds the credibility of your leadership. Producing (and implementing) an action plan builds your credibility by demonstrating that you are serious about addressing expressed concerns of staff. Q Helps set staff expectations by defining boundaries. A clear plan can help reduce unmet expectations by describing, in concrete terms, what the organization will, and will not, do. Q Improves accountability within the organization. Since action planning involves assigning clearly described and delineated tasks to individuals and/or groups, the progress of these tasks can be tracked and the individuals and/or groups can be held accountable for performing their part of the process. Developing the Action Plan Traditionally, there are multiple steps in developing an action plan. The exact number of steps may differ from one model of action planning to the next. In this training model, the action planning process includes 7 steps. How the steps are put into practice may vary from one organization to another, but the general principles and processes shown here are applicable for all organizational units at EPA. Seven Steps to Develop an Action Plan 1. Identify the Issues 2. Set Goals 3. Create Targets 4. Identify Stakeholders 5. Identify Resources (Staff and Budget) 6. List Actions and Assign Actions 7. Monitor and Evaluate Results 2008 EPA EEO Employee Survey Findings 60 ------- A general description of each action planning step follows: Identify the Issue. Develop a specific, concrete description of the issue or challenge you are confronting (you may identify multiple issues). This statement must be clear and easily understood both by those who might be affected by the proposed change as well as by those implementing the change. Set Goals. Craft one to four clear goals for this effort. These goals should follow the traditional "SMART" guidelines for goals—that is, they should be: • Specific - goals must be clear and limited. They should address: Who - Who is involved? What - What, specifically, is going to be accomplished? Where - Where will the work be done? When - What is the timeframe for the effort? Why - What are some specific reasons for this effort? • Measurable - Progress toward the goal can be assessed using some sort of concrete criteria (metric). • Attainable - They must be within the realm of possibility given available resources and time. • Realistic - The organization must be both willing and able to work toward accomplishing this goal. • Time Specific - The goal should be time limited; that is, it should have a target completion date. The time period to accomplish the goal should also be measurable, realistic, and attainable. Crafting SMART goals need not be difficult, but they may require a bit of thought to produce something useful. As with any guidelines, these exist to assist you, not to be slavishly followed. Create Targets. Targets are the persons who are the focus of your efforts. They are the decision makers in the process you are trying to influence. Successfully identifying the targets also involves identifying what encourages people to make decisions that support your goals. Identify Stakeholders. Here you identify groups (and individuals) who may be influential in helping you (or hindering you) in reaching your goals. You may want to involve some of these persons or groups in the planning and execution of the action plan you develop. Stakeholders generally fall into two general categories: allies and opponents. • Allies are people who will (or may) provide support for your efforts. They perceive themselves as receiving some sort of benefit from changing the status quo. They need not be solely from within your organization. Sometimes excellent ideas and motivation can come from outside the organization. In 2008 EPA EEO Employee Survey Findings 61 ------- many cases, though, you may find the most useful and most easily reached allies within your organization. Locating stakeholder and enlisting their assistance can move you a long way toward your goal of implementing change. • Opponents are persons who resist your efforts at producing change. They are classified as stakeholders in the change process because they often consider themselves to have a stake in maintaining the status quo. They protect their perceived interest by resisting changes to that status quo. They may do this actively, in the form of open opposition, or they may do it passively by delaying. Identifying opponents and developing tactics to minimize their resistance is important to the success of your efforts. Tactics might include talking with them during interviews or even a focus group. Their opinions and experiences can be quite useful in planning a successful change effort. For example, they may provide new insights on the issue or even bring to light ineffective strategies and initiatives that failed in the past. Analysis of these failures may help you to avoid making similar mistakes in your action plan. Identify Your Staff and Budget Resources. The next step is to complete your list of resources. This involves identifying how much time staff will have available to work on the effort and how much (if any) monetary resources are available. These two elements will provide the boundaries for the actual action planning session in the next step. When considering your budget, don't forget to account for any office supplies and equipment you will need beyond ordinary levels. Assume you have determined you have two persons who can devote 4 hours a month to the project, for the next 6 months. Other stakeholders have agreed to help you gather information by participating in short telephone interviews, or in a single focus group. Don't forget to count any volunteers you can muster. In efforts like these, volunteer labor often accounts for a significant portion of the work. List the Actions to Be Accomplished and Assign Them to Responsible Parties. Now that you have all the ingredients for your action plan gathered, it's time to build it. Back in Step 2, you developed your goal and a general timeframe for your effort. Now you develop and list all the actions you believe are necessary to move from your current position to your goal in the time allotted. To develop your action plan: • Meet - If possible, meet with those who will implement the action plan (this can be done via teleconference, but you may lose some of the synergy of a face-to-face meeting. During this meeting you may perform the next three steps. • Generate Ideas - Brainstorm and gather as many ideas as possible and as many different ideas for reaching your goal(s) as your group can generate. In this brainstorming, try not to analyze or evaluate the merits of any particular idea, just record them. A chance for evaluation and "pruning" will come later. 2008 EPA EEO Employee Survey Findings 62 ------- • Analyze - Once you have completed your list of possible actions, now is the time to evaluate it, analyze it, and prune it. Focus on two things: o Mark the steps that are absolutely necessary and most effective in helping you reach your goal. o Determine if any steps can be removed without significantly affecting your efforts and delete them. Whenever possible, streamline your list of steps. • Create your action plan - Organize your remaining steps in chronological sequence and assign time values to each task—that is, how long you think it will take to complete each task. Also, match actions and staff. Make certain that someone is responsible for each step in the action plan. Be aware of possible dependencies among your steps. Do some steps have to be completed before others can begin? Can some steps be carried out simultaneously? • Review the plan - Once you've built your action plan, review it. See if there are any remaining steps you can remove without jeopardizing achievement of your goal. The simpler the plan, the more likely your staff will be able to carry it out and the less monitoring you will have to do. • Launch the action plan - After completing the plan (and getting it approved, as necessary, in your organization), launch it according to your planned schedule. Monitor and Evaluate the Results of the Implementation. Once you have launched the plan, monitor it like any other organizational function. Periodic status reports will give you (and senior management) an assessment of progress as well as provide new information that may influence your efforts to reach the goal. Sometimes this information may be useful for adjusting your action plan and increasing its effectiveness. An effective monitoring system will help you answer the following questions: • How will you evaluate your efforts? • What sorts of metrics can be used? • What will success look like? • Are there any secondary effects (positive or negative) that you anticipate along with reaching your major goals? A template to assist managers in developing their Action Plans is provided on the following pages. 2008 EPA EEO Employee Survey Findings 63 ------- Sample Template for Action Planning Issues What are the specific issues or problems you are trying to address? Goals List one through four clear goals you want to accomplish. Targets Who are the decision makers about this issue or problem? Whose behavior do you want to change? What can influence or change their decision? Stakeholders Allies - Who are your allies, the people who will be supportive of what you want to do? How will you get their support? Opposition - Who will resist what you are trying to accomplish? How might they block your efforts? How can you work with them to minimize their resistance? (continued on next page) 2008 EPA EEO Employee Survey Findings 64 ------- Sample Template for Action Planning (continued) Resources List your staff and budget resources. List any external or volunteer resources available to you. Actions What have you decided to do? What is the schedule for these activities? To whom is each activity assigned? Monitor and Evaluate How will you monitor the progress of your action plan? How will you evaluate its effectiveness or success? Are there other major desirable outcomes in addition to your initial goals? 2008 EPA EEO Employee Survey Findings 65 ------- References Kalev, A., Dobbin, F., & Kelly, E. (2006). Best practices or best guesses? Assessing the efficacy of corporative affirmative action and diversity policies. American Sociological Review, 71 (August: 589-617). U.S. Equal Employment Opportunity Commission (1997). Best practices of private sector employers. Available at: http://www.eeoc.gov/abouteeoc/task reports/best_practice.html U.S. Merit Systems Protection Board, Office of Policy and Evaluation. (July 2008). Using engagement to ride the retirement wave. In Issues of Merit, pp. 1, 3. Other Resources Holvino, E., Ferdman, B.M., Merrill-Sands, D. (2004). Creating and sustaining diversity and inclusion in organizations: Strategies and approaches. In M. Stockdale and F.J. Crosby (Eds.), The psychology and management of workplace diversity (pp. 245-276). Maiden, MA: Blackwell. U.S. Department of Commerce and Vice President Al Gore's National Partnership for Reinventing Government. (2000). Best practices in achieving workforce diversity: Benchmarking study. Available at: govinfo.library.unt.edu/npr/library/workforce-diversity.pdf (copy and paste into browser). U.S. Equal Employment Opportunity Commission (in Support of the New Freedom Initiative). (2004). Interim report on best practices for the employment of people with disabilities in state government. 2008 EPA EEO Employee Survey Findings 66 ------- Appendix A Copy of the Survey Questions ------- ------- Welcome to the 2008 EPA Employee Survey on Equal Employment Opportunity! EPA's Office of Civil Rights (OCR) is conducting this survey to measure employee awareness of, and perceptions about, equal employment opportunity and workforce diversity at EPA. Your participation in this voluntary survey will help provide the OCR with results that represent all EPA civil service employees. The survey should take 10 minutes or less to complete. Please choose the survey responses that best describe your own perceptions and experiences. You may skip questions you do not wish to answer, but we encourage you to answer all that apply. Your responses to the survey will be kept confidential. Westat will summarize study results before providing them to EPA to make sure that individuals cannot be identified. To begin the survey, enter your Username and Password and click on the "Begin Survey" button below. After you complete any page, you may save your responses and exit the survey by clicking first on the "Next Page" button, then on the "Save and Exit" button on the bottom of the new page. Later, if you have not previously clicked on the "Submit" button, you can log on again and continue where you left off. Privacy Statement Begin Survey: If you have questions, please contact Westat: Toll-free 1- 888-372-9798; Email: EPA-EEO2008survev@.westat.com A-1 ------- SECTION A: Organizational Culture This section addresses your awareness of information about fair treatment in the workplace and your perceptions about equal employment opportunity and workforce diversity at EPA. The term workforce diversity refers to a workforce that includes and values employees with differing backgrounds, skills, and viewpoints. How much do you agree or disagree with the following statements? Neither Strongly disagree disagree Disagree nor agree Agree Strongly agree 1. EPA provides employees with information about their civil rights in the workplace 2. EPA educates employees about unacceptable behavior in the workplace 3. EPA instructs employees on how to report unacceptable behavior in the workplace 4. EPA is committed to having a diverse workforce 5. EPA employees treat one another with respect 6. EPA tries to remove barriers to advancement opportunities for employees . 7. Some EPA managers prefer hiring employees that share their background or physical characteristics 8. EPA employees speak up when they observe unacceptable behavior in the workplace 9. EPA sometimes tolerates unfair treatment in the workplace 10. I would receive impartial support from EPA if I filed a job discrimination complaint 11.1 would feel comfortable talking to EPA managers and supervisors in my division/department about unacceptable behavior in the workplace 12. I feel there will be negative consequences forme if I report unfair treatment at work.... Don't know A-2 ------- SECTION A: Organizational Culture (continued) How much do you agree or disagree with the following statements? 13. I trust EPA to: Neither Strongly disagree Strongly disagree Disagree nor agree Agree Agree a. Consistently enforce EPA's equal employment opportunity policies b. Respond promptly to allegations of illegal discrimination c. Treat employees with respect when they file a discrimination complaint 14.1 trust EPA to be fair to all employees when: a. Providing access to professional training b. Conducting performance appraisals c. Deciding on promotions. d. Recognizing and rewarding individual contributions e. Handling discrimination complaints f. Providing access to career development opportunities g. Handling recruitment Section B: Possible Personal Experience with On-the-Job Discrimination The following questions address possible personal experiences with job discrimination at EPA. 1. During the past 12 months, do you believe you were discriminated against at EPA because of your race, color, gender, age, religion, disability, sexual orientation, or parental status or were subject to reprisals or sexual harassment? (Possible issues of discrimination include, for example, promotion, career development, or performance evaluations). D Yes D No (skip to QB13) D Not sure (skip to QB11) A-3 ------- 2. Which of the following issues apply to your employment discrimination experience at EPA during the past 12 months? (Select all that apply) D Hiring D Promotion D Job training D Career development D Compensation D Performance evaluations D Other (Please specify): 3. Which of the following bases of discrimination do you believe you experienced at EPA during the past 12 months? (Select all that apply) D Race D Color D Gender D Age D Disability D Religion D Sexual orientation D Parental status D Reprisal (unfair treatment because of something you reported or did) D Sexual harassment 4. Did you file a formal discrimination complaint with EPA's Office of Civil Rights during the past 12 months? D Yes D No (skiptoQBS) 5. Did the complaint result in a finding of discrimination, was it settled, was it withdrawn, or is it still being processed? D Resulted in a finding of discrimination D Was settled D Was withdrawn D Still being processed (Skip to Q7) 6. Regardless of the outcome of your complaint, how satisfied or dissatisfied were you with how EPA handled the complaint? D Very dissatisfied D Dissatisfied D Neither dissatisfied nor satisfied D Satisfied D Very satisfied (QB6 respondents skip to QB13) A-4 ------- 7. So far, how satisfied or dissatisfied are you with the discrimination complaint process? D Very dissatisfied D Dissatisfied D Neither dissatisfied nor satisfied D Satisfied D Very satisfied (QB7 respondent skips to QB13) 8. What is the current status of the discrimination issue you experienced during the past 12 months? D It has been taken care of to my satisfaction, (skip to QB13) D It is still a problem but the situation has improved, (skip to QB13) D The situation is currently about the same. CH The situation is worse. 9. If the discrimination issue doesn't improve, do you think you will file a formal discrimination complaint? D Yes (skip to QB13) D No 10. Why aren't you likely to file a formal discrimination complaint if the discrimination issue doesn't improve? (Select Yes or No for each of the following possible reasons) a. I am worried about what might happen to me if I file a complaint. b. I am worried about what might happen to someone else if I file a complaint. c. I do not think filing a complaint will make a difference in my situation. d. I'm not sure how to file a complaint. e. Other reason Yes n D n n n No n D n n n (Q10 respondents skip to QB13) (Respondents who earlier replied "Not sure" to Q1 are skipped to Q11) 11. Did you talk to an Equal Employment official or a union official about your situation? D Yes (skip to QB13) D No A-5 ------- 12. Why didn't you talk to an Equal Employment official or a union official about your situation? (Select Yes or No for each of the following possible reasons) a. I was worried about what might happen to me if I asked about the situation. b. I was worried about what might happen to someone else if I asked about the situation. c. I didn't think talking to someone about it would make a difference in my situation. d. I didn't know how the complaint process worked. Yes n n n n No n n n n 13. Do you know of any employee (not including yourself) that you believe was discriminated against at EPA during the past 12 months because of race, color, sex, age, religion, disability, sexual orientation, or parental status or was subject to reprisals or sexual harassment? (Possible discrimination issues include, for example, promotion, career development, or performance evaluations). D Yes D No SECTION C: Your Awareness of EPA Policies, Procedures, and Programs The questions in this section ask about your awareness, prior to answering this survey, of the following information and initiatives at EPA concerning equal employment opportunity. How familiar are you with the following sources of EPA civil rights information? 