annual report on hispanic employment in the …hispanic heritage month (september 15 – october...

U.S. Department of Housing and Urban Development

Office of Departmental Equal Employment Opportunity

FY 2016

Annual Report on

Hispanic Employment in the

Federal Government Serving as the Nation’s model employer by leveraging diversity and fostering inclusion and engagement to

deliver the best public service possible……

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Table of Contents

Executive Summary……………………………………………………………………..…

Hispanic Representation in HUD’s Permanent Workforce..............................................Page 6

Distribution of All HUD’s Permanent Employees…………………………………….…Page 7

Hispanic Permanent New Hires vs. HUD’s Overall New Hires by Fiscal Years………Page 8

Hispanic Permanent New Hires by Mission Critical Occupational Series……..………Page 9

Hispanic Permanent Participation Rates by Mission Critical Occupational Series….Page 11

Hispanic Separations Among HUD’s Permanent Workforce…………………………Page 12

By law, the Federal Government's recruitment policies should "endeavor to achieve a workforce from all

segments of society," while avoiding discrimination for or against any employee or applicant on the basis of

race, color, religion, sex (including pregnancy or gender identity), national origin, age, disability, sexual

orientation or any other prohibited basis. (5 U.S.C. 2301(b)(1), 2302(b)). As the Nation's largest employer,

the Federal Government has an obligation to lead by example. Seeking to attain a diverse, qualified

workforce is a cornerstone of the merit-based civil service.

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Executive Summary

In compliance with Executive Order 13171, this report provides the most recent statistical data

on Hispanic representation in the U.S. Department of Housing and Urban Development (HUD)

workforce. As with the U.S. Office of Personnel Management (OPM), HUD continues its efforts

in moving forward to fulfill the People and Culture pillar of the President’s Management Agenda

which affords Federal agencies assistance in addressing any barriers that might inhibit recruiting

and hiring new talent. While we are proud of the progress that we’ve made thus far, we are not

yet satisfied, and will continue to press on and improve on drawing from the talents and energies

of our Nation’s Hispanic (Latino) citizens from all segments of society in strengthening its

recruitment and outreach, hiring, professional development and advancement, and retention

practices.

As of September 30, 2016, HUD employed 642 (8.08%) permanent Hispanic employees in its

workforce which is slightly below the government-wide participation rate of 8.5% and

significantly below the civilian labor force (CLF) participation rate of 9.96%. In addition, the

participation rate for the permanent Hispanics workforce decreased by 20 employees from 662

(8.00%) in FY 2015 to 642 (8.08%) in FY 2016. In addition, HUD hired a total of 503

permanent employees in FY 2016 of which 33 (6.56%) represented the permanent new hires of

Hispanic employees and is lower than the government-wide Hispanic new hires rate of 7.5% in

FY 2015. Lastly, of the 678 total separations of HUD permanent employees, 50 (7.37%) were

that of permanent Hispanic employees thus resulting in a much higher rate compared to the

Hispanic new hires rate of 6.56% during the same reporting period. Separations of permanent

Hispanic employees were 46 (6.56%) in FY 2015. Note: Of the 503 permanent new hires for

HUD in FY 2016, 5 were of the Senior Executive Service (SES) ranks and none were Hispanic;

thus resulting in no new Hispanic SES hires compared to the government-wide SES Hispanic

new hires rate of 15 (4.1%) in FY 2015.

Continued Focus

In light of the lessons learned from the President’s Executive Order 13583 on “Establishing a

Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal

Workforce” whereby now a second phase of implementation of HUD’s “Inclusive Diversity

Strategic Plan for Fiscal Years (FY) 2017-2021” will soon be introduced along with its “Annual

EEOC Management Directive (MD) 715 Report”, HUD will have a much better framework for

establishing special projects and initiatives derived from efforts currently underway to address

the under-representation and under-utilization of Hispanics in the workplace thus offering a more

cohesive and comprehensive plan in resolving these disparities.

Moreover, and with the continuing low representation of Hispanics (Latinos) in the overall

Government-wide workforce, HUD has fully complied with recommendations of OPM and the

U.S. Equal Employment Opportunity Commission (EEOC) by agreeing to and including into its

reporting requirements the need to conduct a comprehensive barrier analysis of its Hispanic

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workforce. At a minimum, this barrier analysis, which will be conducted in collaboration with

HUD’s Office of the Chief Human Capital Officer (OCHCO) and the Office of Departmental

Equal Employment Opportunity (ODEEO), the identification and implementation of corrective

actions to address and/or eradicate all barriers and prohibited practices of EEO, and diversity and

inclusion and engagement, involving Hispanic employees of HUD at the GS-12 through Senior

Executive Service (SES) levels or equivalent.

