Diversity Management: Important Actions Taken and Planned to Further Enhance Diversity

For GAO, having a diverse workforce at all levels is an organizational strength that contributes to the achievement of results by bringing a wider variety of perspectives and approaches to policy development and implementation, strategic planning, problem solving and decision making. GAO's Office of Opportunity and Inclusiveness (O&I) is responsible for all functions and activities designed to promote diversity and maintain a work environment that is fair, unbiased, and inclusive. O&I's analysis of performance appraisal data indicated that there were significant differences in appraisal averages for African American and Caucasian analysts. GAO contracted with the Ivy Planning Group to assess the factors that influenced the differences. Ivy issued its African American Performance Assessment Study report on April 25, 2008 and the Acting Comptroller General issued a memorandum on April 30, 2008 expressing his commitment to addressing all of the report's recommendations. The subcommittee asked GAO's Inspector General (IG) to examine the effectiveness of O&I and analyze the representation of women and minorities in the agency's Senior Executive Service (SES) and managerial ranks (GS-15 and equivalent level). This testimony focuses on the results of the IG's review and provides information on actions taken and planned to further enhance diversity at GAO.