1. EPA's Office of Civil Rights website? (Select one of the following) D I have visited this website more than once during the past 12 months. n I have visited this website only once during the past 12 months. D I know about this website but have not visited it during the past 12 months. n I know nothing at all about this website. 2. EPA's Office of Civil Rights (OCR) Intranet Civil Rights Training Modules on (1) Reasonable Accommodation and (2) Title VII (internal complaint process) (Select one of the following) n I have completed both the Reasonable Accommodations and the Title VII OCR Intranet civil rights training modules during the past 12 months. D I have completed only one of the two OCR Intranet civil rights training modules during the past 12 months. n I know about at least one of the OCR Intranet civil rights training modules but have not tried to complete one during the past 12 months. D I know nothing at all about either of the OCR Intranet civil rights training modules. A-6 ------- 3. EPA's 2007 Equal Employment Opportunity (EEO) Policy (issued on June 14, 2007) (Select one of the following) D I am very familiar with EPA's 2007 EEO Policy. D I am somewhat familiar with EPA's 2007 EEO Policy. D I have heard about EPA's 2007 EEO Policy, but I am not familiar with it. D I know nothing at all about EPA's 2007 EEO Policy. 4. EPA's Order and Procedures on Providing Reasonable Accommodation to Qualified Applicants and Employees with Disabilities? (Select one of the following) D I have used EPA's Order and Procedures to request, or process a request, for reasonable accommodation during the past 12 months. D I am somewhat familiar with EPA's Reasonable Accommodation Order and Procedures, (skip to QC7) D I have heard about EPA's Reasonable Accommodation Order and Procedures, but I am not familiar with them, (skip to QC7) D I know nothing at all about EPA's Reasonable Accommodation Order and Procedures. (skip to Section D) 5. Regardless of the outcome, were you treated fairly during the Reasonable Accommodation process? D Yes D No 6. Have you ever received training, either on-line or in-person, on the Reasonable Accommodation Order and Procedures? D Yes n NO 7. Do you know the name of EPA's National Reasonable Accommodation Coordinator, and how to contact this person? D Yes, I know both the person's name and how to contact this person. D Yes, I know the person's name but not the contact information forthis person. n Yes, I know how to contact this person, but I do not know the person's name. D No, I do not know the name of this person or how to contact this person. 8. Do you know the name of your local Reasonable Accommodation Coordinator, and how to contact this person? D Yes, I know both the person's name and how to contact this person. n Yes, I know the person's name but not the contact information forthis person. D Yes, I know how to contact this person, but I do not know the person's name. n No, I do not know the name of this person or how to contact this person. 9. Have you ever requested and received information from either the National or local Reasonable Accommodation Coordinator? D Yes, I requested information and I received it. D Yes, I requested information, but I did not receive it. (skip to Section D) D No, I did not request information, (skip to Section D) A-7 ------- 10. Was the information you received from the Reasonable Accommodation Coordinator helpful to you? D Yes n NO Section D: Special Emphasis and Diversity Programs The following questions ask about Special Emphasis and Diversity Programs sponsored by the Office of Civil Rights during the past 12 months. 1. During the past 12 months, did you attend an EPA event associated with the following observances? (Mark Yes or No for each observance) a. Martin Luther King Observance (January) b. Black History Month (February) c. Women's History Month (March) d. Take Your Sons and Daughters To Work Day (April) e. Administrative Professionals Week (April) f. Asian American / Pacific Islander Heritage Month (May) g. Older Americans Month (May) h. Gay and Lesbian Pride Month (June) i. Hispanic Heritage Month (mid-September- mid-October) j. Disability Employment Awareness Month (October) k. American Indian /Alaskan Native Heritage Month (November) Yes D D D D D D D n n n n No D D D D D D D n n n n 2. Overall, how often did the Special Emphasis Program event(s) you attended at EPA during the past 12 months meet the following goals? Never Rarely Sometimes Usually Always a. The event(s) highlighted the contributions of various cultures, ethnicities, or groups... b. The event(s) raised employees' awareness of the benefits of equal employment opportunity c. The event(s) promoted acceptance of differences within the workforce d. The event speakers focused on topics relevant to affirmative employment A-8 ------- 3. During the past 24 months, did you serve as a collateral Special Emphasis Diversity Program Manager? D Yes D No SECTION E: About You This section asks questions about your employment and your personal characteristics. Your answers to these questions will help us to analyze survey results. 1. Where do you work? LJ Headquarters LJ Regional office D Headquarters employee at lab site 2. What is your supervisory status? (Select one of the following) I I Non-Supervisor: You do not supervise other employees. D Team Leader: You are not an official supervisor; you provide employees with day-to-day guidance in work projects, but do not have supervisory responsibilities or conduct performance appraisals. D Supervisor: You are responsible for employees' performance appraisals and approval of their leave, but you do not supervise other supervisors. CH Manager: You are in a management position and supervise one or more supervisors. D Executive: Member of Senior Executive Service or equivalent. 3. How long have you worked for EPA? D Less than 3 years D 3 to 10 years D 11 years or more 4. Are you a full-time or a part-time employee at EPA? D Full-time D Part-time 5. Do you work on an official flex-time schedule (e.g., four 10-hr days/week)? D Yes D No 6. Are you male or female? D Male D Female A-9 ------- 7. What is your age group? D 25 years old or younger D 26-39 years old D 40-49 years old D 50 years or older 8. What is the highest level of education you have completed? D Less than a Bachelor's degree D Bachelor's degree D Master's degree D Professional degree (e.g., JD, LIB, or MD) D Doctorate degree or Post-doctorate 9. Are you Hispanic or Latino? D Yes D No 10. Which one of the following do you consider yourself to be? (Select one of the following) U White D Black or African American D Native Hawaiian or Other Pacific Islander D Asian D American Indian or Alaska Native D Two or more races (Not Hispanic or Latino) 11. Do you have a disability? D Yes D No SECTION F: Your Thoughts and Comments Please be as detailed as you like in your response to the following open-ended question. 1. What could EPA do better to improve equal employment opportunity throughout the agency? A-10 ------- Random Drawing for Survey Participants! If you wish to participate in a confidential random drawing by Westat to receive one of twenty $25 gift cards redeemable at select locations, please click on the box below. D I wish to participate in the random drawing. SUBMIT BUTTON THANK YOU FOR COMPLETING THIS QUESTIONNAIRE. Your responses have been submitted. A-11 ------- ------- Appendix B Survey Invitation Sample Reminder Notice ------- ------- Survey Invitation (email message) Dear EPA Employee, The EPA's Office of Civil Rights (OCR) wants to learn more about your perceptions and experiences with equal employment opportunity and fair treatment at the EPA. You are being asked to take 5 to 10 minutes to complete a short survey on these topics. OCR will use the survey findings to measure and improve its EEO performance. Your participation will help to ensure that the survey findings represent the EPA workforce. To show its thanks for your help, EPA is providing participants with the option to enter a prize drawing for one of twenty $25 gift cards redeemable at select locations. Westat, a research company in Rockville, Maryland, is conducting the survey and prize drawing for EPA. To complete the survey, click on the link below and enter the following unique Username and Password on the first page of the survey. After you COMPLETE any page, you may save your responses and exit the survey by clicking first on the "Next Page" button, then on the "Save and Exit" button at the bottom of the new page. The unique Username and Password will allow you to return to the survey at any time before final submission to continue the survey where you left off or to change your answers. Also, they ensure that each participant submits only one survey. When you have successfully submitted your survey, you will see a message saying "Your responses have been submitted." Link to survey (click or paste in browser): https://www.2008EPAEEOEmploveeSurvey.orq Unique Username: Unique Password: Deadline: May 27, 2008 Westat will keep your survey responses confidential by sharing only aggregated results with OCR. No individuals will be identifiable in the findings reports. If you are having problems with logging on to the survey or have questions about the survey, please contact the Westat Survey Support Center via phone at 1-888-372-9798 or via email at EPA- EEO2008survey@westat.com. Thank you for your time and input. Sincerely, Kimya Lee, Ph.D. Project Director, Westat Westat 1650 Research Blvd. Rockville, MD 20850 http://www.westat.com B-1 ------- Reminder Notice Dear EPA Employee, About 2 weeks ago you received an invitation to participate in a very short survey on equal employment opportunity at EPA. If you have already completed the survey, thank you! If you have not yet taken the survey, EPA's Office of Civil Rights (OCR) strongly encourages you to do so. OCR will use reported results to identify ways to improve its services in the areas of equal employment opportunity and affirmative employment at EPA. Your participation is important to the success of the survey. In appreciation, all survey respondents will have the option to participate in a confidential random drawing for one of twenty $25 gift cards redeemable at select locations. To complete the survey, enter the unique Username and Password listed below after clicking on the Link to the Survey. Unique Username: Unique Password: Link to survey (click or paste in browser): https://www.2008epaeeoemploveesurvev.orq/ If you are having problems with logging on to the survey or have questions about the survey, please contact the Westat Survey Support Center via phone at 1-888-372-9798 or via email at EPA- EEO2008survey@westat.com. Thank you for your time and input. Sincerely, Kimya Lee, Ph.D. Project Director, Westat Westat 1650 Research Blvd. Rockville, MD 20850 http://www.westat.com B-2 ------- Appendix C Survey Method Details ------- ------- Survey Method Details Sample The sample was a census of all full-time and part-time civil service employees at the U.S. Environment Protection Agency. EPA provided Westat with an updated list of email addresses for these employees shortly before the field period began in early May, 2008. EPA also provided Westat with additional information on the respondents' worksite location by region or by AAship at EPA headquarters. Questionnaire The survey was designed to address the following five broad topics: Employee Perceptions About EPA's Organizational Culture Possible Personal Experiences With On-the-Job Discrimination Awareness of EPA Civil Rights Policies, Procedures, and Programs Special Emphasis and Diversity Program Events Employee Comments on Improving Equal Employment Opportunity Throughout EPA Items were drafted for each topic. Because of the skips programmed into the survey, the maximum number of items a respondent might be asked was 67 (including 11 demographic questions), and the minimum number was 50. The survey included one open-ended question asking employees what EPA could do better to improve equal employment opportunity throughout the agency. The web instrument was pretested across various browsers, platforms, and screen settings and was tested for Section 508 compliance. Estimated time to complete the survey was 10 minutes or less. Employees were allowed to complete the survey during work hours. Data Collection Survey Mode The survey was administered electronically via the Web. At the request of one EPA employee, the Web survey was administered over the telephone. Field Period The field period opened on May 6 and closed on June 3. It was originally scheduled to close on May 27 but was extended another week in an effort to increase the response rate. C-1 ------- Survey Administration Procedures Survey prenotification message. A prenotification letter from EPA's Director of the Office of Civil Rights was sent to all employees in the sample. The prenotification message informed employees about the upcoming survey, introduced Westat as the survey administrator, explained the purpose of the survey, and encouraged employee participation in the survey. The prenotification also said that employees would have the option to participate in a random drawing for one of 20 $25 gift cards. Survey invitation and reminder email messages. On May 6, Westat sent EPA employees an email invitation that contained a link to the survey as well as a unique user name and ID for accessing the survey. Westat emailed reminders about the survey to nonrespondents on May 15, May 21, and May 27. The reminders were similar in content to the invitation, and each contained the survey link and the employee's unique user name and ID (see Appendix B for copies of the survey invitation and one of the reminder messages). A final notice was sent on May 28 reminding nonrespondents that they could contact the Survey Support Center if they were having technical difficulties logging on to the survey. Survey support. During the field period, Westat maintained a toll-free project telephone number and a project specific email box that employees could use to request technical assistance in accessing the survey or to ask more general questions about the survey. Most employees contacting the Survey Support Center asked for their Username and Password (they did not see them in the email invitation letter and reminder messages) or said they were having difficulty logging on (mostly because they were trying to use their own personal computer name and password). Several employees inquired about survey confidentiality and whether the survey was anonymous. A few had comments about the prize drawing, and a few commented on the survey content, such as the question on race or how they should answer the worksite location question. Another asked if and how the survey findings would be disseminated to employees. Fourteen employees said they refused to participate in the survey. In a couple of instances, Westat checked with EPA about the appropriate response to an employee question. Case Disposition and Final Response Rate Formula Total Initial Sample = 17,185: Initial sample frame containing 1,785 names. Westat's final review of all available information for each employee case in the sample (i.e., collected data and email or telephone messages to the Survey Support Center) resulted in the following adjustments and assignment of final disposition codes to sample cases. Adjustments to Initial Sample • Additions to Sample Frame = 3. During data collection, 3 names were added to the sample frame. • Ineligible sample cases =15. On the basis of an out-of-office message saying that an employee was on leave (not reassignment) for the full period of data collection (3 cases) or had terminated employment at EPA prior to the first day of data collection (12 cases), C-2 ------- • we classified that employee case as ineligible. Ineligible cases are subtracted from the sample frame count and not included in response rate calculations. Adjusted Final Sample = 17,173 (17,185 + 3-15) Eligible, completed surveys = 7,988: We classified the following groups as eligible respondents with "completed" surveys that will be included in the analysis data file. • 7,757 submitted surveys (includes surveys with some missing responses). • 67 surveys that were identified as being completed but not submitted (in a small percentage of cases, there may be technical glitches during the submission process or respondents may have thought they submitted the survey but didn't); for 66 of these 67 surveys, the respondents answered all but the open-ended question. • 164 additional not submitted, partially completed surveys. In accordance with standard practice of setting criteria for determining which partially completed surveys will be classified as an eligible "completed" survey and included in the analysis data set, we have included 164 surveys where respondents answered, at a minimum, Section A and question Bl about personal experiences with discrimination. Eligible nonrespondents = 9,185 (17,173 final sample cases - 7,988 eligible, completed surveys): We classified the following groups as survey nonrespondents: • 14 refusals - eligible employees who sent emails saying they refused to participate. • Employees who did not log on to the survey and did not refuse to participate (this group includes 57 cases for which we received notification after the final email reminder that the email was undeliverable). • Employees who logged on to the survey but did not submit a survey, did not refuse to participate, and did not answer at least Section A and question Bl. Response Rate Formula Response rate = (Eligible, completed surveys / [Eligible, completed surveys + Eligible nonrespondents]} * 100 Response rate = (7,988 / [7,988 + 9,185]} * 100 Response rate = [7,988 / 17,173] * 100 Response rate = 46.5% C-3 ------- ------- Appendix D Overall Item-Level Results ------- ------- Al EPA provides employees with information about their civil rights in the workplace. Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Total System Frequency 300 921 1265 3913 1367 211 7977 11 7988 Percent Valid Percent 3.8 3.8 11.5 11.5 15.8 15.9 49.0 49.1 17.1 17.1 2.6 2.6 99.9 100.0 .1 100.0 Cumulative Percent 3.8 15.3 31.2 80.2 97.4 100.0 A2 EPA educates employees about unacceptable behavior in the workplace. Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Total System Frequency 374 1263 1169 3710 1320 134 7970 18 7988 A3 EPA instructs employees on how to report unacceptable behavior Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Total System Frequency 476 1595 1433 3297 955 206 7962 26 7988 Percent Valid Percent 4.7 4.7 15.8 15.8 14.6 14.7 46.4 46.5 16.5 16.6 1.7 1.7 99.8 100.0 2 100.0 in the workplace. Percent Valid Percent 6.0 6.0 20.0 20.0 17.9 18.0 41.3 41.4 12.0 12.0 2.6 2.6 99.7 100.0 .3 100.0 Cumulative Percent 4.7 20.5 35.2 81.8 98.3 100.0 Cumulative Percent 6.0 26.0 44.0 85.4 97.4 100.0 D-1 ------- A4 EPA is committed to having a diverse workforce. Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Total System Frequency 354 599 1157 3144 2546 162 7962 26 7988 Percent Valid Percent 4.4 4.4 7.5 7.5 14.5 14.5 39.4 39.5 31.9 32.0 2.0 2.0 99.7 100.0 .3 100.0 Cumulative Percent 4.4 12.0 26.5 66.0 98.0 100.0 AS EPA employees treat one another with respect. Valid Missing Total A6 EPAtr Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Total System ies to remove barriers to adv: Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Total System Frequency 262 763 1101 4284 1514 35 7959 29 7988 Percent Valid Percent 3.3 3.3 9.6 9.6 13.8 13.8 53.6 53.8 19.0 19.0 .4 .4 99.6 100.0 .4 100.0 Cumulative Percent 3.3 12.9 26.7 80.5 99.6 100.0 mcement opportunities for employees. Frequency 658 1388 1761 2657 1085 400 7949 39 7988 Percent Valid Percent 8.2 8.3 17.4 17.5 22.0 22.2 33.3 33.4 13.6 13.6 5.0 5.0 99.5 100.0 .5 100.0 Cumulative Percent 8.3 25.7 47.9 81.3 95.0 100.0 D-2 ------- A7 Some EPA managers prefer hiring employees that share their background or physical characteristics.* Valid Missing Total Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree 9 Total System *Negatively worded item - Disagree and Strongly Frequency 1341 1847 1878 1384 503 999 7952 36 7988 Percent 16.8 23.1 23.5 17.3 6.3 12.5 99.5 .5 100.0 Valid Percent 16.9 23.2 23.6 17.4 6.3 12.6 100.0 Cumulative Percent 16.9 40.1 63.7 81.1 87.4 100.0 disagree are positive responses. A8 EPA employees speak up when they observe unacceptable belli Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Total System A9 EPA sometimes tolerates unfair treatment i Valid Missing Total Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree 9 Total System Frequency 563 1698 2067 2360 587 670 7945 43 7988 in the workplace.* Frequency 1154 2766 1553 1444 384 663 7964 24 7988 ivior in the workplace. Percent 7.0 21.3 25.9 29.5 7.3 8.4 99.5 .5 100.0 Percent 14.4 34.6 19.4 18.1 4.8 8.3 99.7 .3 100.0 Valid Percent 7.1 21.4 26.0 29.7 7.4 8.4 100.0 Valid Percent 14.5 34.7 19.5 18.1 4.8 8.3 100.0 Cumulative Percent 7.1 28.5 54.5 84.2 91.6 100.0 Cumulative Percent 14.5 49.2 68.7 86.9 91.7 100.0 *Negatively worded item -Disagree and Strongly disagree are positive responses. D-3 ------- A10 I would receive impartial support from EPA if I filed a job discrimination complaint. Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Total System Frequency 654 1334 2171 1554 430 1815 7958 30 7988 Cumulative Percent Valid Percent Percent 8.2 16.7 27.2 19.5 5.4 22.7 99.6 .4 100.0 8.2 16.8 27.3 19.5 5.4 22.8 100.0 8.2 25.0 52.3 71.8 77.2 100.0 All I would feel comfortable talking to EPA managers and supervisors in my division/department about unacceptable behavior in the workplace. Frequency Percent Valid Percent Cumulative Percent Valid Strongly disagree 8.4 8.4 A12 I feel there will be negative consequences for me if I report unfair treatment at work.* 8.4 uisagree Neither agree nor disagree Agree Strongly agree Do not know Total Missing System Total 1360 1069 3252 1478 135 7962 26 7988 17.0 13.4 40.7 18.5 1.7 99.7 .3 100.0 17.1 13.4 40.8 18.6 1.7 100.0 25.5 38.9 79.7 98.3 100.0 Valid Missing Total Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree Do not know Total System Frequency 961 1569 1718 2342 728 645 7963 25 7988 Cumulative Percent Valid Percent Percent 12.0 19.6 21.5 29.3 9.1 8.1 99.7 .3 100.0 12.1 19.7 21.6 29.4 9.1 8.1 100.0 12.1 31.8 53.3 82.8 91.9 100.0 *Negatively worded item -Disagree and Strongly disagree are positive responses. D-4 ------- A13a I trust EPA to: Consistently enforce EPA's equal employment opportunity policies. Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Total System A13b I trust EPA to: Respond promptly to alleg: Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Total System Frequency 504 1159 2135 3492 671 7961 27 7988 ations of illegal discri Frequency 452 995 2205 3463 830 7945 43 7988 Percent Valid Percent 6.3 14.5 26.7 43.7 8.4 99.7 .3 100.0 imination. Percent Vali 5.7 12.5 27.6 43.4 10.4 99.5 .5 100.0 A13c I trust EPA to: Treat employees with respect when they file a discrimination compla Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Total System Frequency 523 972 2392 3287 767 7941 47 7988 Percent Vali 6.5 12.2 29.9 41.1 9.6 99.4 .6 100.0 6.3 14.6 26.8 43.9 8.4 100.0 id Percent 5.7 12.5 27.8 43.6 10.4 100.0 int. id Percent 6.6 12.2 30.1 41.4 9.7 100.0 Cumulative Percent 6.3 20.9 47.7 91.6 100.0 Cumulative Percent 5.7 18.2 46.0 89.6 100.0 Cumulative Percent 6.6 18.8 48.9 90.3 100.0 D-5 ------- A14a I trust EPA to be fair to all employees when: Providing access to professional training. Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Total System A14b I trust EPA to be fair to all employees when: Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Total System A14c I trust EPA to be fair to all employees when: Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Total System Frequency 331 983 1122 4289 1240 7965 23 7988 Percent Valid Percent 4.1 4.2 12.3 12.3 14.0 14.1 53.7 53.8 15.5 15.6 99.7 100.0 .3 100.0 Cumulative Percent 4.2 16.5 30.6 84.4 100.0 Conducting performance appraisals. Frequency 658 1335 1415 3611 939 7958 30 7988 Percent Valid Percent 8.2 8.3 16.7 16.8 17.7 17.8 45.2 45.4 11.8 11.8 99.6 100.0 .4 100.0 Cumulative Percent 8.3 25.0 42.8 88.2 100.0 Deciding on promotions. Frequency 1120 1840 1712 2542 731 7945 43 7988 Percent Valid Percent 14.0 14.1 23.0 23.2 21.4 21.5 31.8 32.0 9.2 9.2 99.5 100.0 .5 100.0 Cumulative Percent 14.1 37.3 58.8 90.8 100.0 D-6 ------- A14d I trust EPA to be fair to all employees when: Recognizing and rewarding individual contributions. Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Total System A14e I trust EPA to be fair to all employees when: Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Total System A14f I trust EPA to be fair to all employees when: Valid Missing Total Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Total System Frequency 875 1581 1545 3112 834 7947 41 7988 Percent Valid Percent 11.0 19.8 19.3 39.0 10.4 99.5 .5 100.0 11.0 19.9 19.4 39.2 10.5 100.0 Cumulative Percent 11.0 30.9 50.3 89.5 100.0 Handling discrimination complaints. Frequency 519 926 2666 2994 827 7932 56 7988 Percent Val 6.5 11.6 33.4 37.5 10.4 99.3 .7 100.0 id Percent 6.5 11.7 33.6 37.7 10.4 100.0 Cumulative Percent 6.5 18.2 51.8 89.6 100.0 Providing access to career development opportunities. Frequency 596 1201 1584 3576 983 7940 48 7988 Percent Val 7.5 15.0 19.8 44.8 12.3 99.4 .6 100.0 id Percent 7.5 15.1 19.9 45.0 12.4 100.0 Cumulative Percent 7.5 22.6 42.6 87.6 100.0 D-7 ------- A14g I trust EPA to be fair to all employees when: Handling recruitment Valid Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Total Missing System Total Frequency 642 1075 2204 3181 845 7947 41 7988 Cumulative Percent Valid Percent Percent 8.0 13.5 27.6 39.8 10.6 99.5 .5 100.0 8.1 8.1 13.5 21.6 27.7 49.3 40.0 89.4 10.6 100.0 100.0 Bl During the past 12 months, do you believe you were discriminated against at EPA because of your race, color, national origin, gender, age, religion, disability, sexual orientation, or parental status or were subject to reprisals or sexual harassment? Valid Missing Total Yes No Not sure Total System Frequency 1116 6081 766 7963 25 7988 Cumulative Percent Valid Percent Percent 14.0 76.1 9.6 99.7 .3 100.0 14.0 14.0 76.4 90.4 9.6 100.0 100.0 B2_l Which of the following issues apply to your employment discrimination experience at EPA during the past 12 months: Hiring Frequency Percent Valid Percent Cumulative Percent Valid blank Hiring Total Missing valid missing/skip Total 1017 99 1116 6872 7988 12.7 91.1 1.2 8.9 14.0 100.0 86.0 100.0 B2_2 Which of the following issues apply to your employment discrimination experience at EPA during the past 12 months: Promotion Frequency _ Percent _ Valid Percent Cumulative Percent Valid blank Promotion Total Missing valid missing/skip 545 571 1116 6872 6.8 7.1 14.0 86.0 48.8 100.0 ------- 7988 B2_3 Which of the following issues apply to your employment discrimination experience at EPA during the past 12 months: Job training Cumulative Frequency Percent Valid Percent Percent Valid blank Job training Total Missing valid missing/skip Total 885 231 1116 6872 7988 11.1 2.9 14.0 86.0 100.0 B2_4 Which of the following issues apply to your employment discrimination experience at EPA during the past 12 months: Career Development Cumulative Frequency Percent Valid Percent Percent Valid blank Career development Total Missing valid missing/skip Total 615 7.7 501 6.3 1116 14.0 6872 86.0 7988 100.0 55.1 55.1 44.9 100.0 100.0 B2_5 Which of the following issues apply to your employment discrimination experience at EPA during the past 12 months: Compensation Cumulative Frequency Percent Valid Percent Percent Valid blank Compensation Total Missing valid missing/skip Total 861 255 1116 6872 7988 10.8 3.2 14.0 86.0 100.0 77.2 B2_6 Which of the following issues apply to your employment discrimination experience at EPA during the past 12 months: Performance Evaluation Cumulative Frequency Percent Valid Percent Percent Valid Missing Total blank Performance evaluations Total valid missing/skip 562 554 1116 6872 7988 7.0 6.9 14.0 86.0 100.0 50.4 49.6 100.0 50.4 100.0 D-9 ------- B2_7 Which of the following issues apply to your employment discrimination experience at EPA during the past 12 months: Other Cumulative Frequency Percent Valid Percent Percent Valid blank Other Total Missing valid missing/skip Total 238 1116 6872 7988 11.0 3.0 14.0 86.0 100.0 78.7 21.3 100.0 78.7 100.0 B3_l Which of the following bases of discrimination do you believe you experienced at EPA during the past 12 months: Race Cumulative Frequency Percent Valid Percent Percent Valid blank Race Total Missing valid missing/skip Total 644 472 1116 6872 7988 8.1 5.9 14.0 86.0 100.0 57.7 42.3 100.0 57.7 100.0 B3_2 Which of the following bases of discrimination do you believe you experienced at EPA during the past 12 months: Color Cumulative Frequency Percent Valid Percent Percent Valid blank Color Total Missing valid missing/skip Total 912 204 1116 6872 7988 11.4 2.6 14.0 86.0 81.7 18.3 100.0 B3_3 Which of the following bases of discrimination do you believe you experienced at EPA during the past 12 months: Gender Cumulative Frequency Percent Valid Percent Percent Valid blank Gender Total Missing valid missing/skip Total 720 396 1116 6872 7988 64.5 35.5 100.0 64.5 100.0 D-10 ------- B3_4 Which of the following bases of discrimination do you believe you experienced at EPA during the past 12 months: Age Cumulative Frequency Percent Valid Percent Percent Valid blank Age Total Missing valid missing/skip Total 637 479 1116 6872 7988 8.0 6.0 14.0 86.0 100.0 57.1 42.9 100.0 57.1 100.0 B3_5 Which of the following bases of discrimination do you believe you experienced at EPA during the past 12 months: Disability Cumulative Frequency Percent Valid Percent Percent Valid blank Disability Total Missing valid missing/skip Total 989 127 1116 6872 7988 12.4 1.6 14.0 86.0 100.0 88.6 11.4 100.0 B3_6 Which of the following bases of discrimination do you believe you experienced at EPA during the past 12 months: Religion Cumulative Frequency Percent Valid Percent Percent Valid blank Religion Total Missing valid missing/skip Total 1081 35 1116 6872 7988 13.5 .4 14.0 86.0 100.0 96.9 3.1 100.0 B3_7 Which of the following bases of discrimination do you believe you experienced at EPA during the past 12 months: Sexual orientation Cumulative Frequency Percent Valid Percent Percent Valid blank Sexual orientation Total Missing valid missing/skip Total 1059 57 1116 6872 7988 13.3 .7 14.0 86.0 100.0 94.9 100.0 D-11 ------- B3_8 Which of the following bases of discrimination do you believe you experienced at EPA during the past 12 months: Parental status Cumulative Frequency Percent Valid Percent Percent Valid blank Parental status Total Missing valid missing/skip Total 1012 104 1116 6872 7988 12.7 1.3 14.0 86.0 100.0 90.7 9.3 100.0 90.7 100.0 B3_9 Which of the following bases of discrimination do you believe you experienced at EPA during the past 12 months: Reprisal Cumulative Frequency Percent Valid Percent Percent Valid blank Reprisal Total Missing valid missing/skip Total 750 366 1116 6872 7988 9.4 4.6 14.0 86.0 100.0 B3_10 Which of the following bases of discrimination do you believe you experienced at EPA during the past 12 months: Sexual harassment Cumulative Frequency Percent Valid Percent Percent Valid blank Sexual harassment Total Missing valid missing/skip Total 1077 39 1116 6872 7988 13.5 5 14.0 86.0 100.0 96.5 3.5 100.0 96.5 100.0 B4 Did you file a formal discrimination complaint with EPA's Office of Civil Rights during the past 12 months? Cumulative Frequency Percent Valid Percent Percent Valid Missing Total 1 2 Total 99 System Total 47 1055 1102 6872 14 6886 7988 .6 13.2 13.8 86.0 2 86.2 100.0 4.3 4.3 95.7 100.0 100.0 D-12 ------- B5 Did the complaint result in a finding of discrimination, was it settled, was it withdrawn, or is it still being processed? Frequency Cumulative Percent Valid Percent Percent Valid Missing Total Resulted in a finding of discrimination Was settled Was withdrawn Still being processed Total valid missing/skip System Total n<10 — — — n < 10 — — — n < 10 — — — 29 .4 65.9 100.0 44 .6 100.0 7941 99.4 3 .0 7944 99.4 7988 100.0 Note: Data are not reported when there were fewer than 10 respondents. B6 Regardless of the outcome of your complaint, how satisfied or dissatisfied were you with how EPA handled the complaint? Frequency Percent Valid Percent Cumulative Percent Valid Very dissatisfied Dissatisfied Neither dissatisfied nor satisfied Total Missing valid missing/skip Total 11 n< 10 «< 10 18 7970 7988 61.1 .2 99.8 100.0 61.1 Note: Data are not reported when there were fewer than 10 respondents. B7 So far, how satisfied or dissatisfied are you with the discrimination complaint process? Valid Missing Total Very dissatisfied Dissatisfied Neither dissatisfied nor satisfied Satisfied Total valid missing/skip Frequency 17 n< 10 n< 10 n< 10 29 7959 7988 Cumulative Percent Valid Percent Percent .2 58.6 58.6 — — — — — — — — 100.0 .4 100.0 99.6 100.0 D-13 ------- B8 What is the current status of the discrimination issue you experienced during the past 12 months? Valid Missing Total B9 Ifthedi complaint? Valid Missing Total Frequency Percent Valid Percent It has been taken care of to my satisfaction 76 1.0 7.5 It is still a problem but the situation has improved 170 2.1 16.7 The situation is currently about the same 654 8.2 64.4 The situation is worse , , - , , , , 3 Total 1015 12.7 100.0 valid missing/skip ^^ gg § System 4Q 5 Total 6973 8?3 7988 100.0 iscrimination issue doesn't improve, do you think you will file a formal discrimination Cumulative Frequency Percent Valid Percent Percent No 553 6.9 100.0 100.0 99 7435 93.1 7988 100.0 Cumulative Percent 7.5 24.2 88.7 100.0 BlOa I am worried about what might happen to me if I file a complaint. Valid Missing Total Cumulative Frequency Percent Valid Percent Percent Yes 382 4.8 80.3 80.3 No 94 1.2 19.7 100.0 Total 476 6.0 100.0 no 7219 90.4 System -,g,, ., ~ Total ?512 94Q 7988 100.0 D-14 ------- BlOb I am worried about what might happen to someone else if I file a complaint. Valid Missing Total Yes No Total 99 System Total Frequency 103 335 438 7219 331 7550 7988 BlOc I do not think filing a complaint will mj Valid Missing Total Yes No Total 99 System Total BlOd I'm not sure how Valid Missing Total Yes No Total 99 System Total Frequency 513 15 528 7219 241 7460 7988 to file a complaint. Frequency 95 323 418 7219 351 7570 7988 Percent Valid Percent 1.3 23.5 4.2 76.5 5.5 100.0 90.4 4.1 94.5 100.0 ike a difference in my situation. Percent Valid Percent 6.4 97.2 .2 2.8 6.6 100.0 90.4 3.0 93.4 100.0 Percent Valid Percent 1.2 22.7 4.0 77.3 5.2 100.0 90.4 4.4 94.8 100.0 Cumulative Percent 23.5 100.0 Cumulative Percent 97.2 100.0 Cumulative Percent 22.7 100.0 D-15 ------- BlOe Other reason. Valid Missing Total Yes No Total 99 System Total Frequency 137 200 337 7219 432 7651 7988 Percent Valid Percent 1.7 40.7 2.5 59.3 4.2 100.0 90.4 5.4 95.8 100.0 Bl 1 Did you talk to an Equal Employment official or a union official about your situ Valid Missing Total Yes No Total 99 System Total Frequency 74 676 750 7222 16 7238 7988 Percent Valid Percent .9 9.9 8.5 90.1 9.4 100.0 90.4 .2 90.6 100.0 Cumulative Percent 40.7 100.0 ation? Cumulative Percent 9.9 100.0 B12a I was worried about what might happen to me if I asked about the situation. Valid Missing Total Yes No Total 99 System Total Frequency 255 352 607 7312 69 7381 7988 Percent Valid Percent 3.2 42.0 4.4 58.0 7.6 100.0 91.5 .9 92.4 100.0 Cumulative Percent 42.0 100.0 D-16 ------- B12b I was worried about what might happen to someone else if I asked about the situation. Valid Missing Total B12c I didn Valid Missing Total B12d I didn Valid Missing Total Yes No Total 99 System Total Frequency 112 490 602 7312 74 7386 7988 Percent 1.4 6.1 7.5 91.5 .9 92.5 100.0 't think talking to someone about it would make j Yes No Total 99 System Total Frequency 537 107 644 7312 32 7344 7988 Percent 6.7 1.3 8.1 91.5 .4 91.9 100.0 Cumulative Valid Percent Percent 18.6 18.6 81.4 100.0 100.0 i difference in my situation. Cumulative Valid Percent Percent 83.4 83.4 16.6 100.0 100.0 't know how the complaint process worked. Yes No Total 99 System Total Frequency 211 390 601 7312 75 7387 7988 Percent 2.6 4.9 7.5 91.5 .9 92.5 100.0 Cumulative Valid Percent Percent 35.1 35.1 64.9 100.0 100.0 D-17 ------- B13 Do you know of any employee (not including yourself) that you believe was discriminated against at EPA during the past 12 months because of race, color, national origin, sex, age, religion, disability, sexual Orientation, or parental status or was subject to reprisals or sexual harassment? Valid Missing Total Yes No Total System Frequency 1821 6038 7859 129 7988 Cumulative Percent Valid Percent Percent 22.8 75.6 98.4 1.6 100.0 23.2 23.2 76.8 100.0 100.0 Cl How familiar are you with: EPA's Office of Civil Rights website? Frequency Percent Valid Percent Cumulative Percent I have visited this website more than once during the past 12 months. 