HUD’s mission critical occupations (MCOs) are as follows:

Economist Series - 0110

Human Resources Management Series - 0201

Miscellaneous Administration and Program Series - 0301

Equal Opportunity Compliance Series - 0360

Auditing Series - 0511

General Business and Industry Series - 1101

Contracting Series - 1102

Information Technology Management Series - 2210

Under HUD’s Diversity Council and specifically in support of all Hispanic (Latino) employees,

the “Latino Network” and “HUD National Image” serve as two vital affinity groups (i.e.,

employee resource groups) assisting senior leadership in developing and maintaining an effective

workforce by 1) serving as a change agent to promote an inclusive work environment that

furthers HUD's vision for diversity; 2) identifying specific goals to achieve HUD's diversity and

inclusion, and engagement vision; 3) conducting an organizational assessment, using multiple

measures, which will provide baseline research to assist HUD in better understanding the

organizational climate, and to be used to further strategic diversity management goals; and

4) providing policy recommendations to the Secretary, Deputy Secretary, and Principal Senior

Staff as well as an annual report documenting the progress of strategic planning efforts.

The Latino Network - serves as a professional and social network, which embraces

collaboration to promote inclusiveness, cultural and information exchange while working

progressively towards good will for federal employees.

HUD’s National Image Chapter – a chapter of the National Image, Inc. (National

Hispanic Organization) empowers Hispanics through leadership development, by

advocating for employment, education and civil rights.

In support of HUD’s Strategic Plan, 2014 – 2018, Human Capital Strategic Plan (HCSP) for

2015 – 2018, Human Capital Succession Planning for 2015-2018, and Strategic Workforce

Planning for 2015-2018, here’s just a few noteworthy accomplishments in achieving operational

excellence of its human capital management objectives:

HUD’s ODEEO approached AFGE local 222 in headquarters and three national Hispanic

organizations, the League of United Latin American Citizens (LULAC), the National

Organization for Mexican American Rights (NOMAR) and National Image to develop

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partnerships designed to maximize recruitment and outreach efforts to the Hispanic

community.

A “Memorandum of Understanding (MOU)” was established between HUD and the

American Federal of Government Employees (AFGE) Council 222 to redefine the

composition and operation of HUD’s Diversity Council and any subcommittee by

providing clarity of its framework for which members may engage in wide-ranging

discussions focused on promoting and enhancing diversity and inclusion. This forum

will serve as a vehicle for advising top leadership on the adoption and implementation of

creative strategies, policies, and programs to build and maintain a high quality diverse

workforce. In addition, the primary role of the Diversity Council is to serve as a change

agent by identifying and communicating to leadership the principal issues affecting the

business case and diversity and inclusion across the Department. The Diversity Council

will consider what policies, strategies, and initiatives will strengthen the impact and

cohesiveness of the Department’s diversity and inclusion efforts, and will discuss how to

implement such initiatives, including the identification of resources that may be

leveraged throughout the Department.

The Latino Network has established a Share Point site that is available upon becoming a

member along with a “Yammer” (internal social media) site for connecting and keeping

open communication with its members and the HUD workforce. The Latino Network

continues to provide notices for job opportunities, free training and leadership articles

through their Yammer site referenced as “Conexiones” and seeks to transform high-

potential, mid-career Latino professionals into innovative executives by sharing

developmental information, training opportunities and job/vacancy announcements.

The Latino Network also facilitated leadership conference calls entitled Conversaciones”

which translates to conversations. The purpose of the leadership calls was to identify

leaders in the public and private sector that were willing to share their professional/career

stories with the members as a “mentoring” approach. It should be duly noted that these

conference calls would serve as opportunities in providing members with leadership

pointers, motivation, and guidance for their own self and professional development.

HUD National Image Chapter held several meetings with their membership in an effort to

formalize their chapter at HUD.

The Latino Network and HUD’s National Image Chapter in recognition of this year’s

Hispanic Heritage Month (September 15 – October 15), not only hosted an event in

HUD’s Headquarters but also promoted and coordinated several observances/events

throughout the Regional Offices which included: Region II - Special Employee

Committee, who held a panel discussion covering their theme entitled “Afro Latinos: An

Untaught History”. Also, Region VIII sponsored an event with a theme entitled “History

of the Kitiyama Strike” in Brighton, CO back in the late 60’s. This event featured

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Rodolfo Briseno speaking about the history of the strike, as well as providing uplifting

advice and comments on the need to continue the movement started in the 60’s and 70’s

for better housing, jobs, and the representation of Hispanics. A newsletter reporting this

event was prominently displayed on HUD’s National Image Chapter site on “Yammer”.

