Impact of Changes in Federal Workforce Policies on Women and Minorities Examined

Impact of Changes in Federal Workforce Policies on Women and Minorities

A comprehensive report by the Asian Women Development Plan International has recently unveiled critical insights into the evolving federal workforce policies in the United States and their implications for women and minority employees. Entitled 'Changes in Federal Workforce Policy and Their Implications for Women and Minority Employees', this report explores the ramifications of Executive Order 14173, which was issued in January 2025 and marks a dismantling of established Diversity, Equity, Inclusion, and Accessibility (DEIA) programs.

Recent surveys conducted among federal employees indicated increased engagement and job satisfaction until mid-2024. However, experts warn that the rollback of DEI initiatives and the proposed reductions in workforce could exacerbate turnover risks for minority employees. Historical evidence from private corporations that abandoned similar diversity programs revealed worse outcomes, indicating a trend that federal agencies may also experience. The report points out a growing alarm among federal employees concerning discrimination, coinciding with an uptick in EEOC (Equal Employment Opportunity Commission) discrimination charges, which escalated by over nine percent in 2024.

National surveys disclose that a substantial majority of Asian American and Pacific Islander adults are opposed to the elimination of federal agencies and cuts to DEI programs, highlighting the crucial role these initiatives play for minority communities reliant on governmental support and civil rights protections.

Tracing the evolution of U.S. diversity policy, the report refers back to President Kennedy's 1961 Affirmative Action directive and President Biden's more recent DEIA initiative. The executive order signed by President Trump in 2025 is perceived as a notable deviation from previous federal efforts to increase diversity. While there are indicators of rising participation from minority groups and women in the workforce, an analysis of federal data reveals persistent inequalities. Despite people of color comprising approximately 41 percent of the federal workforce and women 46 percent, white males dominate nearly half of the Senior Executive Service (SES) positions, with women holding only one-third of the highest-ranking roles.

Disparities in pay based on gender are particularly pronounced, with older federal employees facing substantial gaps. Research from the EEOC indicates that age-related factors can exacerbate these pay disparities by over $10,000 annually for those aged 40 and above. Women, in particular, suffer wider pay gaps in comparable positions. The intersection of race and gender shows even more dramatic disparities, with Black and Hispanic women encountering systemic obstacles to career advancement and significantly lower salaries compared to their white counterparts, regardless of their qualifications. Hispanic women are noted as experiencing the steepest decline in representation at higher job grades.

The report also emphasizes the impact of frequent institutional disruptions and administrative changes on workforce stability, particularly for minority employees. Despite progress over the years in DEIA advocacy, continuous political shifts regarding civil service policies pose ongoing challenges. Studies suggest that these institutional changes undermine trust and diminish minority employees' willingness to remain in their positions, further complicating their career advancement.

Insights from the MissionSquare Research Institute highlight that more than half of state and local government employees are contemplating leaving their jobs, with younger and Black employees being notably more inclined to explore other opportunities. In environments lacking inclusive support, minority and female staff report diminished trust and heightened intentions to exit their roles. One survey targeting prospective state government employees expressed a broad sense of uncertainty related to prolonged recruitment and funding approval processes.

In summary, the report raises substantial concerns over the current trajectory of federal workforce policies. It emphasizes the crucial need for the reinstatement and strengthening of DEIA programs to safeguard the representation and advancement opportunities for women and minorities within the federal sector. As the landscape continues to evolve, the implications of policy decisions will play a pivotal role in shaping the future of workforce diversity and inclusion in the United States.