654 I have visited this website only once during the past 12 months. 1021 12.8 13.0 21.3 I know about this website but have not visited it during the past 12 months. 3540 44.3 66.4 I know nothing at all about this Missing Total website. Total System 2641 7856 132 7988 33.1 98.3 1.7 100.0 33.6 100.0 100.0 C2 How familiar are you with: EPA's Office of Civil Rights (OCR) Intranet Civil Rights Training Modules on (1) Reasonable Accommodations and (2) Title VII (internal complaint process) Frequency Percent Valid Percent Cumulative Percent Valid I have completed both ... during the past 12 months I have completed only one of the two OCR Intranet Civil Rights Training Modules during the past 12 months. 1139 796 14.3 14.8 10.3 14.8 I know about at least one .... but have not tried to complete one during the past 12 months. I know nothing at all about either of the OCR Intranet civil rights training modules. Total Missing System Total 2125 3638 7698 290 7988 26.6 45.5 96.4 3.6 100.0 27.6 47.3 100.0 52.7 D-18 ------- C3 How familiar are you with: EPA's 2007 Equal Employment Opportunity (EEO) Policy (issued on June 14, 2007). Frequency Percent Valid Percent Cumulative Percent Valid Very familiar Somewhat familiar I have heard about it, but I am not familiar with it 686 2609 8.6 32.7 36.4 8.8 33.4 37.3 8.8 79.5 Total Missing System Total 1600 7803 185 7988 20.0 97.7 2 3 100.0 20.5 100.0 100.0 C4 How familiar are you with: EPA's Order and Procedures on Providing Reasonable Accommodation to Qualified Applicants and Employees with Disabilities? Frequency Cumulative Percent Valid Percent Percent Valid I have used EPA's Order and Procedures to request, or process a request, for reasonable accommodation during the past 12 months. 366 4.6 4.7 4.7 I am somewhat familiar with EPA's Reasonable Accommodation Order and Procedures. I have heard about EPA's Reasonable Accommodation Order and Procedures, but I am not familiar with them. I know nothing at all about EPA's Reasonable Accommodation Order 2979 2953 37.3 37.0 38.1 37.8 42.8 80.6 Total Missing System Total 1512 7810 178 7988 18.9 97.8 2.2 100.0 19.4 100.0 100.0 C5 Regardless of the outcome, were you treated fairly during the Reasonable Accommodation process? Valid Missing Total Yes No Total 99 System Total Frequency 279 50 329 7622 37 7659 7988 Percent Valid Percent 3.5 84.8 .6 15.2 4.1 100.0 95.4 5 95.9 100.0 Cumulative Percent 84.8 100.0 D-19 ------- C6 Have you ever received training, either on-line or in-person, on the Reasonable Accommodation Order and Procedures? Cumulative Frequency Percent Valid Percent Percent Valid Missing Total Yes No Total 99 System Total 282 119 401 7444 143 7587 7988 3.5 1.5 5.0 93.2 1.8 95.0 100.0 70.3 70.3 29.7 100.0 100.0 C7 Do you know the name of EPA's National Reasonable Accommodation Coordinator, and how to contact this person? Cumulative Frequency Percent Valid Percent Percent Valid Yes, I know both the person's name and how to contact this person. 678 8.5 10.7 10.7 Yes, I know the person's name but not the contact information for this person. 73 .9 1.2 11.9 Yes, I know how to contact this person, but I do not know the person's name. 1241 15.5 19.7 31.6 No, I do not know the name of this person or how to contact this person. 4316 54.0 68.4 Total 6308 79.0 100.0 Missing valid missing/skip 1 si 2 189 System 16g 2J Total 1680 21.0 Total 7988 100.0 D-20 ------- C8 Do you know the name of your local Reasonable Accommodation Coordinator, and how to contact this person? Cumulative Frequency Percent Valid Percent Percent Valid Yes, I know both the person's name and how to contact this person. 1705 21.3 27.1 27.1 Yes, I know the person's name but not the contact information for this person. Yes, I know how to contact this person, but I do not know this person's name. 1077 1.3 13.5 1.7 17.1 Missing Total No, I do not know the name of this person or how to contact this person. Total valid missing/skip System Total 3415 6302 1512 174 1686 7988 42.8 78.9 18.9 2 2 21.1 100.0 54.2 100.0 C9 Have you ever requested and received information from either the National or local Reasonable Accommodation Coordinator? Frequency Percent Valid Percent Cumulative Percent Valid Yes, I requested information and I received it Yes, I requested information, but I did not receive it. No, I did not request information. 846 40 5411 10.6 .5 67.7 13.4 13.4 14.1 100.0 Total Missing valid missing/skip System Total Total 6297 78.8 1512 18.9 179 2.2 1691 21.2 7988 100.0 CIO Was the information you received from the Reasonable Accommodation Coordinator helpful to you? Cumulative Frequency Percent Valid Percent Percent Valid Missing Total Yes No Total valid missing/skip System Total 785 59 844 7142 0 7144 7988 9.8 .7 10.6 89.4 .0 89.4 100.0 93.0 93.0 7.0 100.0 100.0 D-21 ------- Dla Martin Luther King Observance (January). Valid Yes No Total Missing System Total Frequency Percent Valid Percent 2083 26.1 27.4 5509 69.0 72.6 7592 95.0 100.0 396 5.0 7988 100.0 Cumulative Percent 27.4 100.0 Dlb Black History Month (February). Valid Yes No Total Missing System Total Die Women's History Valid Yes No Total Missing System Total Did Take Your Sons a Valid Yes No Total Missing System Total Frequency Percent Valid Percent 2204 27.6 29.1 5380 67.4 70.9 7584 94.9 100.0 404 5.1 7988 100.0 Month (March). Frequency Percent Valid Percent 1596 20.0 21.3 5894 73.8 78.7 7490 93.8 100.0 498 6.2 7988 100.0 ind Daughters To Work Day (April). Frequency Percent Valid Percent 825 10.3 11.2 6571 82.3 88.8 7396 92.6 100.0 592 7.4 7988 100.0 Cumulative Percent 29.1 100.0 Cumulative Percent 21.3 100.0 Cumulative Percent 11.2 100.0 D-22 ------- Die Administrative Professionals Week (April). Cumulative Frequency Percent Valid Percent Percent Valid Yes No Total Missing System 49§ fi 2 Total 7988 100.0 Dlf Asian American / Pacific Islander Heritage Month (May). Cumulative Frequency Percent Valid Percent Percent Valid Yes ] 6?3 2Q 9 22 4 22 4 No 5804 72.7 77.6 100.0 Total 7477 93.6 100.0 Missing System <--,-, ^ , Total ?988 Dig Older Americans Month (May). Cumulative Frequency Percent Valid Percent Percent "V^d ~ ~~ ~ N° 6676 83.6 90.6 Total 7366 92.2 100.0 Missing System ^2 j % Total 7988 100.0 Dlh Gay and Lesbian Pride Month (June). Cumulative Frequency Percent Valid Percent Percent Valid Yes ?98 WQ W9 No 6550 82.0 89.1 Total 7348 92.0 100.0 Missing System ~.~ 8 ,, Total 7988 100.0 D-23 ------- Dli Hispanic Heritage Month (mid-September — mid-October). Cumulative Frequency Percent Valid Percent Percent Valid Yes Ifi53 2Q ? No 5764 72.2 Total 7417 92.9 Missing System 5?J ? j Total 7988 100.0 Dlj Disability Employment Awareness Month (October). Cumulative Frequency Percent Valid Percent Percent Valid Yes m n j No 6462 80.9 Total 734fi 92Q Missing System ^ ,~ o „ Total 7988 100.0 Dlk American Indian / Alaskan Native Heritage Month (November). Cumulative Frequency Percent Valid Percent Percent Valid Yes ]388 ]?4 N° 6023 75.4 Total 7411 92.8 Missing System g-jj j 2 Total 7988 100.0 D2a The event(s) highlighted the contributions of various cultures, ethnicities, or groups. Cumulative Frequency Percent Valid Percent Percent Valid Missing Total Never Rarely Sometimes Usually Always Total valid missing/skip System Total 114 144 713 1953 1484 4408 3323 257 3580 7988 1.4 1.8 8.9 24.4 18.6 55.2 41.6 3.2 44.8 100.0 2.6 2.6 3.3 5.9 16.2 22.0 44.3 66.3 33.7 100.0 100.0 D-24 ------- D2b The event(s) raised employees' awareness of the benefits of equal employment opportunity. Valid Missing Total Never Rarely Sometimes Usually Always Total valid missing/skip System Total Frequency 275 517 1233 1483 875 4383 3323 282 3605 7988 Percent Valid Percent 3.4 6.3 6.5 11.8 15.4 28.1 18.6 33.8 11.0 20.0 54.9 100.0 41.6 3.5 45.1 100.0 Cumulative Percent 6.3 18.1 46.2 80.0 100.0 D2c The event(s) promoted acceptance of differences within the workforce. Valid Missing Total Never Rarely Sometimes Usually Always Total valid missing/skip System Total Frequency 199 295 966 1700 1213 4373 3323 292 3615 7988 Percent Valid Percent 2.5 4.6 3.7 6.7 12.1 22.1 21.3 38.9 15.2 27.7 54.7 100.0 41.6 3.7 45.3 100.0 Cumulative Percent 4.6 11.3 33.4 72.3 100.0 D2d The event speakers focused on topics relevant to affirmative employment. Valid Missing Total Never Rarely Sometimes Usually Always Total valid missing/skip System Total Frequency 272 473 1382 1480 731 4338 3323 327 3650 7988 Percent Valid Percent 3.4 6.3 5.9 10.9 17.3 31.9 18.5 34.1 9.2 16.9 54.3 100.0 41.6 4.1 45.7 100.0 Cumulative Percent 6.3 17.2 49.0 83.1 100.0 D-25 ------- D3 During the past 24 months, did you serve as a collateral Special Emphasis Diversity Program Manager? Valid Yes No Cumulative Frequency Percent Valid Percent Percent 4324 54.1 Total 4516 56.5 Missing 99 3323 41fi System I4g J9 Total 3472 435 Total 7988 D-26 ------- Appendix E Item-Level Results for EPA Regions Note: These results are based on responses from individuals identified in administrative data as being regional office employees. ------- ------- SECTION A: ORGANIZATIONAL CULTURE Item Text Response Option Al EPA provides employees with information about their civil rights in the workplace. A2 EPA educates employees about unacceptable behavior in the workplace. A3 EPA instructs employees on how to report unacceptable behavior in the workplace. A4 EPA is committed to having a diverse workforce. A5 EPA employees treat one another with respect. A6 EPA tries to remove barriers to advancement opportunities for employees. Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know REGION Region 1 (N = 308) 2.6% 9.1% 13.3% 54.2% 17.5% 3.2% 3.6% 11.7% 18.2% 49.5% 15.3% 1.6% 3.2% 14.3% 20.5% 46.8% 12.0% 3.2% 1.3% 5.8% 15.3% 41.6% 35.1% 1.0% 1.0% 8.2% 11.4% 57.8% 21.2% .3% 4.9% 18.1% 26.6% 31.9% 13.5% 4.9% Region 2 (A? =459) 3.3% 10.7% 13.1% 51.9% 18.8% 2.2% 3.9% 11.4% 10.1% 50.9% 22.6% 1.1% 4.6% 15.8% 13.4% 46.5% 17.1% 2.6% 5.5% 7.7% 12.5% 38.5% 32.3% 3.5% 3.3% 9.5% 13.4% 52.3% 21.1% .4% 9.3% 20.5% 23.8% 27.4% 12.6% 6.4% Region 3 (A? =503) 4.0% 10.5% 12.3% 51.1% 20.9% 1.2% 4.6% 10.4% 10.6% 51.8% 21.4% 1.2% 6.6% 16.1% 13.9% 46.2% 15.3% 1.8% 3.0% 5.0% 11.2% 41.4% 37.3% 2.2% 2.6% 6.6% 10.6% 60.8% 19.4% .0% 7.4% 17.8% 21.2% 35.7% 15.2% 2.8% Region 4 (A? =474) 3.8% 15.9% 18.6% 40.9% 19.1% 1.7% 5.1% 17.1% 16.9% 41.9% 17.5% 1.5% 6.4% 24.6% 19.3% 36.4% 11.2% 2. 1% 5.5% 8.3% 18.5% 34.6% 31.4% 1.7% 4.7% 10.0% 16.6% 52.4% 16.1% .2% 13.6% 21.1% 21.1% 27.7% 12.3% 4.3% Region 5 (A? =535) 3.7% 9.5% 18.1% 53.5% 13.6% 1.5% 4.5% 15.8% 16.3% 47.1% 15.6% .8% 5.6% 19.5% 20.4% 42.1% 11.0% 1.3% 6.0% 6.9% 19.3% 40.1% 26.0% 1.7% 3.7% 12.0% 15.9% 53.2% 14.2% .9% 10.9% 21.2% 24.2% 28.8% 9.7% 5.2% Region 6 (A? =493) 4.3% 11.8% 16.7% 48.2% 16.3% 2.8% 4.3% 17.0% 10.5% 51.5% 15.4% 1.2% 5.5% 23.5% 15.6% 41.8% 11.6% 2.0% 5.7% 7.6% 13.1% 38.6% 33.7% 1.4% 4.3% 12.4% 14.6% 55.8% 13.0% .0% 8. 1% 21.3% 18.5% 36.8% 12.2% 3.0% Region 7 (A? =345) 2.3% 12.8% 14.5% 50.7% 18.0% 1.7% 3.5% 15.9% 10.1% 48.1% 21.7% .6% 5.2% 18.3% 15.4% 43.8% 16.2% 1.2% 5.2% 9.9% 8.7% 39.4% 35.7% 1.2% 4.6% 10.4% 15.4% 55.4% 13.9% .3% 8.4% 21.2% 19.4% 30.4% 15.1% 5.5% Region 8 (A? =326) 2.5% 9.8% 22.4% 46.0% 17.5% 1.8% 4.0% 12.9% 16.9% 48.5% 16.3% 1.5% 5.2% 17.5% 21.2% 44.0% 10.5% 1.5% 3.4% 7.7% 14.5% 39.4% 33.2% 1.8% 3.4% 8.0% 15.7% 54.0% 18.8% .0% 7.4% 15.7% 24.7% 36.4% 11.1% 4.6% Region 9 (A? =444) 2.7% 8.3% 12.6% 55.9% 17.6% 2.9% 2.0% 13.1% 13.1% 52.5% 16.7% 2.7% 2.9% 17.2% 15.1% 48.5% 13.3% 2.9% 3.8% 8.1% 9.2% 41.4% 35.1% 2.3% 1.8% 8.8% 10.1% 53.6% 25.5% .2% 6.3% 11.3% 23.6% 34.5% 16.9% 7.4% Region 10 (A? =348) 1.7% 14.1% 19.6% 48.7% 13.5% 2.3% 6.0% 17.5% 18.1% 45.1% 12.1% 1.1% 7.5% 23.4% 22.3% 36.4% 8.7% 1.7% 4.9% 10.1% 16.5% 41.9% 25.1% 1.4% 2.3% 7.5% 10.9% 58.3% 20.7% .3% 7.5% 15.0% 27.4% 33.1% 12.7% 4.3% E-1 ------- SECTION A: ORGANIZATIONAL CULTURE Item Text Response Option A7 Some EPA managers prefer hiring employees that share their background or physical characteristics. Note: Negatively worded item -Disagree and Strongly disagree are positive responses. A8 EPA employees speak up when they observe unacceptable behavior in the workplace. A9 EPA sometimes tolerates unfair treatment in the workplace. Note: Negatively worded item - Disagree and Strongly disagree are positive responses. A10 I would receive impartial support from EPA if I filed a job discrimination complaint. All I would feel comfortable talking to EPA managers and supervisors in my division/department about unacceptable behavior in the workplace. A12 I feel there will be negative consequences for me if I report unfair treatment at work. Note: Negatively worded item - Disagree and Strongly disagree are positive responses. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree Do not know REGION Region 1 (A? =308) 9.6% 22.2% 27.5% 22.2% 6.0% 12.6% 3.3% 14.9% 38.1% 28.1% 6.0% 9.6% 8.5% 32.5% 28.2% 18.7% 7.2% 4.9% 5.6% 16.8% 30.9% 19.7% 4.9% 22.0% 4.6% 16.0% 12.1% 47.7% 18.6% 1.0% 7.6% 17.8% 25.3% 34.5% 7.6% 7.2% Region 2 (A? =459) 15.6% 18.1% 29.1% 18.7% 6.6% 11.9% 4.9% 21.2% 23.2% 33.8% 10.4% 6.6% 14.7% 34.1% 16.9% 21.1% 5.5% 7.7% 9.1% 14.1% 30.5% 21.4% 3.8% 21.2% 7.9% 17.4% 10.3% 46.8% 16.3% 1.3% 12.3% 18.5% 18.5% 35.8% 6.2% 8.8% Region 3 (A? =503) 14.2% 25.1% 25.0% 15.8% 6.4% 13.6% 5.2% 23.0% 24.8% 32.7% 6.6% 7.8% 12.9% 35.8% 19.7% 18.7% 5.0% 8.0% 9.3% 17.3% 26.4% 20.1% 4.4% 22.5% 7.0% 19.4% 12.8% 41.1% 18.0% 1.8% 9.8% 20.8% 23.0% 27.9% 10.0% 8.6% Region 4 (A? =474) 25.2% 26.5% 21.6% 12.3% 5.9% 8.5% 12.1% 25.5% 26.1% 22.7% 6.8% 6.8% 20.3% 37.3% 18.9% 14.4% 4.0% 5.1% 14.0% 19.4% 25.3% 17.0% 5.7% 18.5% 15.6% 17.1% 14.6% 35.9% 15.2% 1.5% 17.2% 23.3% 21.8% 20.3% 8.7% 8.7% Region 5 (A? =535) 14.4% 26.2% 24.9% 17.0% 6.6% 10.9% 5.8% 21.0% 30.4% 30.2% 7.5% 5.1% 16.3% 38.7% 22.6% 13.8% 3.2% 5.4% 8.4% 17.8% 30.0% 18.4% 5.2% 20.2% 8.2% 15.9% 15.7% 40.8% 17.4% 1.9% 10.3% 21.8% 22.0% 31.1% 8.1% 6.8% Region 6 (A? =493) 25.6% 27.4% 19.5% 14.8% 5.5% 7.1% 9. 1% 26.2% 25.4% 27.6% 8.1% 3.5% 19.4% 36.9% 20.0% 14.9% 4.3% 4.5% 10.2% 17.1% 30.3% 18.7% 6.1% 17.5% 9.8% 18.6% 13.1% 40.0% 16.7% 1.8% 15.4% 19.9% 24.4% 26.0% 8.7% 5.5% Region 7 (A? =345) 16.2% 22.9% 27.8% 17.1% 4.6% 11.3% 5.8% 25.0% 21.2% 32.8% 5.5% 9.6% 13.7% 40.1% 18.3% 17.4% 2.9% 7.6% 7.5% 21.2% 24.9% 19.7% 6.4% 20.3% 7.8% 16.2% 16.5% 40.3% 15.9% 3.2% 14.8% 19.2% 23.8% 25.9% 7.3% 9.0% Region 8 (A? =326) 17.2% 23.1% 28.3% 15.4% 3.1% 12.9% 5.9% 22.6% 27.2% 30.0% 5.6% 8.7% 16.0% 33.2% 17.5% 16.9% 4.3% 12.0% 9.8% 17.8% 28.0% 18.2% 4.0% 22.2% 8.9% 15.0% 15.0% 40.8% 19.0% 1.2% 12.6% 16.0% 26.8% 28.9% 7.1% 8.6% Region 9 (A? =444) 15.8% 22.7% 23.4% 15.8% 6.5% 15.8% 5.4% 17.4% 24.8% 32.7% 8.6% 11.1% 10.6% 36.3% 18.7% 17.2% 4. 1% 13.1% 5.9% 15.1% 24.8% 24.8% 5.2% 24.2% 5.7% 18.1% 11.5% 44.6% 18.3% 1.8% 9.2% 21.8% 22.3% 30.6% 9.0% 7.0% Region 10 (A? =348) 15.9% 19.3% 25.4% 23.3% 4.6% 11.5% 5.5% 18.4% 24.7% 36.5% 6.6% 8.3% 9.8% 35.4% 23.3% 20.7% 3.2% 7.5% 7.5% 18.2% 24.8% 20.7% 2.9% 25.9% 6.3% 14.7% 14.1% 44.8% 19.8% .3% 10.6% 16.7% 21.8% 34.8% 8.0% 8.0% E-2 ------- SECTION A: ORGANIZATIONAL CULTURE Item Text Response Option A13a I trust EPA to: Consistently enforce EPA's equal employment opportunity policies. A13b I trust EPA to: Respond promptly to allegations of illegal discrimination. A13c I trust EPA to: Treat employees with respect when they file a discrimination complaint. A14a I trust EPA to be fair to all employees when: Providing access to professional training. A14b I trust EPA to be fair to all employees when: Conducting performance appraisals. A14c I trust EPA to be fair to all employees when: Deciding on promotions. A14d I trust EPA to be fair to all employees when: Recognizing and rewarding individual contributions. Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree REGION Region 1 (A? = 308) 2.9% 11.7% 23.5% 54. 1% 7.8% 2.6% 8.5% 23.9% 54.1% 10.8% 3.0% 10.9% 24. 1% 51.5% 10.6% 2.6% 14.6% 15.6% 55.8% 11.4% 4.6% 15.0% 21.5% 49.2% 9.8% 9.2% 23.6% 25.2% 33.8% 8.2% 7.2% 17.6% 23.2% 42.5% 9.5% Region 2 (A? = 459) 6.8% 11.4% 24.3% 50. 1% 7.4% 6.8% 11.4% 24.5% 47.7% 9.6% 6.8% 8.8% 29.1% 46.8% 8.5% 6.8% 11.1% 13.8% 54.1% 14.2% 8.6% 19.3% 14.9% 45.7% 11.4% 17.2% 23.2% 21.2% 28.0% 10.4% 11.0% 22.9% 19.6% 35.5% 11.0% Region 3 (A? =503) 6.2% 12.7% 24.5% 48.7% 8.0% 5.0% 10.2% 25.1% 48.7% 11.0% 5.2% 11.2% 30.3% 43.6% 9.8% 3.0% 12.9% 13.1% 55.8% 15.1% 6.0% 16.1% 16.7% 48.8% 12.4% 13.8% 25.5% 21.4% 29.9% 9.4% 10.0% 20.0% 21.2% 38.7% 10.2% Region 4 (N = 474) 10.9% 19.4% 28.6% 33.5% 7.7% 10.5% 15.6% 30.6% 33.6% 9.6% 12.2% 14.8% 31.3% 31.9% 9.9% 5.1% 15.2% 15.2% 49.9% 14.6% 10.6% 20.1% 17.4% 40.5% 11.4% 21.1% 25.6% 17.3% 27.3% 8.7% 15.9% 24.6% 18.3% 30.6% 10.6% Region 5 (A? =535) 7.7% 17.6% 28.3% 40.4% 6.0% 7.0% 17.3% 28.4% 39.5% 7.9% 7.9% 13.5% 32.5% 38.3% 7.7% 5.6% 15.3% 14.2% 52.3% 12.5% 9.3% 16.8% 19.4% 44.5% 9.9% 14.5% 27.1% 23.3% 29.1% 6.0% 11.3% 22.0% 24.4% 35.3% 7.1% Region 6 (A? = 493) 8.1% 24.1% 23.9% 36.7% 7.1% 7.9% 18.3% 26.1% 38.9% 8.8% 9.1% 14.4% 32.0% 36.9% 7.5% 5.9% 14.4% 16.0% 49.5% 14.2% 9.7% 13.4% 17.4% 46.0% 13.4% 16.9% 22.2% 20.9% 30.9% 9. 1% 12.6% 16.8% 17.8% 43.4% 9.3% Region 7 (A? = 345) 7.8% 17.1% 25.8% 42.9% 6.4% 4.7% 10.2% 25.4% 50.1% 9.6% 6.7% 14.5% 26.2% 44.2% 8.4% 3.8% 13.9% 13.3% 54.5% 14.5% 7.0% 16.1% 17.8% 49.7% 9.4% 15.1% 24.9% 21.7% 31.9% 6.4% 14.2% 22.9% 21.2% 35.9% 5.8% Region 8 (A? = 326) 7.4% 12.0% 28.3% 42.5% 9.8% 5.2% 11.0% 29.4% 41.7% 12.6% 7.1% 12.6% 31.4% 38.8% 10.2% 5.2% 12.3% 14.8% 55.2% 12.3% 12.9% 18.2% 17.5% 43.7% 7.7% 15.0% 23.3% 23.3% 29.4% 8.9% 12.9% 20.9% 18.1% 38.3% 9.8% Region 9 (A? = 444) 3.8% 11.1% 25.7% 49.9% 9.5% 3.8% 8.3% 26.1% 48.0% 13.7% 4.5% 11.1% 25.1% 46.8% 12.4% 2.9% 7.9% 13.5% 58.1% 17.6% 5.4% 15.1% 17.8% 49.2% 12.4% 9.5% 20.5% 25.9% 34.7% 9.5% 7.7% 16.6% 20.9% 41.6% 13.2% Region 10 (A? =348) 4.9% 12.6% 31.9% 42.2% 8.3% 4.9% 10.7% 30.3% 43.5% 10.7% 5.2% 12.4% 32.3% 41.5% 8.6% 2.6% 11.2% 16.7% 53.6% 15.9% 6.6% 14.4% 21.3% 47.4% 10.3% 11.8% 19.6% 28.0% 32.0% 8.6% 6.6% 17.3% 23.3% 42.9% 9.8% E-3 ------- SECTION A: ORGANIZATIONAL CULTURE Item Text Resnonse Ontion A14e I trust EPA to be fair to all employees when: Handling discrimination complaints. A14f I trust EPA to be fair to all employees when: Providing access to career development opportunities. A14g I trust EPA to be fair to all employees when: Handling recruitment. Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree REGION Region 1 4.3% 9.8% 31.5% 44.6% 9.8% 6.9% 17.0% 21.0% 44.9% 10.2% 5.9% 10.2% 31.1% 43.6% 9.2% Region 2 8. 1% 8. 1% 32.6% 41.2% 9.9% 10.1% 17.1% 22.1% 39.5% 11.2% 7.9% 12.2% 29.7% 38.2% 12.0% Region 3 5.6% 11.6% 31.3% 39.5% 12.0% 6.8% 16.6% 20.6% 44.3% 11.8% 6.2% 11.4% 26.8% 44.0% 11.6% Region 4 11.8% 14.3% 33.5% 31.6% 8.8% 10.0% 18.7% 22.5% 38.0% 10.8% 12.3% 19.3% 28.0% 32.3% 8.1% Region 5 8.3% 12.2% 38.0% 33. 