Compared to the civilian labor force in STEM occupations, minority representation at NASA is high but initiatives to increase diversity have shown "little progress." Image: SAVE MEDIA CONTENT/Shutterstock.com
By: FEDweek StaffInitiatives over a decade to address under-representation of women and minorities in the NASA workforce “have shown little impact to date,” says an inspector general report.
The report said NASA’s workforce as of 2021 was 35 percent female and 30 percent minorities compared with 45 and 39 percent, government-wide; the share of females fell by 0.2 percentage points since 2012 while the share of minorities rose by 3.3 points. Among STEM occupations—which make up two-thirds of NASA’s 18,000 positions, higher than that of most agencies—only 25 percent of employees are female and only 26 percent minorities.
Reasons that the agency has made “little progress” despite “multiple initiatives to increase diversity,” it said, included: that NASA did not hold its leaders fully accountable for advancing DEIA efforts in their annual performance appraisals until 2021; gaps in professional development and training opportunities including programs designed to prepare employees for senior roles; the lack of an agency-wide comprehensive mentoring program; and a lack of central records on its demographics.
However, the report added that in comparison with the “relevant civilian labor force” for STEM occupations, minority representation at NASA is as high if not higher (the report did not include data by gender). It further noted that NASA’s demographics in those occupations are about in line with those of other science-focused agencies including Energy, NOAA and EPA—with the exception that the EPA has a notably high percentage of women, almost 48 percent.
Agency management agreed with recommendations in areas including training for hiring and promotion managers, making professional developmental opportunities more widely available, creating an agency-wide mentoring program for mid-level and senior employees, and analyzing potential barriers restricting women and minorities from senior management positions.
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