HUD employees fully supported and participated by attending LULAC’s 2016 Federal

Training Institute Partnership and the 2016 National Image Training Conference in

Albuquerque, NM, whereby HUD’s Raul Ceniceros served as one of the conference

trainers.

The Chief Human Capital Office (CHCO) actively participated in the Diversity In

Government Council and the working group on Diversity and Inclusion values

Conclusion

While we are proud of the progress that we’ve made thus far, we are not yet satisfied and will

continue to press on and improve on drawing from the talents and energies of our Nation’s

Hispanic (Latino) citizens from all segments of society in strengthening its recruitment and

outreach, hiring, professional development and advancement, and retention practices, consistent

with the merit system. Specifically, we have tasked our Diversity Council to strategize and help

the HUD leadership with improving the actual hiring of Hispanic applicants within every level of

the organization and within both of mission critical occupations and our mission essential

positions. The Department’s continual goal is to be inclusive, diverse and employ a workforce

reflective of our nation.

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Hispanic Representation

Data Source: U.S. Department of Treasury, Workforce Analytics (September 2016) Figure 1

Figure 1 - Illustrates that Hispanic representation in HUD’s permanent workforce increased at a

small, but steady pace between FY 2013 and FY 2016 from 7.69% to 8.08% respectively. As

stated earlier, in FY 16 Hispanics represented 8.08%; however, when dissected through gender,

males accounted for 3.41% and females accounted for 4.67%. Overall, HUD’s 8.08%

representation of Hispanics is below the CLF of 9.96%. Furthermore, Hispanic Males within HUD

are nearly two percentage points below the CLF at 5.17%. In contrast, Hispanic Females are

respectively at parity with the CLF at 4.79%.

7.69% 7.81% 8.00% 8.08%

3.01% 3.15% 3.29% 3.41%

4.68% 4.66% 4.71% 4.67%

2013 2014 2015 2016

Pe

rce

nt

of

Pe

rman

en

t H

UD

Wo

rkfo

rce

Fiscal Year

Hispanic Representation at HUD

All Hispanics Hispanic Males Hispanic Females

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Distribution of All HUD Employees


Figure 2 - Illustrates HUD’s distribution of all permanent employees. Hispanics represented

8.08%; Whites represented 46.13%; Blacks or African Americans represented 37.89%; Asians

represented 6.04%; Native Hawaiians/Pacific Islanders represented 0.16%; American Indians

and Alaska Natives represented 1.19% and two or more races represented 0.50%. Over the past

several fiscal years, HUD’s distribution of all permanent employees has remained relatively

stable when parted by gender with males representing nearly 41.00% and females representing

59.00%.i

46%

38%

8%6%

0%

1%

1%

FY 2016 Distribution of all HUD Employees

Whites

Blacks

Hispanics

Asian

Native Hawaiian/Pacific Islander

American Indian/Alaska Native

More Than One Race

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New Hires

(All New Hires by Gender)

Fiscal Year All All Males % All Females %

2012 268 126 47.01% 142 52.99%

2013 137 75 54.74% 62 45.26%

2014 474 225 47.47% 249 52.53%

2015 420 218 51.90% 202 48.10%

2016 503 246 48.91% 257 51.09%

5-Year Average

360 178 49.44% 182 50.56%

CLF 51.86% 48.14%

(Hispanic New Hires by Gender)

Fiscal Year All Hispanic

Males %

Hispanic Females

%

2012 268 13 4.85% 12 4.48%

2013 137 4 2.92% 9 6.57%

2014 474 17 3.59% 21 4.43%

2015 420 21 5.00% 11 2.62%

2016 503 25 4.97% 8 1.59%

5-Year Average

360 16 4.27% 12 3.94%

HUD’ s Rate of Participation

3.3% 4.8%


Figure 3 - Reflects HUD’s global hiring for the past five years. During these periods, HUD’s

overall hiring number has fluctuated between 137 (FY 2013) to 503 (FY 2016). Unlike HUD’s

gender composition of 41% males and 59% females, the Department’s five-year hiring average is

near a statistical split. Although Hispanic Males within HUD currently have a rate of

participation at 3.41%, the Department’s 5-year hiring average for the group is slightly higher

during the same period last year at 4.27%. Specifically, 25 Hispanic Males were hired in FY

2016 representing a participation rate of 4.9% of all new hires.