1% 8.3% 10.9% 15.7% 23.4% 41.2% 8.8% 10.4% 16.6% 29.8% 37.9% 5.5% Region 6 8.6% 16.7% 32.8% 34.4% 7.5% 7.7% 18.9% 18.5% 43.7% 11.2% 9.6% 16.1% 28.9% 34.8% 10.6% Region 7 4.9% 11.9% 32.5% 42.0% 8.7% 8.2% 14.6% 19.0% 47.8% 10.5% 11.1% 16.3% 24.8% 39.4% 8.5% Region 8 6.5% 8.6% 36.9% 36.6% 11.4% 8.4% 13.4% 22.4% 45.7% 10.2% 9.2% 10.1% 29.8% 39.6% 11.3% Region 9 4.8% 8.2% 33.1% 42.4% 11.6% 4.5% 9.3% 21.5% 52.5% 12.2% 5.2% 9.0% 28.2% 45.4% 12.2% Region 10 6.0% 10.6% 36.8% 37.4% 9.2% 6.9% 13.3% 24.5% 42.7% 12.7% 5.5% 13.8% 31.1% 39.2% 10.4% E-4 ------- Notes on Section B Findings Because Section B had complex skip patterns, the chart on the next page was included to help readers interpret Section B results correctly. Also, the findings are not broken out by Region or by AAship because many of the Section B table cells for individual regions and AAships had fewer than 10 respondents. Even some table cells for all regional offices combined and all AAship offices combined had fewer than 10 respondents. Data are not reported for items or subitems with fewer than 10 respondents in order to protect respondent confidentiality. E-5 ------- (This page intentionally left blank) ------- Alternative Paths Through Section B for Respondents, Depending on Answers B1: During the past 12 months, do yoo believe you were discriminated against at EPA because of your race: color, national origin, gender, age; religion, disability, sexual orientation, or parental status or were subject to reprisals or sexual harassment? (Yes, Not sure, No) B1: Yes B2: Discrimination issues? B3: Bases of discrimination? B11: Talk to an EEO or union official? B4: Filed a discrimination complaint? Yes Yes B8: Status of disc. Issue? Same.'warse B13: Believe a coworker experienced job discrimination? -Yes- B13: Believe a coworker experienced job discrimination? B13: Believe a coworker experienced job discrimination? ------- (This page intentionally left blank) ------- SECTION B: Possible Personal Experience With On-the-Job Discrimination Item Text Response Option Bl. During the past 12 months, do you believe you were discriminated against at EPA because of your race, color, national origin, gender, age, religion, disability, sexual orientation, or parental status or were subject to reprisals or sexual harassment? B2. Which of the following issues apply to your employment discrimination experience at the EPA during the past 12 months: (percentage checking the item) B3. Which of the following bases of discrimination do you believe you experienced at the EPA during the past 12 months: (percentage checking the item) B4. Did you file a formal discrimination complaint with EPA's Office of Civil Rights during the past 12 months? B5. Did the complaint result in a finding of discrimination, was it settled, was it withdrawn, or is it still being processed? B6. Regardless of the outcome of your complaint, how satisfied or dissatisfied were you with how EPA handled the complaint? B7. So far, how satisfied or dissatisfied are you with the discrimination complaint process? Yes No (Go to QB 13) Not sure (Go to QB1 1) Hiring Promotion Job training Career development Compensation Performance evaluations Other Race Color Gender Age Disability Religion Sexual orientation Parental status Reprisal Sexual harassment Yes No (Go to B8) Resulted in a finding of discrimination Was settled Was withdrawn Still being processed (Go toB7) Very dissatisfied Dissatisfied Neither dissatisfied nor satisfied Satisfied Very Satisfied Very dissatisfied Dissatisfied Neither dissatisfied nor satisfied Satisfied Very Satisfied Region (N= 4,235) 13.3% (« = 563) 76.6% 10.0% (n = 423) 9.6% 50.3% 20.8% 44.0% 22.7% 46.7% 24.0% 41.9% 17.6% 37.7% 41.9% 11.5% 3.4% 4.6% 9.4% 32.3% 3.6% 4.5% (n = 25) 95.5% n< 10 n< 10 n< 10 72.7% n< 10 n< 10 «< 10 n< 10 n< 10 68.8% n< 10 n< 10 n< 10 n< 10 AAShip (N = 3,047) 15.8% (« = 480) 75.2% 9.0% (n = 27) 8.5% 51.7% 20.6% 44.2% 22.3% 52.9% 18.5% 44.2% 19.4% 32.9% 43.8% 11.9% 2.9% 5.6% 9.0% 32.7% 3.5% 4.7% (n = 22) 95.3% n< 10 n< 10 n< 10 59.1% n< 10 «< 10 n< 10 n< 10 n< 10 n< 10 «< 10 «< 10 «< 10 n< 10 Lab (A? =700) 10.3% (» = 72) 79.9% 9.7% (« = 68) 5.6% 54.2% 20.8% 55.6% 26.4% 50.0% 19.4% 31.9% 16.7% 36. 1% 44.4% 6.9% 1.4% 5.6% 11.1% 37.5% 2.8% 0% (« = 0) 100.0% N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A E-7 ------- SECTION B: Possible Personal Experience with On-the -Job Discrimination Item Text Response Option B8. What is the current status of the discrimination issue you experienced during the past 12 months? B9. If the discrimination issue doesn't improve, do you think you will file a formal discrimination complaint? BIO. Why aren't you likely to file a formal discrimination complaint if the discrimination issue doesn't improve? (percentage responding yes to each response option) B 1 1 . Did you talk to an Equal Employment official or a union official about your situation? B12. Why didn't you talk to an Equal Employment official or a union official about your situation? (percentage responding yes each response option) B13. Do you know of any employee (not including yourself) that you believe was discriminated against at EPA during the past 12 months because of race, color, national origin, sex, age, religion, disability, sexual orientation, or parental status or was subject to reprisals or sexual harassment? It has been taken care of to my satisfaction (Go toBIS) It is still a problem but the situation has improved (Go toBIS) The situation is currently about the same The situation is worse Yes No I am worried about what might happen to me if I file a complaint. I am worried about what might happen to someone else if I file a complaint. I do not think filing a complaint will make a difference in my situation. I'm not sure how to file a complaint Other reason Yes (Go to B 13) No I was worried about what might happen to me if I asked about the situation. I was worried about what might happen to someone else if I asked about the situation. I didn't think talking to someone about it would make a difference in my situation. I didn't know how the complaint process worked. Yes No Region (N= 4,235) 7.9% 17.8% 63.8% 10.4% 0.0% 100.0% 80.0% 21.9% 97.0% 18.2% 36.7% 12.3% 87.7% 42.4% 19.7% 83.7% 16.3% 32.4% 67.6% AAShip (N = 3,047) 7.0% 17.1% 63.6% 12.4% 0.0% 100.0% 79.6% 25.7% 97.7% 28.6% 48.1% 5.6% 94.4% 40.4% 17.0% 81.4% 37.3% 22.7% 77.3% Lab (A? =700) 7.2% 7.2% 73.9% 11.6% 0.0% 100.0% 84.6% 24.2% 95.0% 25.8% 29.2% 11.8% 88.2% 46.3% 18.9% 89.8% 42.3% 18.1% 81.9% E-8 ------- SECTION C: AWARENESS OF EPA POLICIES, PROCEDURES, AND PROGRAMS Item Text Response Option Cl How familiar are you with: EPA's Office of Civil Rights website? C2 How familiar are you with: EPA's Office of Civil Rights (OCR) Intranet Civil Rights Training Modules on (1) Reasonable Accommodations and (2) Title VII (internal complaint process) C3 How familiar are you with: EPA's 2007 Equal Employment Opportunity (EEO) Policy (issued on June 14, 2007). I have visited this website more than once during the past 12 months. I have visited this website only once during the past 12 months. I know about this website but have not visited it during the past 12 months. I know nothing at all about this website I have completed both the Reasonable Accommodation and the Title VII OCR Intranet civil rights training module during the past 12 months. I have completed only one of the two OCR Intranet civil rights training modules during the past 12 months. I know about at least one of the OCR Intranet civil rights training modules but have not tried to complete one during the past 12 months. I know nothing at all about either of the OCR Intranet civil rights training modules. I am very familiar with EPA's 2007 EEO Policy. I am somewhat familiar with EPA's 2007 EEO Policy. I have heard about EPA's 2007 EEO Poicy, but I am not familiar with it. I know nothing at all about EPA's 2007 EEO Policy. REGION Region 1 Region 2 Region 3 Region 4 Region 5 Region 6 Region 7 (A? = 308) (A? =459) (A? =503) (A? = 474) (A? =535) (A? = 493) (A? =345) 6.7% 7.1% 7.1% 8.8% 7.1% 8.3% 7.3% 8.0% 10.2% 11.9% 10.8% 10.7% 15.7% 13.4% 50.7% 46.5% 45.2% 46.3% 43.3% 44.1% 49.0% 34.7% 36.3% 35.9% 34.1% 38.9% 31.9% 30.3% 13.4% 13.6% 20.2% 11.1% 15.6% 21.5% 14.8% 9.3% 5.5% 10.0% 7.3% 6.5% 10.7% 13.0% 32.1% 29.1% 22.2% 30.2% 25.6% 25.9% 27.8% 45.2% 51.8% 47.6% 51.3% 52.3% 41.9% 44.4% 9.5% 10.9% 11.4% 10.4% 8.4% 10.0% 9.9% 34.6% 32.6% 35.9% 31.8% 30.5% 38.3% 38.9% 37.3% 40.4% 38.2% 36.6% 39.9% 31.8% 34.2% 18.6% 16.1% 14.5% 21.2% 21.1% 19.9% 17.0% Region 8 (A? =326) 6.2% 9.3% 42.7% 41.7% 11.3% 9.4% 23.8% 55.5% 9.4% 30.9% 32.8% 26.9% Region 9 Region 10 (A? =444) (A? =348) 4.1% 6.7% 12.3% 9.7% 43.4% 43.7% 40.2% 39.9% 8.5% 13.0% 10.4% 9.3% 30.5% 27.4% 50.6% 50.3% 6.4% 7.9% 30.9% 31.4% 42.3% 41.6% 20.4% 19.1% E-9 ------- SECTION C: AWARENESS OF EPA POLICIES, PROCEDURES, AND PROGRAMS Item Text Response Option C4 How familiar are you with: EPA's Order and Procedures on Providing Reasonable Accommodation to Qualified Applicants and Employees with Disabilities? C5 Regardless of the outcome, were you treated fairly during the Reasonable Accommodation process? C6 Have you ever received training, either on-line or in- person, on the Reasonable Accommodation Order and Procedures? C7 Do you know the name of EPA's National Reasonable Accommodation Coordinator, and how to contact this person? C8 Do you know the name of your local Reasonable Accommodation Coordinator, and how to contact this person? I have visited this website more than once during the past 12 months. I have visited this website only once during the past 12 months. I know about this website but have not visited it during the past 12 months. I know nothing at all about this website Yes No Yes No Yes, I know both the person's name and how to contact this person. Yes, I know the person's name but not the contact information for this person. Yes, I know how to contact this person, but I do not know the person's name. No, I do not know the name of this person or how to contact this person. Yes, I know both the person's name and how to contact this person. Yes, I know the person's name but not the contact information for this person. Yes, I know how to contact this person, but I do not know the person's name. No, I do not know the name of this person or how to contact this person. REGION Region 1 Region 2 Region 3 (N = 308) (N = 459) (N = 503) 4.7% 5.6% 4.9% 46.3% 37.6% 40.2% 33.4% 36.9% 39.4% 15.5% 20.0% 15.4% 83.3% 100.0% 90.5% 16.7% .0% 9.5% 78.6% 75.9% 66.7% 21.4% 24.1% 33.3% 9.9% 14.1% 6.0% 2.0% 1.7% 1.2% 23.7% 18.6% 21.3% 64.4% 65.7% 71.5% 31.7% 31.9% 25.2% 2.4% 1.9% 1.0% 20.2% 16.4% 17.0% 45.6% 49.7% 56.8% Region 4 Region 5 Region 6 Region 7 (A? =474) (A? =535) (A? =493) (A? =345) 2.8% 8.0% 3.5% 5.8% 35.1% 35.4% 43.8% 40.2% 36.9% 42.9% 34.2% 36.7% 25.2% 13.6% 18.5% 17.2% 81.8% 90.0% 81.3% 80.0% 18.2% 10.0% 18.8% 20.0% 66.7% 73.9% 83.3% 70.0% 33.3% 26.1% 16.7% 30.0% 6.0% 13.0% 8.2% 8.5% .3% 2.2% .8% 1.1% 18.7% 16.5% 22.8% 25.2% 75.0% 68.3% 68.3% 65.2% 20.7% 36.6% 33.8% 47.2% 1.1% 2.6% 2.0% 1.8% 16.1% 14.5% 14.1% 13.8% 62.1% 46.3% 50.1% 37.2% Region 8 Region 9 Region 10 (N = 326) (N = 444) (N = 348) 4.0% 4.6% 6.2% 37.4% 40.6% 37.6% 35.8% 40.6% 39.6% 22.7% 14.2% 16.6% 72.7% 94.1% 61.1% 27.3% 5.9% 38.9% 66.7% 75.0% 48.0% 33.3% 25.0% 52.0% 9.7% 6.9% 14.3% 1.6% .8% .7% 14.9% 21.5% 17.5% 73.8% 70.7% 67.5% 29.1% 60.3% 38.8% 2.0% 3.7% .7% 15.8% 17.6% 12.5% 53.0% 18.4% 48.0% E-10 ------- SECTION C: AWARENESS OF EPA POLICIES, PROCEDURES, AND PROGRAMS Item Text Response Option C9 Have you ever requested and received information from either the National or local Reasonable Accommodation Coordinator? CIO Was the information you received from the Reasonable Accommodation Coordinator helpful to you? Yes, I requested information and I received it Yes, I requested information, but I did not receive it No, I did not request information Yes No REGION Region 1 Region 2 Region 3 (N = 308) (N = 459) (N = 503) 14.7o/0 14.2% 11.2% .8% .3% .5% 84.5% 85.6% 88.3% 97.3% 92.2% 97.9% 2.7% 7.8% 2.1% Region 4 Region 5 Region 6 Region 7 (A? =474) (A? =535) (A? =493) (A? =345) 9.8% 19.0% 12.6% 18.1% .9% 1.1% .8% .7% 89.3% 79.9% 86.6% 81.1% 94.1% 93.0% 89.6% 94.1% 5.9% 7.0% 10.4% 5.9% Region 8 Region 9 Region 10 (N = 326) (N = 444) (N = 348) 13.5% 19.9% 16.7% .8% .0% .0% 85.7% 80.1% 83.3% 100.0% 93.3% 91.5% .0% 6.7% 8.5% E-11 ------- (This page intentionally left blank) ------- SECTION D: SPECIAL EMPHASIS AND DIVERSITY PROGRAMS Item Text Response Option Dl.a. Martin Luther King Observance (January). Dlb. Black History Month (February). Die. Women's History Month (March). Did. Take Your Sons and Daughters To Work Day (April). Die. Administrative Professionals Week (April). Dlf. Asian American / Pacific Islander Heritage Month (May). Dig. Older Americans Month (May). Dlh. Gay and Lesbian Pride Month (June). Dli. Hispanic Heritage Month (mid-September - mid-October). Dlj. Disability Employment Awareness Month (October). Dlk. American Indian / Alaskan Native Heritage Month (November). D2a. The event(s) highlighted the contributions of various cultures, ethnicities, or groups. D2b. The event(s) raised employees' awareness of the benefits of equal employment opportunity. Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Never Rarely Sometimes Usually Always Never Rarely Sometimes Usually Always REGION Region 1 (A? =308) 31.8% 68.2% 25.4% 74.6% 28.8% 71.2% 34.1% 65.9% 28.4% 71.6% 18.7% 81.3% 6.4% 93.6% 12.7% 87.3% 17.4% 82.6% 15.0% 85.0% 16.3% 83.7% 2.2% 3.8% 15.8% 45.4% 32.8% 3.2% 9.2% 32.4% 36.8% 18.4% Region 2 (A? =459) 21.4% 78.6% 24.3% 75.7% 21.4% 78.6% 13.4% 86.6% 24.4% 75.6% 11.3% 88.7% 6.2% 93.8% 3.7% 96.3% 22.4% 77.6% 3.5% 96.5% 12.4% 87.6% 4.6% 3.2% 21.1% 40.4% 30.7% 10.1% 18.9% 26.7% 26.7% 17.5% Region 3 (A? =503) 28.6% 71.4% 38.9% 61.1% 33.0% 67.0% 13.8% 86.2% 35.9% 64.1% 36.8% 63.2% 6.9% 93.1% 22.1% 77.9% 38.4% 61.6% 15.4% 84.6% 21.7% 78.3% 2.3% .9% 13.4% 44.3% 39.1% 4.1% 8.7% 24.2% 38.5% 24.5% Region 4 (A? =474) 33.7% 66.3% 30.7% 69.3% 22.4% 77.6% 11.9% 88.1% 36.1% 63.9% 10.9% 89.1% 11.2% 88.8% 4.5% 95.5% 17.0% 83.0% 10.4% 89.6% 11.2% 88.8% 1.5% 3.1% 23.2% 40.2% 32.0% 5.8% 11.2% 31.4% 34.9% 16.7% Region 5 (A? =535) 30.7% 69.3% 28.4% 71.6% 20.0% 80.0% 13.1% 86.9% 19.5% 80.5% 28.0% 72.0% 7.1% 92.9% 9.5% 90.5% 20.0% 80.0% 11.6% 88.4% 18.2% 81.8% 1.7% 5.5% 16.6% 48.6% 27.6% 8.7% 14.6% 28.1% 33.0% 15.6% Region 6 (A? =493) 25.9% 74.1% 39.9% 60.1% 27.6% 72.4% 10.6% 89.4% 38.8% 61.2% 39.4% 60.6% 13.0% 87.0% 4.5% 95.5% 41.6% 58.4% 17.2% 82.8% 24.6% 75.4% .9% 3.1% 15.5% 39.3% 41.2% 7.2% 12.1% 23.7% 36.8% 20.2% Region 7 (A? =345) 22.5% 77.5% 25.4% 74.6% 18.8% 81.2% 8.6% 91.4% 44.9% 55.1% 28.8% 71.2% 7.2% 92.8% 7.3% 92.7% 23.8% 76.2% 14.8% 85.2% 15.7% 84.3% 3.3% 3.8% 17.1% 48.6% 27.1% 9.5% 17.1% 24.6% 30.3% 18.5% Region 8 (A? =326) 28.4% 71.6% 36.1% 63.9% 26.4% 73.6% 9.9% 90.1% 30.3% 69.7% 30.7% 69.3% 2.4% 97.6% 21.5% 78.5% 24.6% 75.4% 8.7% 91.3% 26.6% 73.4% .5% 1.5% 11.3% 52.5% 34.3% 6.5% 12.9% 28.4% 36.3% 15.9% Region 9 (A? =444) 44.2% 55.8% 43.9% 56.1% 38.3% 61.7% 9.7% 90.3% 47.1% 52.9% 44.1% 55.9% 16.7% 83.3% 40.7% 59.3% 39.9% 60.1% 28.5% 71.5% 38.0% 62.0% 1.8% .6% 13.6% 48.1% 36.0% 3.9% 7.8% 30.7% 33.4% 24.2% Region 10 (A? =348) 16.3% 83.7% 20.6% 79.4% 6.9% 93.1% 10.9% 89.1% 37.0% 63.0% 6.5% 93.5% 1.9% 98.1% 16.2% 83.8% 4.4% 95.6% 5.6% 94.4% 10.4% 89.6% 3.1% 6.1% 21.5% 42.9% 26.4% 6.2% 9.9% 28.6% 35.4% 19.9% E-12 ------- SECTION D: SPECIAL EMPHASIS AND DIVERSITY PROGRAMS Item Text Response Option D2c. The event(s) promoted acceptance of differences within the workforce. D2d. The event speakers focused on topics relevant to affirmative employment. D3. During the past 24 months, did you serve as a collateral Special Emphasis Diversity Program Manager? Never Rarely Sometimes Usually Always Never Rarely Sometimes Usually Always Yes No REGION Region 1 (A? =308) 2.2% 7.1% 21.2% 41.8% 27.7% 3.9% 12.8% 28.9% 38.9% 15.6% 3.2% 96.8% Region 2 (A? =459) 8.8% 6.9% 25.5% 33.3% 25.5% 12.2% 11.7% 33.8% 28.2% 14.1% 7.2% 92.8% Region 3 (A? =503) 3.5% 4.1% 18.1% 43.3% 31.0% 4.7% 7.6% 32.4% 36.2% 19.1% 3.4% 96.6% Region 4 (A? =474) 3.5% 7.4% 29.1% 34.9% 25.2% 3.9% 9.0% 35.9% 34.4% 16.8% 1.1% 98.9% Region 5 (A? =535) 5.3% 10.9% 26.7% 35.1% 22.1% 6.7% 16.5% 34.0% 29.1% 13.7% 5.4% 94.6% Region 6 (A? =493) 5.3% 6.5% 17.1% 41.9% 29.2% 8.6% 8.3% 29.1% 34.5% 19.5% 3.4% 96.6% Region 7 (A? =345) 8.2% 7.2% 21.2% 39.9% 23.6% 9.2% 13.5% 30.0% 33.8% 13.5% 5.4% 94.6% Region 8 (A? =326) 3.5% 4.5% 20.3% 46.0% 25.7% 4.5% 13.6% 35.2% 35.2% 11.6% 9.2% 90.8% Region 9 (N = 444) 2.4% 3.3% 18.0% 41.9% 34.4% 3.3% 9.6% 34.2% 36.6% 16.2% 3.6% 96.4% Region 10 (A? = 348) 6.3% 9.4% 17.5% 36.9% 30.0% 8.2% 10.7% 27.0% 34.0% 20.1% 5.6% 94.4% E-13 ------- Appendix F Item-Level Results for EPA AAships Note: These results are based on responses from individuals identified in administrative data as being headquarters employees. Any survey respondents who self-reported they work at lab sites were removed from the AAship administrative data. ------- ------- SECTION A: ORGANIZATIONAL CULTURE Item Text Response Option Al EPA provides employees Strongly disagree with information about their civil rights in the workplace. Disagree Neither agree nor disagree Agree Strongly agree Do not know A2 EPA educates employees Strongly disagree about unacceptable behavior in the workplace. Disagree Neither agree nor disagree Agree Strongly agree Do not know A3 EPA instructs employees Strongly disagree on how to report unacceptable behavior in the isagree workplace. Neither agree nor disagree Agree Strongly agree Do not know A4 EPA is committed to Strongly disagree having a diverse workforce. Disagree Neither agree nor disagree Agree Strongly agree Do not know A5 EPA employees treat one Strongly disagree another with respect. Disagree Neither agree nor disagree Agree Strongly agree Do not know A6 EPA tries to remove Strongly disagree barriers to advancement opportunities for employees. Disagree Neither agree nor disagree Agree Strongly agree Do not know AAShip OW - Office of Water (JV=210) 4.3% 10.5% 21.4% 44.3% 17.6% 1.9% 4.8% 21.4% 20.5% 37.1% 13.3% 2.9% 8.1% 25.2% 25.2% 29.0% 8.6% 3.8% 3.8% 7.6% 13.3% 40.0% 34.8% .5% 2.4% 8.1% 11.9% 51.9% 25.7% .0% 7.6% 17.1% 22.9% 32.4% 15.7% 4.3% OIG - Office of Inspector General (A? =162) 3.1% 14.2% 14.2% 49.4% 13.6% 5.6% 2.5% 17.3% 9.3% 50.6% 17.3% 3.1% 4.9% 19.8% 13.0% 48.8% 10.5% 3.1% 3.7% 4.9% 11.7% 44.4% 30.9% 4.3% 2.5% 10.6% 7.5% 59.0% 19.9% .6% 5.6% 10.0% 21.3% 36.3% 11.9% 15.0% OGC - Office of General Counsel (A? = 313 4.5% 12.5% 15.3% 45.7% 19.5% 2.6% 6.1% 17.6% 16.9% 41.2% 15.3% 2.9% 6.4% 22.8% 17.3% 36.2% 12.5% 4.8% 4.5% 8.0% 15.4% 39.1% 31.4% 1.6% 2.9% 10.9% 16.7% 51.4% 17.0% 1.0% 6.4% 15.7% 24.0% 36.1% 15.3% 2.6% "ARM - Office of Administration and Resources Management" (A? =346) 4.6% 11.3% 14.2% 51.7% 15.3% 2.9% 6.6% 15.9% 16.2% 45.4% 15.3% .6% 7.3% 18.3% 19.2% 39.2% 13.1% 2.9% 4.6% 9.8% 15.6% 42.5% 26.9% .6% 3.2% 9.3% 11.7% 50.1% 25.1% .6% 8.8% 16.7% 21.3% 33.3% 14.9% 5.0% OAR - Office of Air and Radiation (N= 180) 5.6% 14.4% 16.7% 45.0% 15.6% 2.8% 6.1% 21.1% 17.2% 36.7% 15.0% 3.9% 8.9% 26.7% 14.4% 33.3% 12.8% 3.9% 4.4% 10.6% 11.7% 41.7% 28.9% 2.8% 6.1% 13.4% 21.2% 42.5% 16.2% .6% 9.5% 23.5% 18.4% 34.6% 8.4% 5.6% OCFO - Chief Financial Officer (A? =255) 5.2% 19.8% 16.3% 40.5% 11.9% 6.3% 10.3% 21.8% 13.9% 40.5% 11.5% 2.0% 13.1% 24.2% 14.7% 36.5% 7.9% 3.6% 6.0% 9.1% 20.6% 32.9% 27.8% 3.6% 4.7% 15.7% 12.6% 50.8% 15.4% .8% 10.2% 21.7% 22.8% 26.0% 13.0% 6.3% OECA - Office of Enforcement & Compliance Assurance (N= 153) 5.2% 17.0% 19.0% 44.4% 11.8% 2.6% 4.6% 22.4% 22.4% 38.8% 8.6% 3.3% 4.6% 28.9% 23.0% 32.2% 7.2% 3.9% 4.7% 5.3% 17.3% 34.7% 36.0% 2.0% 3.9% 7.8% 22.2% 51.6% 14.4% .0% 8.6% 19.9% 20.5% 34.4% 13.2% 3.3% OEI - Office of Environmental Information (A? =78) 1.3% 12.8% 19.2% 50.0% 15.4% 1.3% 3.8% 19.2% 23. 