This month saw the publication of the Office of Personnel Management’s annual progress report on efforts to increase the number and seniority of Hispanic-American employees in the federal workforce. Once again the news is not good. Overall, the percentage of Latinos in government service remained flat (at 8%) compared to last year’s numbers. But here’s the really distressing part—Hispanic-Americans’ share of the total number of new government hires dropped from 9.3% last year to 7.3% this year.
You can read all this for yourself in OPM’s “Ninth Annual Report to the President on Hispanic Employment in the Federal Government.”
If you’re looking for a bright side in all this, you might draw some encouragement in the revelation that, overall, Hispanic-American participation in the federal workforce is up… from nearly 138,000 in mid 2008 to just over 144,000 when last measured in 2009. Presumably this is because retention rates among Latino feds have improved a bit.
Still, when you consider that Hispanics make up about 13% of the total U.S. workforce—and that the Latino community, according to the Census Bureau, will constitute fully a quarter of the U.S. population by mid-century—there’s more than a little room for a hard look at how the government goes about recruiting and retaining members of our fastest growing minority.
My colleague John Bersentes and I attempt just that in “How can the federal government improve its programs for recruiting and retaining Hispanic-Americans?” a new TMP Government white paper. The paper, adapted from an earlier article John and I authored for The Journal of Corporate Recruiting Leadership, is available at the White Papers section of the TMP Government web site.