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Hispanic New Hires by Mission Critical Occupational Series



42

83

180

65

99

6 1 6 4 52

212 4

4

2012 2013 2014 2015 2016

0

50

100

150

200

New HiresMission Crit ical Occupational Series (0301)

All New Hires Hispanic Males Hispanic Females

74

34

104

136120

1 0 4 5 7

1 33 7 1

2012 2013 2014 2015 2016

0

50

100

150

New HiresMission Crit ical Occupational Series (1101)

All New Hires Hispanic Males Hispanic Females

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HUD has eight (8) reportable Mission Critical Occupational (MCOs) series which consist of 0110, 0201,

0301, 0360, 0511, 1101, 1102, and 2210. Over the five-year period, as previously shown in Figure 3,

HUD hired a grand total of 1802 new employees. Of the1802 new hires, Figure 6 shows that 1230

employees were hired into the Department’s mission critical occupational series with 469 belonging to

job series 0301 and 468 to job series 1101. Of HUD’S 1230 mission critical occupational series, there

were 106 new Hispanic hires (8.62%). Gender wise, HUD’s Hispanic representation was divided along

the following lines with 58 (54.72%) being males and 48 (45.28%) being females. It is important to note

that at HUD, job series 0301 is generally labeled Miscellaneous Administration and Program Specialist,

but also includes other job titles such as CPD Representative. Further, HUD’s other popular job series

1101 is also mirrored by having multiple job titles associated with it as well to include: Multi-Family

Housing Project Manager, Single Family Specialist and Public Housing Revitalization Specialist/Portfolio

Manager.

New Hires by Mission Critical Occupational 110 201 301 360 511

All

Hispanic

Males %

Hispanic

Females % All

Hispanic

Males %

Hispanic

Females % All

Hispanic

Males %

Hispanic

Females % All

Hispanic

Males %

Hispanic

Females % All

Hispanic

Males %

Hispanic

Females %

2012 2 0 0.00% 0 0.00% 5 0 0.00% 1 20.00% 42 6 14.29% 2 4.76% 13 3 23.08% 3 23.08% 1 0 0.00% 0 0.00%

2013 1 0 0.00% 0 0.00% 8 0 0.00% 0 0.00% 83 1 1.20% 2 2.41% 1 0 0.00% 0 0.00% 2 0 0.00% 0 0.00%

2014 4 0 0.00% 1 25.00% 12 0 0.00% 0 0.00% 180 6 3.29% 12 6.67% 0 0 0.00% 0 0.00% 15 2 13.33% 0 0.00%

2015 1 0 0.00% 0 0.00% 5 0 0.00% 0 0.00% 65 4 6.15% 4 6.15% 10 0 0.00% 0 0.00% 30 5 16.67% 0 0.00%

2016 3 1 33.33% 0 0.00% 7 0 0.00% 0 0.00% 99 5 5.05% 4 4.04% 18 2 11.11% 3 16.67% 23 3 13.04% 0 0.00%

511 1101 1102 2210

All

Hispanic

Males %

Hispanic

Females % All

Hispanic

Males %

Hispanic

Females % All

Hispanic

Males %

Hispanic

Females % All

Hispanic

Males %

Hispanic

Females %

2012 1 0 0.00% 0 0.00% 74 1 1.35% 1 1.35% 19 0 0.00% 0 0.00% 4 0 0.00% 0 0.00%

2013 2 0 0.00% 0 0.00% 34 0 0.00% 3 8.82% 3 0 0.00% 0 0.00% 7 0 0.00% 0 0.00%

2014 15 2 13.33% 0 0.00% 104 4 3.85% 3 2.88% 12 0 0.00% 0 0.00% 21 2 9.52% 1 4.76%

2015 30 5 16.67% 0 0.00% 136 5 3.68% 7 5.15% 6 0 0.00% 0 0.00% 22 0 0.00% 0 0.00%

2016 23 3 13.04% 0 0.00% 120 7 5.83% 1 0.88% 16 0 0.00% 0 0.00% 22 1 4.55% 0 0.00%

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Hispanic Rates of Participation

by Mission Critical Occupational Series

All Hispanic

Males HM Part.