1% 44.9% 6.4% 2.6% 7.7% 25.6% 21.8% 33.3% 9.0% 2.6% 2.6% 5.1% 16.7% 39.7% 29.5% 6.4% 2.6% 5.1% 11.5% 64. 1% 15.4% 1.3% 2.6% 11.5% 25.6% 42.3% 9.0% 9.0% OIA - Office of International Affairs (A? =25) 8.0% 16.0% 28.0% 36.0% 12.0% .0% 12.0% 12.0% 12.0% 48.0% 16.0% .0% 4.0% 40.0% 12.0% 36.0% 4.0% 4.0% 8.0% 8.0% 12.0% 28.0% 36.0% 8.0% .0% 12.0% 8.0% 60.0% 20.0% .0% 12.0% 20.0% 32.0% 28.0% 4.0% 4.0% OPPTS - Office of Prevention, Pesticides and Toxic Substance (A? = 464) 6.0% 12.5% 19.2% 45.4% 13.0% 3.9% 6.1% 20.1% 17.7% 42.6% 10.8% 2.6% 6.8% 22.9% 22.9% 37.0% 7.6% 2.8% 5.8% 6.7% 16.2% 38.7% 30.5% 2.2% 3.9% 11.3% 17.8% 49.7% 16.3% 1.1% 10.8% 15.4% 21.9% 30.5% 15.8% 5.6% ORD - Office of Research and Development (A? = 446) 2.9% 9.9% 13.5% 51.2% 18.4% 4.0% 3.4% 15.1% 12.2% 47.5% 19.4% 2.5% 4.9% 17.3% 18.9% 42.5% 12.4% 4.0% 4.0% 8.3% 15.5% 38.7% 31.2% 2.2% 2.7% 9.9% 15.7% 52. 1% 18.9% .7% 7.2% 17.1% 19.8% 35.4% 15.1% 5.4% OSWER - Office of Solid Waste and Emergency Response (N = 226) 4.4% 9.7% 17.3% 52.7% 12.8% 3.1% 7.1% 19.5% 12.4% 48.2% 11.5% 1.3% 8.0% 20.9% 24.0% 37.8% 6.7% 2.7% 3.5% 5.8% 14.6% 40.3% 35.0% .9% 4.0% 5.3% 9.3% 58.7% 21.8% .9% 7.1% 9.8% 18.8% 44.6% 12.5% 7.1% OA - Office of the Administrator (N= 189) 4.8% 13.2% 12.7% 44.4% 22.8% 2.1% 3.7% 18.0% 18.0% 40.7% 16.9% 2.6% 6.3% 21.2% 21.7% 33.9% 12.7% 4.2% 5.3% 9.5% 18.5% 36.5% 29.6% .5% 3.7% 9.5% 13.2% 49.7% 23.3% .5% 7.9% 14.3% 22.2% 32.3% 19.0% 4.2% F-1 ------- SECTION A: ORGANIZATIONAL CULTURE Item Text Response Option A7 Some EPA managers Strongly agree prefer hiring employees that share their background or &ee physical characteristics. Neither agree nor disagree Note: Negatively worded Disagree item - Disagree and Strongly ,. ... Strongly disagree disagree are positive ° J ° responses. j)o not ]inov/ A8 EPA employees speak up Strongly disagree when they observe unacceptable behavior in the isagree workplace. Neither agree nor disagree Agree Strongly agree Do not know A9 EPA sometimes tolerates Strongly agree unfair treatment in the workplace A&ee Neither agree nor disagree Note: Negatively worded item - Disagree and Strongly Disagree disagree are positive Strongly disagree responses. " J " Do not know A10 I would receive Strongly disagree impartial support from EPA if I filed a job discrimination Disagree complaint. Neither agree nor disagree Agree Strongly agree Do not know Al 1 I would feel comfortable Strongly disagree talking to EPA managers and supervisors in my Disagree division/department about Neither agree nor disagree unacceptable behavior in the workplace. Agree Strongly agree Do not know A12 I feel there will be Strongly agree negative consequences for me if I report unfair §ree treatment at work. Neither agree nor disagree Note: Negatively worded Disagree item - Disagree and Strongly disagree are positive Stron^ dlsagree responses. j)o not ]mov/ AAShip OW - Office of Water (JV=210) 13.9% 21.2% 28.8% 12.5% 9.6% 13.9% 6.2% 23.0% 23.4% 31.1% 8.1% 8.1% 12.0% 35.4% 19.6% 16.3% 7.7% 9.1% 8.1% 15.7% 25.2% 19.5% 6.2% 25.2% 8.6% 14.8% 11.0% 42.4% 21.4% 1.9% 12.9% 19.0% 20.0% 33.3% 10.5% 4.3% OIG - Office of Inspector General (JV=162) 17.4% 26.1% 17.4% 12.4% 5.0% 21.7% 3.7% 20.5% 24.8% 31.1% 2.5% 17.4% 13.0% 34.0% 13.0% 19.8% 3.7% 16.7% 6.2% 9.9% 24.2% 17.4% 5.6% 36.6% 6.2% 19.8% 11.1% 40.7% 17.3% 4.9% 12.3% 19.8% 20.4% 27.8% 4.9% 14.8% OGC - Office of General Counsel (AT =3 13) 16.0% 25.9% 21.7% 13.7% 8.9% 13.7% 7.7% 23.4% 24.0% 27.2% 8.3% 9.3% 15.0% 35.5% 16.6% 16.3% 5.8% 10.9% 8.0% 15.0% 31.9% 15.3% 7.3% 22.4% 7.3% 19.8% 13.7% 39.3% 17.6% 2.2% 13.7% 21.1% 22.4% 23.3% 9.6% 9.9% "ARM - Office of Administration and Resources Management" (A? =346) 18.0% 19.2% 22.7% 20.3% 7.3% 12.5% 9.3% 19.5% 26.8% 25.4% 8.5% 10.5% 15.4% 27.9% 23.5% 20.1% 4.4% 8.7% 6.4% 13.6% 31.5% 21.1% 5.2% 22.3% 8.7% 13.6% 11.9% 44.3% 19.7% 1.7% 11.8% 17.6% 21.1% 33.2% 9.5% 6.6% OAR - Office of Air and Radiation (N= 180) 24.0% 19.0% 24.0% 15.6% 7.3% 10.1% 9.0% 24.7% 29.2% 21.9% 7.3% 7.9% 22.3% 29.6% 15.1% 16.8% 6.1% 10.1% 8.9% 20.7% 24.6% 18.4% 5.6% 21.8% 12.8% 17.3% 12.8% 36.3% 20.7% .0% 19.6% 15.1% 24.6% 23.5% 12.8% 4.5% OCFO - Chief Financial Officer (A? =255) 18.1% 27.6% 18.5% 15.4% 7.9% 12.6% 9.8% 22.4% 22.4% 25.6% 9.1% 10.6% 20.9% 33.1% 13.8% 18.5% 5.5% 8.3% 10.3% 15.8% 22.1% 19.0% 6.7% 26.1% 11.4% 20.9% 16.1% 26.0% 24.8% .8% 15.4% 24.1% 16.6% 24.9% 10.3% 8.7% OECA - Office of Enforcement & Compliance Assurance (N= 153) 14.4% 27.5% 30.1% 15.7% 4.6% 7.8% 11.1% 22.2% 26.8% 30.1% 5.2% 4.6% 16.3% 37.9% 20.9% 17.0% 2.6% 5.2% 6.5% 19.0% 26.8% 19.0% 5.9% 22.9% 8.5% 20.3% 14.4% 41.8% 13.1% 2.0% 13.7% 27.5% 14.4% 30.1% 8.5% 5.9% OEI - Office of Environmental Information (A? =78) 9.0% 21.8% 21.8% 24.4% 2.6% 20.5% 5.2% 14.3% 24.7% 35.1% 3.9% 16.9% 5.1% 34.6% 23.1% 19.2% 2.6% 15.4% 5.1% 16.7% 30.8% 17.9% 1.3% 28.2% 3.8% 14.1% 7.7% 46.2% 26.9% 1.3% 9.0% 7.7% 23. 1% 39.7% 10.3% 10.3% OIA - Office of International Affairs (A? =25) 24.0% 16.0% 32.0% 20.0% .0% 8.0% .0% 24.0% 16.0% 28.0% 24.0% 8.0% 20.0% 40.0% 20.0% 8.0% .0% 12.0% 12.0% 20.0% 32.0% 24.0% .0% 12.0% .0% 40.0% 4.0% 40.0% 16.0% .0% 8.0% 32.0% 24.0% 32.0% .0% 4.0% OPPTS - Office of Prevention, Pesticides and Toxic Substance (A? = 464) 22.6% 25.2% 17.6% 15.0% 6.7% 13.0% 9.8% 22.3% 26.7% 24.7% 6.9% 9.5% 16.9% 35.9% 17.5% 17.1% 3.0% 9.5% 10.2% 16.7% 24.3% 18.0% 6.3% 24.5% 11.7% 19.9% 13.0% 38.7% 14.3% 2.4% 13.4% 20.1% 21.4% 24.7% 8.9% 11.5% ORD - Office of Research and Development (A? = 446) 13.7% 17.6% 23.0% 20.7% 7.9% 17.1% 6.1% 17.3% 27.5% 31.3% 7.4% 10.4% 10.3% 30.1% 21.8% 20.9% 6.7% 10.1% 6.1% 15.3% 27.9% 21.1% 4.9% 24.7% 8.6% 15.1% 16.0% 36.1% 21.7% 2.5% 8.5% 17.8% 23. 1% 29.4% 12.4% 8.8% OSWER - Office of Solid Waste and Emergency Response (N = 226) 12.0% 21.3% 26.7% 22.7% 4.4% 12.9% 6.7% 20.0% 30.2% 26.2% 7.6% 9.3% 11.5% 33.2% 23.0% 20.8% 4.0% 7.5% 4.4% 18.2% 28.4% 20.0% 5.3% 23.6% 8.0% 15.6% 15.6% 39.6% 20.4% .9% 10.2% 19.9% 20.8% 31.4% 9.7% 8.0% OA - Office of the Administrator (N= 189) 14.4% 27.1% 22.9% 17.0% 7.4% 11.2% 10.6% 18.1% 22.3% 31.9% 9.0% 8.0% 18.0% 28.6% 16.4% 18.0% 9.5% 9.5% 9.6% 15.4% 21.8% 19.1% 10.1% 23.9% 6.4% 14.9% 11.2% 39.9% 26. 1% 1.6% 13.2% 22.2% 13.8% 27.0% 15.9% 7.9% F-2 ------- SECTION A: ORGANIZATIONAL CULTURE Item Text Response Option A13a I trust EPA to: Strongly disagree Consistently enforce EPA's equal employment Disagree opportunity policies. Neither agree nor disagree Agree Strongly agree A13b I trust EPA to: Strongly disagree Respond promptly to allegations of illegal Disagree discrimination. Neither agree nor disagree Agree Strongly agree A13c I trust EPA to: Treat Strongly disagree employees with respect when they file a discrimination Disagree complaint. Neither agree nor disagree Agree Strongly agree A14a I trust EPA to be fair Strongly disagree to all employees when: Providing access to Disagree professional training. Neither agree nor disagree Agree Strongly agree A14b I trust EPA to be fair to Strongly disagree all employees when: Conducting performance Disagree appraisals. Neither agree nor disagree Agree Strongly agree A14c I trust EPA to be fair to Strongly disagree all employees when: Deciding on promotions. Disagree Neither agree nor disagree Agree Strongly agree A14d I trust EPA to be fair to Strongly disagree all employees when: Recognizing and rewarding isagree individual contributions. Neither agree nor disagree Agree Strongly agree AAShip OW - Office of Water (JV=210) 6.7% 14.3% 25.7% 43.8% 9.5% 7.2% 13.9% 28.2% 39.2% 11.5% 7.6% 10.0% 32.9% 38.1% 11.4% 2.9% 11.0% 11.0% 55.2% 20.0% 9.5% 20.0% 13.3% 42.9% 14.3% 11.9% 23.8% 18.6% 34.3% 11.4% 9.1% 17.3% 20.2% 41.3% 12.0% OIG - Office of Inspector General (A? =162) 3.7% 11.7% 27.8% 49.4% 7.4% 3.7% 11.1% 28.4% 50.0% 6.8% 4.9% 6.8% 26.5% 53.7% 8.0% 2.5% 8.8% 11.9% 63.1% 13.8% 6.8% 16.7% 18.5% 50.0% 8.0% 10.5% 18.5% 25.3% 38.3% 7.4% 5.0% 16.8% 24.2% 47.2% 6.8% OGC - Office of General Counsel (AT =3 13) 2.9% 15.1% 30.4% 39.7% 11.9% 4.5% 11.2% 28.1% 43.1% 13.1% 5.5% 11.9% 30.3% 38.7% 13.5% 2.6% 14.4% 13.4% 52.1% 17.6% 5.1% 17.4% 18.6% 41.2% 17.7% 10.3% 25.1% 20.3% 30.5% 13.8% 9.6% 19.2% 20.4% 37.1% 13.7% "ARM - Office of Administration and Resources Management" (A? =346) 6. 1% 14.0% 28.3% 43.4% 8.2% 6.7% 11.6% 26.2% 47.7% 7.8% 7.8% 11.6% 27.6% 44.5% 8.4% 3.8% 9.0% 14.5% 53.2% 19.7% 9.9% 16.3% 17.7% 42.2% 14.0% 16.0% 22.7% 18.6% 31.4% 11.3% 11.0% 19.5% 18.3% 39.2% 11.9% OAR - Office of Air and Radiation (N= 180) 8.9% 16.8% 26.8% 34.6% 12.8% 6.1% 17.9% 21.8% 39.7% 14.5% 7.3% 15.8% 28.8% 33.9% 14.1% 6.7% 16.8% 14.5% 47.5% 14.5% 13.4% 16.2% 15.6% 44.7% 10.1% 18.5% 21.9% 21.3% 29.8% 8.4% 16.2% 24.0% 15.1% 34.6% 10.1% OCFO - Chief Financial Officer (A? =255) 9.4% 16.1% 28.7% 38.2% 7.5% 9.4% 12.9% 32.9% 35.7% 9.0% 8.7% 13.8% 31.5% 37.4% 8.7% 5.1% 13.8% 19.3% 49.6% 12.2% 11.8% 20.9% 14.2% 42.5% 10.6% 16.6% 22.9% 22.5% 30.8% 7.1% 14.6% 22.4% 17.3% 35.8% 9.8% OECA - Office of Enforcement & Compliance Assurance (N= 153) 5.2% 12.4% 35.9% 42.5% 3.9% 4.6% 16.3% 30.1% 41.8% 7.2% 5.2% 17.0% 32.7% 37.3% 7.8% 5.2% 11.1% 15.7% 54.9% 13.1% 9.2% 17.6% 19.6% 43.8% 9.8% 15.7% 21.6% 23.5% 32.0% 7.2% 10.5% 22.9% 15.7% 43.1% 7.8% OEI - Office of Environmental Information (A? =78) 5.3% 10.5% 34.2% 47.4% 2.6% 6.5% 6.5% 27.3% 57. 1% 2.6% 3.9% 7.8% 37.7% 45.5% 5.2% 1.3% 7.8% 11.7% 63.6% 15.6% 6.5% 14.3% 23.4% 42.9% 13.0% 6.5% 14.3% 20.8% 45.5% 13.0% 10.4% 14.3% 13.0% 48.1% 14.3% OIA - Office of International Affairs (A? =25) 8.0% 20.0% 16.0% 52.0% 4.0% 8.0% 16.0% 28.0% 44.0% 4.0% 8.0% 8.0% 40.0% 40.0% 4.0% .0% 20.0% .0% 68.0% 12.0% 4.0% 36.0% 12.0% 36.0% 12.0% 16.0% 36.0% 12.0% 36.0% .0% 12.0% 24.0% 24.0% 32.0% 8.0% OPPTS - Office of Prevention, Pesticides and Toxic Substance (A? = 464) 8.4% 15.6% 27.7% 38.7% 9.5% 6.3% 15.0% 31.6% 37.3% 9.8% 8.5% 13.0% 32.8% 36. 1% 9.6% 5.4% 16.5% 14.3% 48.2% 15.6% 9.8% 20.0% 17.0% 42.4% 10.9% 16.8% 22.2% 18.5% 32.9% 9.6% 14.2% 21.4% 16.6% 37.5% 10.5% ORD - Office of Research and Development (A? = 446) 3.6% 14.4% 25.5% 45.0% 11.5% 3.4% 11.3% 32.1% 41.9% 11.3% 5.0% 10.6% 32.4% 41.4% 10.6% 2.7% 10.4% 17.2% 51.8% 17.9% 6.8% 16.5% 20.4% 42.5% 13.8% 13.8% 20.8% 21.9% 33.6% 9.9% 10.2% 17.2% 20.0% 41.0% 11.6% OSWER - Office of Solid Waste and Emergency Response (N = 226) 4.9% 8.4% 32.3% 48.2% 6.2% 3.5% 8.8% 30.1% 48.7% 8.8% 5.3% 7.6% 33.3% 47.1% 6.7% 2.7% 7.1% 9.3% 60.4% 20.4% 5.8% 15.5% 17.7% 49.6% 11.5% 11.9% 22.6% 20.8% 36.3% 8.4% 9.3% 16.4% 16.0% 45.8% 12.4% OA - Office of the Administrator (N= 189) 5.3% 15.5% 23.0% 42.8% 13.4% 5.9% 12.8% 25.5% 41.5% 14.4% 4.8% 13.3% 27.1% 38.8% 16.0% 4.8% 7.9% 12.2% 52.4% 22.8% 10.6% 13.2% 16.4% 46.0% 13.8% 14.4% 21.9% 16.0% 33.7% 13.9% 12.8% 16.5% 14.9% 39.9% 16.0% F-3 ------- SECTION A: ORGANIZATIONAL CULTURE Item Text Response Option A14e I trust EPA to be fair to Strongly disagree all employees when: Disagree Handling discrimination complaints. Nelther agree nor dlsa&ee Agree Strongly agree A14f I trust EPA to be fair to Strongly disagree all employees when: Providing access to career Disagree development opportunities. Neither agree nor disagree Agree Strongly agree A14g I trust EPA to be fair to Strongly disagree all employees when: Handling recruitment. Disagree Neither agree nor disagree Agree Strongly agree AAShip OW - Office of Water (JV=210) 6.2% 14.8% 30.1% 36.4% 12.4% 5.2% 11.9% 17.1% 51.4% 14.3% 7.6% 9.0% 26.2% 43.8% 13.3% OIG - Office of Inspector General (JV=162) 3.1% 10.5% 31.5% 45.7% 9.3% 4.4% 10.0% 22.5% 53.1% 10.0% 5.6% 9.3% 26.1% 50.9% 8.1% OGC - Office of General Counsel (A? = 313 4.2% 12.5% 34.3% 34.3% 14.7% 6.8% 11.6% 21.2% 45.0% 15.4% 7.0% 12.5% 29.1% 37.4% 14.1% "ARM - Office of Administration and Resources Management" (A? =346) 7.3% 10.2% 33.7% 37.2% 11.6% 7.2% 15.4% 15.9% 47.2% 14.2% 6.4% 14.2% 31.0% 37.1% 11.3% OAR - Office of Air and Radiation (N= 180) 10.7% 11.8% 28.1% 36.0% 13.5% 12.4% 18.6% 18.6% 37.9% 12.4% 14.6% 16.3% 24.7% 33.7% 10.7% OCFO - Chief Financial Officer (A? =255) 8.3% 15.0% 35.0% 31.9% 9.8% 8.3% 18.1% 20.9% 40.9% 11.8% 9.0% 18.4% 28.2% 34.1% 10.2% OECA - Office of Enforcement & Compliance Assurance (A? =153) 7.2% 14.4% 32.7% 38.6% 7.2% 9.2% 15.0% 21.6% 43.8% 10.5% 5.9% 15.8% 29.6% 42.1% 6.6% OEI - Office of Environmental Information (A? =78) 3.9% 7.8% 36.4% 44.2% 7.8% 3.9% 13.0% 14.3% 55.8% 13.0% 6.5% 11.7% 16.9% 50.6% 14.3% OIA - Office of International Affairs (A? =25) 8.3% 12.5% 37.5% 41.7% .0% 8.0% 16.0% 28.0% 40.0% 8.0% 8.0% 20.0% 24.0% 44.0% 4.0% OPPTS - Office of Prevention, Pesticides and Toxic Substance (N = 464) 7.8% 13.2% 37.7% 31.5% 9.8% 8.3% 18.1% 15.9% 44.9% 12.9% 7.6% 13.1% 30.1% 38.6% 10.5% ORD - Office of Research and Development (N = 446) 3.4% 11.2% 36.7% 38.0% 10.7% 6.6% 13.8% 20.6% 45.0% 14.0% 7.7% 13.4% 27.0% 40.8% 11.1% OSWER - Office of Solid Waste and Emergency Response (A? = 226) 5.8% 8.0% 33.8% 43.1% 9.3% 5.4% 8.9% 14.7% 54.5% 16.5% 9.3% 12.8% 24.8% 42.0% 11.1% OA - Office of the Administrator (A? =189) 5.3% 13.8% 26.6% 36.7% 17.6% 5.3% 15.4% 17.0% 41.0% 21.3% 8.0% 15.4% 18.1% 44. 1% 14.4% F-4 ------- Notes on Section B Findings Because Section B had complex skip patterns, the chart on the next page was included to help readers interpret Section B results correctly. Also, the findings are not broken out by Region or by AAship because many of the Section B table cells for individual regions and AAships had fewer than 10 respondents. Even some table cells for all regional offices combined and all AAship offices combined had fewer than 10 respondents. Data are not reported for items or subitems with fewer than 10 respondents in order to protect respondent confidentiality. F-5 ------- (This page intentionally left blank) ------- Alternative Paths Through Section B for Respondents, Depending on Answers B1: During the past 12 months, do yoo believe you were discriminated against at EPA because of your race: color, national origin, gender, age; religion, disability, sexual orientation, or parental status or were subject to reprisals or sexual harassment? (Yes, Not sure, No) B1: Yes B2: Discrimination issues? B3: Bases of discrimination? B11: Talk to an EEO or union official? B4: Filed a discrimination complaint? Yes Yes B8: Status of disc. Issue? Same.'warse B13: Believe a coworker experienced job discrimination? -Yes- B13: Believe a coworker experienced job discrimination? B13: Believe a coworker experienced job discrimination? ------- (This page intentionally left blank) ------- SECTION B: Possible Personal Experience With On-the-Job Discrimination Item Text Response Option Bl. During the past 12 months, do you believe you were discriminated against at EPA because of your race, color, national origin, gender, age, religion, disability, sexual orientation, or parental status or were subject to reprisals or sexual harassment? B2. Which of the following issues apply to your employment discrimination experience at the EPA during the past 12 months: (percentage checking the item) B3. Which of the following bases of discrimination do you believe you experienced at the EPA during the past 12 months: (percentage checking the item) B4. Did you file a formal discrimination complaint with EPA's Office of Civil Rights during the past 12 months? B5. Did the complaint result in a finding of discrimination, was it settled, was it withdrawn, or is it still being processed? B6. Regardless of the outcome of your complaint, how satisfied or dissatisfied were you with how EPA handled the complaint? B7. So far, how satisfied or dissatisfied are you with the discrimination complaint process? Yes No (Go to QB 13) Not sure (Go to QB1 1) Hiring Promotion Job training Career development Compensation Performance evaluations Other Race Color Gender Age Disability Religion Sexual orientation Parental status Reprisal Sexual harassment Yes No (Go to B8) Resulted in a finding of discrimination Was settled Was withdrawn Still being processed (Go toB7) Very dissatisfied Dissatisfied Neither dissatisfied nor satisfied Satisfied Very Satisfied Very dissatisfied Dissatisfied Neither dissatisfied nor satisfied Satisfied Very Satisfied Region (N= 4,235) 13.3% (« = 563) 76.6% 10.0% (n = 423) 9.6% 50.3% 20.8% 44.0% 22.7% 46.7% 24.0% 41.9% 17.6% 37.7% 41.9% 11.5% 3.4% 4.6% 9.4% 32.3% 3.6% 4.5% (n = 25) 95.5% n< 10 n< 10 n< 10 72.7% n< 10 n< 10 «< 10 n< 10 n< 10 68.8% n< 10 n< 10 n< 10 n< 10 AAShip (N = 3,047) 15.8% (« = 480) 75.2% 9.0% (n = 27) 8.5% 51.7% 20.6% 44.2% 22.3% 52.9% 18.5% 44.2% 19.4% 32.9% 43.8% 11.9% 2.9% 5.6% 9.0% 32.7% 3.5% 4.7% (n = 22) 95.3% n< 10 n< 10 n< 10 59.1% n< 10 «< 10 n< 10 n< 10 n< 10 n< 10 «< 10 «< 10 «< 10 n< 10 Lab (A? =700) 10.3% (» = 72) 79.9% 9.7% (« = 68) 5.6% 54.2% 20.8% 55.6% 26.4% 50.0% 19.4% 31.9% 16.7% 36. 