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But women workers repeatedly demonstrated that they also wanted to join unions, and organized labor took note. Ultimately, Agency officials should champion equal opportunities for women in the federal workforce. The ultimate responsibility rests with Agencies to take seriously the obstacles and challenges identified by our dialogue partners, and to make it a priority to adopt the dialogue partners’ suggestions contained in this report.

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Our interviews and surveys alike recommend that higher-potential women are overmentored and undersponsored relative to their male peers—and that they are not advancing in their organizations. Furthermore, without sponsorship, women not only are much less likely than men to be appointed to leading roles but could also be far more reluctant to go for them. Although each groups had extra male than female mentors on balance, 36% of females had female mentors, whereas only 11% of men did.

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But this work was not paid wages, which had the result of rendering it practically invisible in a new economic structure that focused on waged labor. Maintain this concept of unpaid domestic labor in mind as the story of women’s function unfolds. Lots of of our dialogue partners reported that their Agencies do not comply with the MD-715, in which we require that the Director of Equal Employment Chance be beneath the quick supervision of the Agency head. Also, dialogue partners stated that a substantial percentage of Agencies nevertheless fail to evaluate managers on EEO components, which signifies that these managers are not sufficiently held accountable for their overall performance in EEO.

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