% Hispanic Females

HF Part. %

0110 60 3 5.00% 1 1.67%

Occupational CLF 3.30% 1.80%

0201 92 0 0.00% 3 3.26%


0301 1093 40 3.66% 50 4.57%


0360 322 21 6.52% 33 10.25%


0511 329 24 7.29% 10 3.04%


1101 2454 72 2.93% 136 5.54%


1102 85 1 1.18% 3 3.53%


2210 232 9 3.88% 4 1.72%

Occupational CLF 5.40% 2.20% Data Source: U.S. Department of Treasury, Workforce Analytics (September 2016) Figure 7

HUD reported a total of 7947 permanent employees during this reporting period. Of the 7947 permanent

employees, 4667 (58.73%) were distributed amongst the Department’s mission critical occupational

series. In particular, Hispanic Males accounted for 170 (3.64%) and Hispanic Females accounted for 240

(5.14%) which is below the CLF of 5.17% and above the CLF of 4.79% respectively. In sum, Hispanics

represented 410 (8.79%) of all employees in the Department’s mission critical occupational series. A

closer look at Figure 7 reveals statistically that Hispanics exceeded their corresponding occupational

CLF’s for both genders in the 0360 job series only. Even though Hispanic Males are generally under-

represented overall when compared to the CLF, they exceed the occupational CLF in four of the

Department’s eight mission critical occupational series including 0110, 0301, 360 and 0511. Currently,

HUD data does not provide an occupational CLF for the Department’s most occupied mission critical

occupational series, 1101.

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Hispanic Separations at HUD


A total of 678 employees separated (10 involuntary and 668 voluntary) from HUD with Hispanics

accounting for 50 (7.37%). In contrast, FY 2015 reflected a total of 701 employees (10 involuntary and

691voluntary) separated from HUD while Hispanics accounted for 46 (6.56%). A total of 644 employees

and 619 employees parted from the Department in FY 2014 and FY 2013 respectively. Figure 8 echoes a

concerning trend line with Hispanic employees separating HUD in increasing numbers from FY 2014 to

FY 2016. Specifically, the rate of separation for Hispanic Males was 3.39% which is essentially even

when compared to their overall participation rate in the HUD workforce presently at 3.41%. In an effort

to improve the Department’s retention of Hispanic employees, HUD endeavors to employ a full-time

Hispanic Employment Program Manager (HEPM) in FY 2017. It is expected that the HEPM will begin

by conducting a thorough examination of all Departmental policies and procedures regarding the

recruitment and outreach, hiring, professional development and advancement, and retention of Hispanic

employees within the HUD workforce and in support of the Diversity Council, and the respective affinity

groups (i.e., the Latino Network and HUD National Image Chapter).

619

644

701

678

19

17

19

23

35

25

27

27

0 100 200 300 400 500 600 700 800

2013

2014

2015

2016

FY 2016 All Separations at HUD

Hispanic Females Hispanic Males All Separations

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Types of

Separation

2013 2014 2015 2016

# % # % # % # %

Retirements 38 9.22% 29 6.80% 23 5.19% 28 6.75%

Transfer Out 8 9.64% 7 8.75% 13 10.4% 14 8.86%

Resignations 7 7.29% 4 3.85% 10 9.35% 6 6.25%

Death 1 5.88% 1 3.85% 0 0.0% 1 5.56%

Discharge 0 0.0% 0 0.0% 0 0.0% 0 0.0%

Removal 0 0.0% 1 33.3% 0 0.0% 1 16.7%

Termination 0 0.0% 0 0.0% 0 0.0% 0 0.0%

ALL 54 41 46 50


iiAn analysis of figure 9 discloses HUD’s top three types of separations: retirements, transfers

and resignations. Figure 7 also illuminates both the actual number and percentage of permanent

Hispanic employees who transferred agencies or separated from Federal service via retirement or

resignation in FY 2016. Hispanics represented almost 9.0% of permanent employees who

transferred to another agency and just over 6.00% of permanent employees who resigned from

Federal service both of which are below their CLF of 9.96%. In FY 2016, Hispanics accounted

for 6.75% of all retirements separations.

i The figures on the pie chart have been rounded for simplicity purposes. iiSeparations are actions that end employment with the Department. Due to delayed and/or late actions, counts and percentages

for separations are subject to minor changes over time.

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U.S. Department of Housing and Urban Development

Office of Departmental Equal Employment Opportunity

Affirmative Employment Division

451 7th Street, SW

Washington, DC 20410

[email protected]

annual report on hispanic employment in the …hispanic heritage month (september 15 – october...

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