1% 44.4% 6.9% 1.4% 5.6% 11.1% 37.5% 2.8% 0% (« = 0) 100.0% N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A F-7 ------- SECTION B: Possible Personal Experience with On-the -Job Discrimination Item Text Response Option B8. What is the current status of the discrimination issue you experienced during the past 12 months? B9. If the discrimination issue doesn't improve, do you think you will file a formal discrimination complaint? BIO. Why aren't you likely to file a formal discrimination complaint if the discrimination issue doesn't improve? (percentage responding yes to each response option) B 1 1 . Did you talk to an Equal Employment official or a union official about your situation? B12. Why didn't you talk to an Equal Employment official or a union official about your situation? (percentage responding yes each response option) B13. Do you know of any employee (not including yourself) that you believe was discriminated against at EPA during the past 12 months because of race, color, national origin, sex, age, religion, disability, sexual orientation, or parental status or was subject to reprisals or sexual harassment? It has been taken care of to my satisfaction (Go toBIS) It is still a problem but the situation has improved (Go toBIS) The situation is currently about the same The situation is worse Yes No I am worried about what might happen to me if I file a complaint. I am worried about what might happen to someone else if I file a complaint. I do not think filing a complaint will make a difference in my situation. I'm not sure how to file a complaint Other reason Yes (Go to B 13) No I was worried about what might happen to me if I asked about the situation. I was worried about what might happen to someone else if I asked about the situation. I didn't think talking to someone about it would make a difference in my situation. I didn't know how the complaint process worked. Yes No Region (N= 4,235) 7.9% 17.8% 63.8% 10.4% 0.0% 100.0% 80.0% 21.9% 97.0% 18.2% 36.7% 12.3% 87.7% 42.4% 19.7% 83.7% 16.3% 32.4% 67.6% AAShip (N = 3,047) 7.0% 17.1% 63.6% 12.4% 0.0% 100.0% 79.6% 25.7% 97.7% 28.6% 48.1% 5.6% 94.4% 40.4% 17.0% 81.4% 37.3% 22.7% 77.3% Lab (A? =700) 7.2% 7.2% 73.9% 11.6% 0.0% 100.0% 84.6% 24.2% 95.0% 25.8% 29.2% 11.8% 88.2% 46.3% 18.9% 89.8% 42.3% 18.1% 81.9% ------- SECTION C: AWARENESS OF EPA POLICIES, PROCEDURES, AND PROGRAMS Item Text Response Option Cl How familiar are you with: EPA's Office of Civil Rights website? C2 How familiar are you with: EPA's Office of Civil Rights (OCR) Intranet Civil Rights Training Modules on (1) Reasonable Accommodation and (2) Title VII (internal complaint process)? C3 How familiar are you with: EPA's 2007 Equal Employment Opportunity (EEO) Policy? (issued on June 14, 2007). I have visited this website more than once during the past 12 months. I have visited this website only once during the past 12 months. I know about this website but have not visited it during the past 12 months. I know nothing at all about this website I have completed both the Reasonable Accommodation and the Title VII OCR Intranet civil rights training module during the past 12 months. I have completed only one of the two OCR Intranet civil rights training modules during the past 12 months. I know about at least one of the OCR Intranet civil rights training modules but have not tried to complete one during the past 12 months. I know nothing at all about either of the OCR Intranet civil rights training modules. I am very familiar with EPA's 2007 EEO Policy. I am somewhat familiar with EPA's 2007 EEO Policy. I have heard about EPA's 2007 EEO Policy, but I am not familiar with it. I know nothing at all about EPA's 2007 EEO Policy. AAShip "ARM - Office of OECA - Office of OIG - Office OGC - Office Administration and OAR - Office OCFO - Chief Enforcement & OEI - Office of OW - Office of Inspector of General Resources of Air and Financial Compliance Environmental of Water General Counsel Management" Radiation Officer Assurance Information (JV=210) (JV=162) (JV=313) (N=346) (N= 180) (N=255) (N= 153) (JV=78) 6.3% 9.4% 13.9% 9.9% 10.6% 8.8% 12.7% 10.4% 19.3% 20.0% 18.4% 14.4% 15.1% 14.1% 17.3% 7.8% 46.9% 42.5% 41.1% 42.2% 36.9% 41.4% 46.7% 37.7% 27.5% 28.1% 26.5% 33.5% 37.4% 35.7% 23.3% 44.2% 16.1% 12.7% 17.0% 13.8% 13.2% 15.8% 16.8% 13.3% 12.2% 10.1% 14.4% 13.2% 10.9% 10.4% 20.8% 8.0% 32.7% 25.9% 26.9% 29.8% 28.7% 23.3% 20.1% 28.0% 39.0% 51.3% 41.6% 43.3% 47.1% 50.4% 42.3% 50.7% 8.7% 7.5% 11.7% 6.9% 10.2% 7.0% 6.0% 11.7% 33.3% 36.3% 35.1% 30.0% 35.6% 28.4% 36.0% 19.5% 36.7% 35.0% 33.4% 43.2% 31.6% 36.6% 40.7% 31.2% 21.3% 21.3% 19.8% 19.8% 22.6% 28.0% 17.3% 37.7% OPPTS - OSWER - Office of Office of Prevention, Solid Waste OIA - Office of Pesticides and ORD - Office of and International Toxic Research and Emergency OA - Office of Affairs Substance Development Response the Administrator (N = 25) (N = 464) (N = 446) (N = 226) (N = 1 89) 25.0% 9.7% 5.9% 10.5% 17.7% 16.7% 13.2% 13.4% 15.0% 12.4% 37.5% 46.7% 44.9% 50.0% 42.5% 20.8% 30.4% 35.8% 24.5% 27.4% 16.7% 14.4% 13.7% 13.9% 18.9% 20.8% 11.5% 8.8% 17.6% 14.6% 33.3% 30.3% 27.8% 29.6% 26.5% 29.2% 43.8% 49.8% 38.9% 40.0% .0% 6.7% 5.5% 5.5% 11.9% 62.5% 30.1% 33.0% 37.8% 34.6% 20.8% 36.7% 42.8% 36.4% 30.8% 16.7% 26.5% 18.8% 20.3% 22.7% F-9 ------- SECTION C: AWARENESS OF EPA POLICIES, PROCEDURES, AND PROGRAMS Item Text Response Option C4 How familiar are you with: j hav£ uged EpA,s Order wd EPA's Order and Procedures on Procedures to request; or process Providing Reasonable a request; for reasonable Accommodation to Qualified accommodation during the past 1 2 Applicants and Employees with months Disabilities? I am somewhat familiar with EPA's Reasonable Accommodation Order and Procedures. I have heard about EPA's Reasonable Accommodation Order and Procedures, but I am not familiar with them. I know nothing at all about them C5 Regardless of the outcome, were you treated fairly during the Reasonable Accommodation process? No C6 Have you ever received training, either on-line or in- person, on the Reasonable Accommodation Order and T, i o No Procedures? C7 Do you know the name of Yes, I know both the person's EPA's National Reasonable name ^d how to contact this Accommodation Coordinator, person. and how to contact this person? Yes, I know the person's name but not the contact information for this person. Yes, I know how to contact this person, but I do not know the person's name. No, I do not know the name of this person or how to contact this person. C8 Do you know the name of .- T, , ,, ,, , , , _ , , Yes, I know both the person s your local Reasonable , , , . . , ,. _ ,. , name and how to contact this Accommodation Coordinator, 11 ^ ^ ^ ^i • o person. and how to contact this person? Yes, I know the person's name but not the contact information for this person. Yes, I know how to contact this person, but I do not know the person's name. No, I do not know the name of this person or how to contact this person. AAShip "ARM - Office of OIG - Office OGC - Office Administration and OW - Office of Inspector of General Resources of Water General Counsel Management" (JV=210) (AT =162) (JV=313) (A?=346) 4.4% 3.8% 5.8% 3.9% 40.2% 36.9% 43.7% 34.2% 33.8% 32.5% 33.3% 39.6% 21.6% 26.9% 17.2% 22.2% 87.5% 100.0% 73.3% 75.0% 12.5% .0% 26.7% 25.0% 58.3% 66.7% 77.8% 53.3% 41.7% 33.3% 22.2% 46.7% 14.6% 12.9% 19.7% 12.0% 2.4% .9% 2.0% .0% 15.9% 24.1% 17.7% 20.5% 67.1% 62.1% 60.6% 67.4% 12.2% 14.7% 28.0% 17.4% 3.0% .0% 1.6% .8% 14.0% 21.6% 17.7% 18.6% 70.7% 63.8% 52.8% 63.2% OECA - Office of OAR -Office OCFO- Chief Enforcement & OEI - Office of of Air and Financial Compliance Environmental Radiation Officer Assurance Information (AT =180) (N=255) (AT =153) (AT =78) 2.8% 2.0% 10.1% 2.6% 38.1% 33.6% 39.6% 24.7% 36.9% 38.9% 32.9% 39.0% 22.2% 25.5% 17.4% 33.8% 80.0% 100.0% 80.0% 100.0% 20.0% .0% 20.0% .0% 62.5% 50.0% 68.8% 50.0% 37.5% 50.0% 31.3% 50.0% 8.6% 12.6% 18.0% 23.5% .7% 1.1% 1.6% 2.0% 22.1% 17.5% 22.1% 15.7% 68.6% 68.9% 58.2% 58.8% 14.0% 16.3% 20.3% 19.6% 1.5% 1.1% .8% .0% 23.5% 16.3% 22.0% 17.6% 61.0% 66.3% 56.9% 62.7% OPPTS - OSWER - Office of Office of Prevention, Solid Waste OIA - Office of Pesticides and ORD - Office of and International Toxic Research and Emergency OA - Office of Affairs Substance Development Response the Administrator (N = 25) (N = 464) (N = 446) (N = 226) (N = 1 89) .0% 6.4% 3.0% 2.8% 8.6% 50.0% 33.3% 34.3% 41.9% 31.9% 37.5% 42.1% 39.1% 33.2% 36.8% 12.5% 18.2% 23.7% 22.1% 22.7% .0% 75.0% 90.9% 83.3% 100.0% .0% 25.0% 9.1% 16.7% .0% .0% 76.7% 75.0% 71.4% 75.0% .0% 23.3% 25.0% 28.6% 25.0% 23.8% 9.9% 6.6% 6.5% 24.3% 4.8% .8% .0% 1.8% .7% 33.3% 15.4% 19.2% 18.2% 20.8% 38.1% 73.9% 74.2% 73.5% 54.2% 38.1% 9.3% 12.6% 11.2% 22.4% .0% .8% .9% 1.8% .7% 19.0% 16.7% 18.0% 18.2% 19.6% 42.9% 73.2% 68.5% 68.8% 57.3% F-10 ------- SECTION C: AWARENESS OF EPA POLICIES, PROCEDURES, AND PROGRAMS Item Text Response Option C9 Have you ever requested Yes, I requested information and I and received information from received it either the National or local Reasonable Accommodation Yes, I requested information, but I Coordinator? did not receive it. No, I did not request information. CIO Was the information you yes received from the Reasonable Accommodation Coordinator ^o helpful to you? AAShip OIG - Office OW- Office of Inspector of Water General (JV=210) (JV=162) 15.9% 8.6% 1.2% .9% 82.9% 90.5% 92.3% 100.0% 7.7% .0% OGC - Office of General Counsel (JV=313) 17.3% .4% 82.4% 93.2% 6.8% "ARM - Office of Administration and Resources Management" (A? =346) 9.7% 1.2% 89.1% 88.0% 12.0% OAR - Office of Air and Radiation (A? =180) 12.2% .7% 87.1% 100.0% .0% OCFO - Chief Financial Officer (A? =255) 10.3% 1.1% 88.6% 100.0% .0% OECA - Office of Enforcement & Compliance Assurance (A? =153) 19.0% 1.7% 79.3% 82.6% 17.4% OEI - Office of Environmental Information (A? =78) 15.7% 2.0% 82.4% 100.0% .0% OIA - Office of International Affairs (A? =25) 14.3% .0% 85.7% 100.0% .0% OPPTS - Office of Prevention, Pesticides and Toxic Substance (A? = 464) 10.9% .8% 88.3% 85.0% 15.0% ORD - Office of Research and Development (A? = 446) 5.4% .0% 94.6% 94.4% 5.6% OSWER - Office of Solid Waste and Emergency Response (A? = 226) 11.2% .0% 88.8% 89.5% 10.5% OA - Office of the Administrator (N= 189) 19.4% 1.4% 79.2% 85.7% 14.3% F-11 ------- (This page intentionally left blank) ------- SECTION C: AWARENESS OF EPA POLICIES, PROCEDURES, AND PROGRAMS Item Text Response Option Cl How familiar are you with: EPA's Office of Civil Rights website? C2 How familiar are you with: EPA's Office of Civil Rights (OCR) Intranet Civil Rights Training Modules on (1) Reasonable Accommodation and (2) Title VII (internal complaint process)? C3 How familiar are you with: EPA's 2007 Equal Employment Opportunity (EEO) Policy? (issued on June 14, 2007). I have visited this website more than once during the past 12 months. I have visited this website only once during the past 12 months. I know about this website but have not visited it during the past 12 months. I know nothing at all about this website I have completed both the Reasonable Accommodation and the Title VII OCR Intranet civil rights training module during the past 12 months. I have completed only one of the two OCR Intranet civil rights training modules during the past 12 months. I know about at least one of the OCR Intranet civil rights training modules but have not tried to complete one during the past 12 months. I know nothing at all about either of the OCR Intranet civil rights training modules. I am very familiar with EPA's 2007 EEO Policy. I am somewhat familiar with EPA's 2007 EEO Policy. I have heard about EPA's 2007 EEO Policy, but I am not familiar with it. I know nothing at all about EPA's 2007 EEO Policy. AAShip "ARM - Office of OECA - Office of OIG - Office OGC - Office Administration and OAR - Office OCFO - Chief Enforcement & OEI - Office of OW - Office of Inspector of General Resources of Air and Financial Compliance Environmental of Water General Counsel Management" Radiation Officer Assurance Information (JV=210) (JV=162) (JV=313) (N=346) (N= 180) (N=255) (N= 153) (JV=78) 6.3% 9.4% 13.9% 9.9% 10.6% 8.8% 12.7% 10.4% 19.3% 20.0% 18.4% 14.4% 15.1% 14.1% 17.3% 7.8% 46.9% 42.5% 41.1% 42.2% 36.9% 41.4% 46.7% 37.7% 27.5% 28.1% 26.5% 33.5% 37.4% 35.7% 23.3% 44.2% 16.1% 12.7% 17.0% 13.8% 13.2% 15.8% 16.8% 13.3% 12.2% 10.1% 14.4% 13.2% 10.9% 10.4% 20.8% 8.0% 32.7% 25.9% 26.9% 29.8% 28.7% 23.3% 20.1% 28.0% 39.0% 51.3% 41.6% 43.3% 47.1% 50.4% 42.3% 50.7% 8.7% 7.5% 11.7% 6.9% 10.2% 7.0% 6.0% 11.7% 33.3% 36.3% 35.1% 30.0% 35.6% 28.4% 36.0% 19.5% 36.7% 35.0% 33.4% 43.2% 31.6% 36.6% 40.7% 31.2% 21.3% 21.3% 19.8% 19.8% 22.6% 28.0% 17.3% 37.7% OPPTS - OSWER - Office of Office of Prevention, Solid Waste OIA - Office of Pesticides and ORD - Office of and International Toxic Research and Emergency OA - Office of Affairs Substance Development Response the Administrator (N = 25) (N = 464) (N = 446) (N = 226) (N = 1 89) 25.0% 9.7% 5.9% 10.5% 17.7% 16.7% 13.2% 13.4% 15.0% 12.4% 37.5% 46.7% 44.9% 50.0% 42.5% 20.8% 30.4% 35.8% 24.5% 27.4% 16.7% 14.4% 13.7% 13.9% 18.9% 20.8% 11.5% 8.8% 17.6% 14.6% 33.3% 30.3% 27.8% 29.6% 26.5% 29.2% 43.8% 49.8% 38.9% 40.0% .0% 6.7% 5.5% 5.5% 11.9% 62.5% 30.1% 33.0% 37.8% 34.6% 20.8% 36.7% 42.8% 36.4% 30.8% 16.7% 26.5% 18.8% 20.3% 22.7% F-9 ------- SECTION C: AWARENESS OF EPA POLICIES, PROCEDURES, AND PROGRAMS Item Text Response Option C4 How familiar are you with: j hav£ uged EpA,s Order wd EPA's Order and Procedures on Procedures to request; or process Providing Reasonable a request; for reasonable Accommodation to Qualified accommodation during the past 1 2 Applicants and Employees with months Disabilities? I am somewhat familiar with EPA's Reasonable Accommodation Order and Procedures. I have heard about EPA's Reasonable Accommodation Order and Procedures, but I am not familiar with them. I know nothing at all about them C5 Regardless of the outcome, were you treated fairly during the Reasonable Accommodation process? No C6 Have you ever received training, either on-line or in- person, on the Reasonable Accommodation Order and T, i o No Procedures? C7 Do you know the name of Yes, I know both the person's EPA's National Reasonable name ^d how to contact this Accommodation Coordinator, person. and how to contact this person? Yes, I know the person's name but not the contact information for this person. Yes, I know how to contact this person, but I do not know the person's name. No, I do not know the name of this person or how to contact this person. C8 Do you know the name of .- T, , ,, ,, , , , _ , , Yes, I know both the person s your local Reasonable , , , . . , ,. _ ,. , name and how to contact this Accommodation Coordinator, 11 ^ ^ ^ ^i • o person. and how to contact this person? Yes, I know the person's name but not the contact information for this person. Yes, I know how to contact this person, but I do not know the person's name. No, I do not know the name of this person or how to contact this person. AAShip "ARM - Office of OIG - Office OGC - Office Administration and OW - Office of Inspector of General Resources of Water General Counsel Management" (JV=210) (AT =162) (JV=313) (A?=346) 4.4% 3.8% 5.8% 3.9% 40.2% 36.9% 43.7% 34.2% 33.8% 32.5% 33.3% 39.6% 21.6% 26.9% 17.2% 22.2% 87.5% 100.0% 73.3% 75.0% 12.5% .0% 26.7% 25.0% 58.3% 66.7% 77.8% 53.3% 41.7% 33.3% 22.2% 46.7% 14.6% 12.9% 19.7% 12.0% 2.4% .9% 2.0% .0% 15.9% 24.1% 17.7% 20.5% 67.1% 62.1% 60.6% 67.4% 12.2% 14.7% 28.0% 17.4% 3.0% .0% 1.6% .8% 14.0% 21.6% 17.7% 18.6% 70.7% 63.8% 52.8% 63.2% OECA - Office of OAR -Office OCFO- Chief Enforcement & OEI - Office of of Air and Financial Compliance Environmental Radiation Officer Assurance Information (AT =180) (N=255) (AT =153) (AT =78) 2.8% 2.0% 10.1% 2.6% 38.1% 33.6% 39.6% 24.7% 36.9% 38.9% 32.9% 39.0% 22.2% 25.5% 17.4% 33.8% 80.0% 100.0% 80.0% 100.0% 20.0% .0% 20.0% .0% 62.5% 50.0% 68.8% 50.0% 37.5% 50.0% 31.3% 50.0% 8.6% 12.6% 18.0% 23.5% .7% 1.1% 1.6% 2.0% 22.1% 17.5% 22.1% 15.7% 68.6% 68.9% 58.2% 58.8% 14.0% 16.3% 20.3% 19.6% 1.5% 1.1% .8% .0% 23.5% 16.3% 22.0% 17.6% 61.0% 66.3% 56.9% 62.7% OPPTS - OSWER - Office of Office of Prevention, Solid Waste OIA - Office of Pesticides and ORD - Office of and International Toxic Research and Emergency OA - Office of Affairs Substance Development Response the Administrator (N = 25) (N = 464) (N = 446) (N = 226) (N = 1 89) .0% 6.4% 3.0% 2.8% 8.6% 50.0% 33.3% 34.3% 41.9% 31.9% 37.5% 42.1% 39.1% 33.2% 36.8% 12.5% 18.2% 23.7% 22.1% 22.7% .0% 75.0% 90.9% 83.3% 100.0% .0% 25.0% 9.1% 16.7% .0% .0% 76.7% 75.0% 71.4% 75.0% .0% 23.3% 25.0% 28.6% 25.0% 23.8% 9.9% 6.6% 6.5% 24.3% 4.8% .8% .0% 1.8% .7% 33.3% 15.4% 19.2% 18.2% 20.8% 38.1% 73.9% 74.2% 73.5% 54.2% 38.1% 9.3% 12.6% 11.2% 22.4% .0% .8% .9% 1.8% .7% 19.0% 16.7% 18.0% 18.2% 19.6% 42.9% 73.2% 68.5% 68.8% 57.3% F-10 ------- SECTION C: AWARENESS OF EPA POLICIES, PROCEDURES, AND PROGRAMS Item Text Response Option C9 Have you ever requested Yes, I requested information and I and received information from received it either the National or local Reasonable Accommodation Yes, I requested information, but I Coordinator? did not receive it. No, I did not request information. CIO Was the information you yes received from the Reasonable Accommodation Coordinator ^o helpful to you? AAShip OIG - Office OW- Office of Inspector of Water General (JV=210) (JV=162) 15.9% 8.6% 1.2% .9% 82.9% 90.5% 92.3% 100.0% 7.7% .0% OGC - Office of General Counsel (JV=313) 17.3% .4% 82.4% 93.2% 6.8% "ARM - Office of Administration and Resources Management" (A? =346) 9.7% 1.2% 89.1% 88.0% 12.0% OAR - Office of Air and Radiation (A? =180) 12.2% .7% 87.1% 100.0% .0% OCFO - Chief Financial Officer (A? =255) 10.3% 1.1% 88.6% 100.0% .0% OECA - Office of Enforcement & Compliance Assurance (A? =153) 19.0% 1.7% 79.3% 82.6% 17.4% OEI - Office of Environmental Information (A? =78) 15.7% 2.0% 82.4% 100.0% .0% OIA - Office of International Affairs (A? =25) 14.3% .0% 85.7% 100.0% .0% OPPTS - Office of Prevention, Pesticides and Toxic Substance (A? = 464) 10.9% .8% 88.3% 85.0% 15.0% ORD - Office of Research and Development (A? = 446) 5.4% .0% 94.6% 94.4% 5.6% OSWER - Office of Solid Waste and Emergency Response (A? = 226) 11.2% .0% 88.8% 89.5% 10.5% OA - Office of the Administrator (N= 189) 19.4% 1.4% 79.2% 85.7% 14.3% F-11 ------- (This page intentionally left blank) ------- SECTION D: SPECIAL EMPHASIS AND DIVERSITY PROGRAMS Item Text Response Option Dla. Martin Luther King Yes Observance (January). ^ D Ib. Black History Month Yes (February). No Die. Women's History Month Yes (March). No Did. Take Your Sons and Yes Daughters To Work Day (April). No Die. Administrative Professionals Yes Week (April). y ^ ' No Dlf. Asian American / Pacific Yes Islander Heritage Month (May). No Dig. Older Americans Month Yes (May). No Dlh. Gay and Lesbian Pride Yes Month (June). No Dli. Hispanic Heritage Month Yes (mid-September - mid-October). No Dlj. Disability Employment Yes Awareness Month (October). No D Ik. American Indian / Alaskan Yes Native Heritage Month (November). No D2a. The event(s) highlighted the Never contributions of various cultures, ethnicities, or groups. are ^ Sometimes Usually Always D2b. The event(s) raised Never employees' awareness of the benefits of equal employment Rarely opportunity. Sometimes Usually Always AAShip OW - Office of Water (A? = 2 10) 22.7% 77.3% 21.4% 78.6% 15.5% 84.5% 17.8% 82.2% 31.5% 68.5% 16.7% 83.3% 10.4% 89.6% 7.3% 92.7% 12.6% 87.4% 12.2% 87.8% 23.9% 76.1% 3.6% 2.7% 19.8% 41.4% 32.4% 7.2% 10.8% 34.2% 29.7% 18.0% OIG - Office of Inspector General (A? =162) 14.8% 85.2% 15.5% 84.5% 5.2% 94.8% 6.0% 94.0% 12.4% 87.6% 8.6% 91.4% 12.5% 87.5% 3.3% 96.7% 8.7% 91.3% 4.7% 95.3% 9.1% 90.9% 5.7% 3.8% 15.1% 39.6% 35.8% 9.4% 9.4% 34.0% 26.4% 20.8% OGC - Office of General Counsel (A? = 3 13) 38.0% 62.0% 30.4% 69.6% 17.3% 82.7% 11.2% 88.8% 21.0% 79.0% 14.4% 85.6% 14.7% 85.3% 10.9% 89.1% 18.4% 81.6% 14.4% 85.6% 19.3% 80.7% 1.8% 5.3% 14.6% 39.2% 39.2% 4.1% 7.7% 23.7% 36.7% 27.8% ARM - Office of Administration and Resources Management (A? = 346) 25.9% 74.1% 24.2% 75.8% 15.6% 84.4% 8.6% 91.4% 32.3% 67.7% 16.1% 83.9% 10.7% 89.3% 10.4% 89.6% 15.7% 84.3% 11.0% 89.0% 13.8% 86.2% 3. 