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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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2008 EPA EEO Employee Survey Findings
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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2008 EPA EEO Employee Survey Findings 30
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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• 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
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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
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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
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2008 EPA EEO Employee Survey Findings 48
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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
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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
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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
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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
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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
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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
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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
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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
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• 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
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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
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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
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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
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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
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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
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• 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
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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
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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
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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
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Appendix A
Copy of the Survey Questions
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
-------
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-------
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.
-------
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-------
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
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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
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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
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