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September 3, 1993
ADVISORY COMMITTEE ON AFFIRMATIVE ACTION
The Advisory Committee on Affirmative Action is
chartered by and reports to the Senior Management Council (SMC).
tion by minorities and women in the Board's workforce and especially at its senior levels compare to their representation nationally; how does the
successful have they been, and can they be applied
to the Board?
The Committee will produce a report that analyzes the
current situation and provides concrete recommendations to improve the representation of minorities and women
The Committee Chair will be selected by the SMC from
tive findings to the Senior Management Council, which in
turn will advise the Administrative Governor, the Equal
Employment Opportunity (EEO) program, and the Division of
and any recommended actions.
The committee consists of an officer appointed by each
may be necessary for consulting support. The EEO program and HRM will provide the Committee with information on past Boardwide programs. The Division of Information Resources Management will provide the secretarial and clerical sup
port that may be required by the Committee.
EEO Policy and Goal Analysis
Board of Governors of the Federal Reserve Bysta
During the reporting period January 1, 1992 to December 31, 1992, total permanent employment increased by 50. All categories of employment increased, except for American Indian/Alaskan Native employment. The representation of females increased by 22, African-Americans increased by 4, Hispanics by 5, and Asians by 7. However, the percent representation of blacks and females decreased slightly.
The following analysis of the Board's permanent work force by Professional, Administrative and Technical categories, by major occupations, and by grade groupings is based on data included in attached Appendix I and will note changes in the Board's work force profile.
The analysis of changes in the Board's workforce is limited to the PATCOB Professional, Administrative, and Technical categories. The professional and Administrative categories have the most potential for career advancement by minorities and women into nid and senior level management positions. The Technical category has potential for advancement to the lower mid-level grades.
Generally the analysis will be liaited to changes in the percent representation of EEO groups in the PATCOB categories. Numerical changes are discussed when the actual numbers of employees indicate progress in making increased
Comparison of 1992 PATCOB Rapresentation Against 1992 Targets
Planned Actual Category Raco/Sex
1992 1992 Professional Black/Male
6 Black/Female 8
Asian/Female 6 Administrative Black/Male 35
36 Hispanic/Mal. 8
3 Hispanic/Female 7
7 Technical White/Female 54
2 Hispanic/Female 3
1 clerical White/Female 90
73 Hispanic/Male 3
2 Aslan/Pemale 1 Blue Collar Hispanic/Male 2
+2 +1 +2