1% 3.1% 16.6% 46.6% 30.7% 6.7% 11.0% 28.2% 38.7% 15.3% OAR - Office of Air and Radiation (A? =180) 31.8% 68.2% 31.8% 68.2% 13.7% 86.3% 6.7% 93.3% 26.3% 73.7% 13.6% 86.4% 13.3% 86.7% 4.9% 95.1% 17.1% 82.9% 12.2% 87.8% 17.7% 82.3% 4.7% 4.7% 12.9% 40.0% 37.6% 8.1% 9.3% 27.9% 29.1% 25.6% OCFO - Chief Financial Officer (A? = 255) 24.5% 75.5% 20.6% 79.4% 11.5% 88.5% 9.4% 90.6% 21.4% 78.6% 12.6% 87.4% 7.7% 92.3% 4.3% 95.7% 13.1% 86.9% 4.7% 95.3% 12.3% 87.7% 2.8% 4.6% 18.3% 39.4% 34.9% 11.1% 8.3% 30.6% 28.7% 21.3% OECA - Office of Enforcement & Compliance Assurance (A? =153) 27.9% 72.1% 29.9% 70.1% 15.6% 84.4% 7.7% 92.3% 30.8% 69.2% 22.7% 77.3% 8.6% 91.4% 12.8% 87.2% 21.1% 78.9% 13.4% 86.6% 16.2% 83.8% 4.5% 4.5% 23.6% 37.1% 30.3% 10.1% 12.4% 25.8% 30.3% 21.3% OEI - Office of Environmental Information (A? =78) 12.0% 88.0% 9.5% 90.5% 5.5% 94.5% 4. 1% 95.9% 41.1% 58.9% .0% 100.0% .0% 100.0% 6.8% 93.2% 10.7% 89.3% 4.1% 95.9% 5.5% 94.5% 5.4% .0% 18.9% 40.5% 35.1% 8.1% 16.2% 13.5% 43.2% 18.9% OIA - Office of International Affairs (A? = 25) 62.5% 37.5% 41.7% 58.3% 20.0% 80.0% 5.0% 95.0% 30.0% 70.0% 43.5% 56.5% 28.6% 71.4% 20.0% 80.0% 42.9% 57. 1% 20.0% 80.0% 52.4% 47.6% .0% .0% 5.6% 66.7% 27.8% .0% .0% 55.6% 27.8% 16.7% OPPTS - Office of Prevention, Pesticides and Toxic Substance (N = 464) 19.7% 80.3% 23.0% 77.0% 16.6% 83.4% 7.3% 92.7% 23.0% 77.0% 14.8% 85.2% 6.7% 93.3% 3.2% 96.8% 12.1% 87.9% 9.2% 90.8% 13.4% 86.6% 2.8% 5.6% 18.7% 46.3% 26.6% 5.2% 16.5% 28.8% 32.1% 17.5% ORD - Office of Research and Development (N = 446) 23.8% 76.2% 21.7% 78.3% 19.2% 80.8% 7.0% 93.0% 19.7% 80.3% 20.8% 79.2% 9.9% 90.1% 5.6% 94.4% 19.8% 80.2% 9.7% 90.3% 18.1% 81.9% 3.0% 5.5% 15.6% 42.7% 33.2% 6.1% 13.8% 27.0% 33.2% 19.9% OSWER - Office of Solid Waste and Emergency Response (A? = 226) 28.8% 71.2% 39.8% 60.2% 26.6% 73.4% 11.4% 88.6% 33.3% 66.7% 28.9% 71.1% 7.9% 92.1% 5.0% 95.0% 25.9% 74. 1% 18.5% 81.5% 33.7% 66.3% 3.2% 1.3% 12.1% 46.5% 36.9% 4.5% 11.5% 28.7% 35.7% 19.7% OA - Office of the Administrator (A? =189) 43.5% 56.5% 36.0% 64.0% 21.1% 78.9% 14.1% 85.9% 32.6% 67.4% 19.5% 80.5% 14.5% 85.5% 15.7% 84.3% 25.9% 74.1% 15.5% 84.5% 21.1% 78.9% 2.8% 4.6% 14.8% 45.4% 32.4% 5.7% 10.4% 28.3% 31.1% 24.5% F-12 ------- SECTION D: SPECIAL EMPHASIS AND DIVERSITY PROGRAMS Item Text Response Option D2c. The event(s) promoted Never acceptance of differences within Rarely the workforce. Sometimes Usually Always D2d. The event speakers focused Never on topics relevant to affirmative employment. Rarelv Sometimes Usually Always D3. During the past 24 months, Yes did you serve as a collateral Special Emphasis Diversity Program Manager? AAShlp OW - Office of Water (JV=210) 4.5% 7.1% 24.1% 40.2% 24.1% 5.4% 11.7% 30.6% 37.8% 14.4% 2.6% 97.4% OIG - Office of Inspector General (A? =162) 7.5% 3.8% 15.1% 45.3% 28.3% 9.4% 5.7% 24.5% 37.7% 22.6% 5.8% 94.2% OGC - Office of General Counsel (JV=313) 3.5% 5.3% 20.5% 36.3% 34.5% 5.9% 4.1% 30.0% 33.5% 26.5% 5.4% 94.6% "ARM - Office of Administration and Resources Management" (A? =346) 1.9% 8.0% 22.8% 38.9% 28.4% 3. 1% 13.5% 31.3% 39.9% 12.3% 4.5% 95.5% OAR - Office of Air and Radiation (N= 180) 7.0% 4.7% 24.4% 33.7% 30.2% 7.0% 5.8% 31.4% 32.6% 23.3% 2.2% 97.8% OCFO - Chief Financial Officer (A? =255) 4.6% 8.3% 29.6% 30.6% 26.9% 6.8% 14.6% 32.0% 25.2% 21.4% 4.3% 95.7% OECA - Office of Enforcement & Compliance Assurance (A? =153) 7.8% 7.8% 27.8% 34.4% 22.2% 10.1% 4.5% 28.1% 39.3% 18.0% 4.5% 95.5% OEI - Office of Environmental Information (A? =78) 5.4% 5.4% 21.6% 43.2% 24.3% 8.3% 13.9% 30.6% 25.0% 22.2% 2.4% 97.6% OIA - Office of International Affairs (A? =25) 5.6% .0% 16.7% 50.0% 27.8% .0% 5.6% 38.9% 38.9% 16.7% 35.3% 64.7% OPPTS - Office of Prevention, Pesticides and Toxic Substance (N = 464) 4.2% 10.8% 25.8% 38.0% 21.1% 6.2% 9.5% 34.3% 33.3% 16.7% 3.2% 96.8% ORD - Office of Research and Development (N = 446) 4.1% 8.8% 21.1% 39.7% 26.3% 5.1% 14.4% 30.8% 32.8% 16.9% 5.0% 95.0% OSWER - Office of Solid Waste and Emergency Response (A? = 226) 1.9% 5.8% 19.9% 41.0% 31.4% 3.8% 15.4% 30.1% 35.3% 15.4% 1.9% 98.1% OA - Office of the Administrator (A? =189) 6.6% 6.6% 21.7% 34.9% 30.2% 5.7% 12.3% 23.6% 35.8% 22.6% 3.5% 96.5% F-13 ------- Appendix G Item-Level Results for EPA Lab Site Respondents Note: These results are based on responses from survey respondents who self-reported they work at lab sites. ------- (This page intentionally left blank) ------- SECTION A: ORGANIZATIONAL CULTURE Item Text Response Option Al EPA provides employees with information about their civil rights in the workplace. A2 EPA educates employees about unacceptable behavior in the workplace. A3 EPA instructs employees on how to report unacceptable behavior in the workplace. A4 EPA is committed to having a diverse workforce. A5 EPA employees treat one another with respect. A6 EPA tries to remove barriers to advancement opportunities for employees. Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know LAB (A? =700) 3.7% 7.9% 12.6% 51.3% 22.1% 2.4% 3.7% 13.0% 13.7% 47.7% 21.0% .9% 5.0% 16.0% 14.2% 48.4% 14.9% 1.6% 2.9% 5.6% 12.9% 41.5% 34.1% 3.0% 2.7% 7.7% 12.6% 53.8% 22.9% .3% 6.6% 16.0% 20.9% 38.1% 14.8% 3.6% G-1 ------- SECTION A: ORGANIZATIONAL CULTURE Item Text Response Option A7 Some EPA managers prefer hiring employees that share their background or physical characteristics. Note: Negatively worded item - Disagree and Strongly disagree are positive responses. A8 EPA employees speak up when they observe unacceptable behavior in the workplace. A9 EPA sometimes tolerates unfair treatment in the workplace. Note: Negatively worded item - Disagree and Strongly disagree are positive responses. A10 I would receive impartial support from EPA if I filed a job discrimination complaint. All I would feel comfortable talking to EPA managers and supervisors in my division/department about unacceptable behavior in the workplace. A12 I feel there will be negative consequences for me if I report unfair treatment at work. Note: Negatively worded item - Disagree and Strongly disagree are positive responses. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Do not know Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree Do not know LAB (A? =700) 13.9% 22.4% 20.8% 22.0% 7.0% 13.9% 6.6% 20.9% 24.5% 32.6% 7.3% 8.2% 11.6% 34.0% 17.9% 22.7% 6.4% 7.4% 6.0% 16.9% 27.0% 19.6% 5.9% 24.7% 5.9% 16.0% 13.3% 42.9% 20.6% 1.3% 9.6% 18.2% 19.1% 34.7% 10.3% 8.2% G-2 ------- SECTION A: ORGANIZATIONAL CULTURE Item Text Response Option A13a I trust EPA to: Consistently enforce EPA's equal employment opportunity policies. A13b I trust EPA to: Respond promptly to allegations of illegal discrimination. A13c I trust EPA to: Treat employees with respect when they file a discrimination complaint. A14a I trust EPA to be fair to all employees when: Providing access to professional training. A14b I trust EPA to be fair to all employees when: Conducting performance appraisals. A14c I trust EPA to be fair to all employees when: Deciding on promotions. A14d I trust EPA to be fair to all employees when: Recognizing and rewarding individual contributions. Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree LAB (N = 700) 5.2% 11.3% 23.6% 51.0% 8.9% 3.7% 11.8% 26.5% 45.5% 12.4% 4.5% 13.2% 28.6% 44.3% 9.5% 3.6% 10.8% 11.2% 58.0% 16.4% 7.3% 14.6% 17.6% 47.4% 13.0% 10.3% 24.0% 20.7% 35.6% 9.5% 9.2% 20.2% 17.6% 41.5% 11.5% G-3 ------- SECTION A: ORGANIZATIONAL CULTURE Item Text Response Option A14e I trust EPA to be fair to all employees when: Handling discrimination complaints. A14f I trust EPA to be fair to all employees when Providing access to career development opportunities. A14g I trust EPA to be fair to all employees when Handling recruitment. Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree : Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree LAB (A? =700) 4.8% 11.1% 31.2% 41.4% 11.5% 5.2% 14.8% 17.0% 48.7% 14.4% 6.9% 11.8% 23.8% 44.9% 12.6% G-4 ------- Notes on Section B Findings Because Section B had complex skip patterns, the chart on the next page was included to help readers interpret Section B results correctly. Also, the findings are not broken out by Region or by AAship because many of the Section B table cells for individual regions and AAships had fewer than 10 respondents. Even some table cells for all regional offices combined and all AAship offices combined had fewer than 10 respondents. Data are not reported for items or subitems with fewer than 10 respondents in order to protect respondent confidentiality. E-5 ------- (This page intentionally left blank) ------- Alternative Paths Through Section B for Respondents, Depending on Answers B1: During the past 12 months, do yoo believe you were discriminated against at EPA because of your race: color, national origin, gender, age; religion, disability, sexual orientation, or parental status or were subject to reprisals or sexual harassment? (Yes, Not sure, No) B1: Yes B2: Discrimination issues? B3: Bases of discrimination? B11: Talk to an EEO or union official? CD B4: Filed a discrimination complaint? Yes Yes B8: Status of disc. Issue? Same.'warse B13: Believe a coworker experienced job discrimination? -Yes- B13: Believe a coworker experienced job discrimination? B13: Believe a coworker experienced job discrimination? ------- (This page intentionally left blank) ------- SECTION B: Possible Personal Experience With On-the-Job Discrimination Item Text Response Option Bl. During the past 12 months, do you believe you were discriminated against at EPA because of your race, color, national origin, gender, age, religion, disability, sexual orientation, or parental status or were subject to reprisals or sexual harassment? B2. Which of the following issues apply to your employment discrimination experience at the EPA during the past 12 months: (percentage checking the item) B3. Which of the following bases of discrimination do you believe you experienced at the EPA during the past 12 months: (percentage checking the item) B4. Did you file a formal discrimination complaint with EPA's Office of Civil Rights during the past 12 months? B5. Did the complaint result in a finding of discrimination, was it settled, was it withdrawn, or is it still being processed? B6. Regardless of the outcome of your complaint, how satisfied or dissatisfied were you with how EPA handled the complaint? B7. So far, how satisfied or dissatisfied are you with the discrimination complaint process? Yes No (Go to QB 13) Not sure (Go to QB1 1) Hiring Promotion Job training Career development Compensation Performance evaluations Other Race Color Gender Age Disability Religion Sexual orientation Parental status Reprisal Sexual harassment Yes No (Go to B8) Resulted in a finding of discrimination Was settled Was withdrawn Still being processed (Go toB7) Very dissatisfied Dissatisfied Neither dissatisfied nor satisfied Satisfied Very Satisfied Very dissatisfied Dissatisfied Neither dissatisfied nor satisfied Satisfied Very Satisfied Region (N= 4,235) 13.3% (« = 563) 76.6% 10.0% (n = 423) 9.6% 50.3% 20.8% 44.0% 22.7% 46.7% 24.0% 41.9% 17.6% 37.7% 41.9% 11.5% 3.4% 4.6% 9.4% 32.3% 3.6% 4.5% (n = 25) 95.5% n< 10 n< 10 n< 10 72.7% n< 10 n< 10 «< 10 n< 10 n< 10 68.8% n< 10 n< 10 n< 10 n< 10 AAShip (N = 3,047) 15.8% (« = 480) 75.2% 9.0% (n = 27) 8.5% 51.7% 20.6% 44.2% 22.3% 52.9% 18.5% 44.2% 19.4% 32.9% 43.8% 11.9% 2.9% 5.6% 9.0% 32.7% 3.5% 4.7% (n = 22) 95.3% n< 10 n< 10 n< 10 59.1% n< 10 «< 10 n< 10 n< 10 n< 10 n< 10 «< 10 «< 10 «< 10 n< 10 Lab (A? =700) 10.3% (» = 72) 79.9% 9.7% (« = 68) 5.6% 54.2% 20.8% 55.6% 26.4% 50.0% 19.4% 31.9% 16.7% 36. 1% 44.4% 6.9% 1.4% 5.6% 11.1% 37.5% 2.8% 0% (« = 0) 100.0% N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A G-7 ------- SECTION B: Possible Personal Experience with On-the -Job Discrimination Item Text Response Option B8. What is the current status of the discrimination issue you experienced during the past 12 months? B9. If the discrimination issue doesn't improve, do you think you will file a formal discrimination complaint? BIO. Why aren't you likely to file a formal discrimination complaint if the discrimination issue doesn't improve? (percentage responding yes to each response option) B 1 1 . Did you talk to an Equal Employment official or a union official about your situation? B12. Why didn't you talk to an Equal Employment official or a union official about your situation? (percentage responding yes each response option) B13. Do you know of any employee (not including yourself) that you believe was discriminated against at EPA during the past 12 months because of race, color, national origin, sex, age, religion, disability, sexual orientation, or parental status or was subject to reprisals or sexual harassment? It has been taken care of to my satisfaction (Go toBIS) It is still a problem but the situation has improved (Go toBIS) The situation is currently about the same The situation is worse Yes No I am worried about what might happen to me if I file a complaint. I am worried about what might happen to someone else if I file a complaint. I do not think filing a complaint will make a difference in my situation. I'm not sure how to file a complaint Other reason Yes (Go to B 13) No I was worried about what might happen to me if I asked about the situation. I was worried about what might happen to someone else if I asked about the situation. I didn't think talking to someone about it would make a difference in my situation. I didn't know how the complaint process worked. Yes No Region (N= 4,235) 7.9% 17.8% 63.8% 10.4% 0.0% 100.0% 80.0% 21.9% 97.0% 18.2% 36.7% 12.3% 87.7% 42.4% 19.7% 83.7% 16.3% 32.4% 67.6% AAShip (N = 3,047) 7.0% 17.1% 63.6% 12.4% 0.0% 100.0% 79.6% 25.7% 97.7% 28.6% 48.1% 5.6% 94.4% 40.4% 17.0% 81.4% 37.3% 22.7% 77.3% Lab (A? =700) 7.2% 7.2% 73.9% 11.6% 0.0% 100.0% 84.6% 24.2% 95.0% 25.8% 29.2% 11.8% 88.2% 46.3% 18.9% 89.8% 42.3% 18.1% 81.9% G-8 ------- SECTION C: AWARENESS OF EPA POLICIES, PROCEDURES, AND PROGRAMS Item Text Response Option LAB (N = 700) Cl How familiar are you with: EPA's Office of Civil Rights website? C2 How familiar are you with: EPA's Office of Civil Rights (OCR) Intranet Civil Rights Training Modules on (1) Reasonable Accommodations and (2) Title VII (internal complaint process) C3 How familiar are you with: EPA's 2007 Equal Employment Opportunity (EEO) Policy (issued on June 14, 2007). C4 How familiar are you with: EPA's Order and Procedures on Providing Reasonable Accommodation to Qualified Applicants and Employees with Disabilities? I have visited this website more than once during the past 12 months. I have visited this website only once during the past 12 months. I know about this website but have not visited it during the past 12 months. I know nothing at all about this website I have completed both the Reasonable Accommodation and the Title VII OCR Intranet civil rights training module during the past 12 months. I have completed only one of the two OCR Intranet civil rights training modules during the past 12 months. I know about at least one of the OCR Intranet civil rights training modules but have not tried to complete one during the past 12 months. I know nothing at all about either of the OCR Intranet civil rights training modules. I am very familiar with EPA's 2007 EEO Policy. I am somewhat familiar with EPA's 2007 EEO Policy. I have heard about EPA's 2007 EEO Poicy, but I am not familiar with it. I know nothing at all about EPA's 2007 EEO Policy. I have visited this website more than once during the past 12 months. I have visited this website only once during the past 12 months. I know about this website but have not visited it during the past 12 months. I know nothing at all about this website 8.1% 13.9% 49.1% 28.9% 15.2% 8.9% 27.9% 48.0% 9.1% 35.2% 35.6% 20.1% 2.9% 39.4% 39.5% 18.2% G-9 ------- SECTION C: AWARENESS OF EPA POLICIES, PROCEDURES, AND PROGRAMS Item Text Response Option LABI (JV = 700) C5 Regardless of the outcome, were you treated fairly during the Reasonable Accommodation process? C6 Have you ever received training, either on-line or in- person, on the Reasonable Accommodation Order and Procedures? Yes No Yes No C7 Do you know the name of EPA's National Reasonable Yes, I know both the person's name and Accommodation Coordinator, and how to contact this how to contact this person. person? Yes, I know the person's name but not the contact information for this person. Yes, I know how to contact this person, but I do not know the person's name. No, I do not know the name of this person or how to contact this person. C8 Do you know the name of your local Reasonable Accommodation Coordinator, and how to contact this person? C9 Have you ever requested and received information from either the National or local Reasonable Accommodation Coordinator? CIO Was the information you received from the Reasonable Accommodation Coordinator helpful to you? Yes, I know both the person's name and how to contact this person. Yes, I know the person's name but not the contact information for this person. Yes, I know how to contact this person, but I do not know the person's name. No, I do not know the name of this person or how to contact this person. Yes, I requested information and I received it Yes, I requested information, but I did not receive it No, I did not request information Yes No 88.9% 11.1% 78.3% 21.7% 9.1% 1.2% 20.6% 69.1% 21.2% 1.9% 20.3% 56.6% 9.8% .4% 89.8% 94.6% 5.4% G-10 ------- SECTION D: SPECIAL EMPHASIS AND DIVERSITY PROGRAMS Item Text Response Option Dl.a. Martin Luther King Observance (January). Dlb. Black History Month (February). Die. Women's History Month (March). Did. Take Your Sons and Daughters To Work Day (April). Die. Administrative Professionals Week (April). Dlf. Asian American / Pacific Islander Heritage Month (May). Dig. Older Americans Month (May). Dlh. Gay and Lesbian Pride Month (June). Dli. Hispanic Heritage Month (mid-September - mid-October). Dlj. Disability Employment Awareness Month (October). Dlk. American Indian / Alaskan Native Heritage Month (November). D2a. The event(s) highlighted the contributions of various cultures, ethnicities, or groups. D2b. The event(s) raised employees' awareness of the benefits of equal employment opportunity. Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Never Rarely Sometimes Usually Always Never Rarely Sometimes Usually Always LAB (N = 700) 23.4% 76.6% 26.5% 73.5% 21.9% 78. 1% 7.1% 92.9% 26.5% 73.5% 22.4% 77.6% 12.6% 87.4% 6.8% 93.2% 22.6% 77.4% 9.5% 90.5% 17.8% 82.2% 3.6% 2.2% 12.8% 44.6% 36.8% 4.5% 11.8% 30.4% 33.0% 20.3% G-11 ------- SECTION D: SPECIAL EMPHASIS AND DIVERSITY PROGRAMS Item Text Response Option D2c. The event(s) promoted acceptance of differences within the workforce. D2d. The event speakers focused on topics relevant to affirmative employment. D3. During the past 24 months, did you serve as a collateral Special Emphasis Diversity Program Manager? Never Rarely Sometimes Usually Always Never Rarely Sometimes Usually Always Yes No LAB (N = 700) 4.2% 6.2% 23.8% 36.8% 28.9% 8.2% 11.0% 34.5% 32.5% 13.8% 2.7% 97.3% G-12 ------- |