The U.S. Equal Employment Opportunity Commission
Table Of Contents
This examination of the employment status of minority women or women of color relies primarily on the Equal Employment Opportunity Commission's (EEOC's) EEO-1 report. Characteristics of employment are examined from five different perspectives: total employment, employment by job group, employment of officials and managers, the movement of women from white collar to management positions and per capita charge rates by industry. The report seeks to capture these measures using the most recent EEO-1 data from 2001 and by examining recent trends from 1990. It also utilizes charge receipt data.
The annual EEO-1 report indicates the composition of an employer's workforces by sex and by race/ethnic category. The EEO-1 collects data on nine major job categories: (1) officials and managers, (2) professionals, (3) technicians, (4) sales workers, (5) office and clerical workers, (6) craft workers, (7) operatives, (8) laborers and (9) service workers.(1) Race/ethnic designations used are White (not of Hispanic origin), Black (not of Hispanic origin), Hispanic, Asian or Pacific Islander (Asian), American Indian or Alaskan Native (Native American). In addition to the workforce data provided by the employer, information about each establishment is added to the database. This includes the establishment's North American Industrial Classification System code and, in early years, added the Standard Industrial Classification code.
The examination of per capita charge rates combines information from the EEO-1 with charge data from EEOC's Integrated Mission System (IMS). IMS is an integrated data base application which supports charge processing, litigation and outreach activities. Data used are from fiscal year 2002 (October 2001 to September 2002) and include charges received by either the EEOC or Fair Employment Practice Agencies (FEPAs)(2). To be included in the analyses of per capita charge rates, it was necessary that the charge record contain information regarding gender, race and/or ethnicity for the charging party and information regarding the employer's industry.
Throughout the past decade (1990 to 2001), the total employment of women of color has remained for each group a relatively small proportion. However, there has been some growth and, taken as a group, they grew from 11 percent in 1990 to 14.5 percent in 2001 for a 33 percent increase.
Total Employment of Women by Race/Ethnic
Group
EEO-1 Data 1990 to 2001
Table 1 provides some of the details of these changes.
Table 1
Changes in the Employment of Minority Women
WOMEN | EMPLOYMENT | RATE OF CHANGE |
PERCENTAGES | RATE OF CHANGE |
||
---|---|---|---|---|---|---|
1990 | 2001 | 1990 | 2001 | |||
AFRICAN AMERICAN | 2,780,544 | 3,983,140 | 0.433 | 6.6% | 7.6% | 0.147 |
HISPANICS | 1,201,609 | 2,452,120 | 1.041 | 2.9% | 4.7% | 0.633 |
ASIANS | 554,567 | 1,089,225 | 0.964 | 1.3% | 2.1% | 0.572 |
NATIVE AMERICAN | 84,978 | 153,645 | 0.808 | 0.2% | 0.3% | 0.447 |
Women of color are not employed evenly among all industries. The following tables rank industries (as defined by the North American Industrial Classification System, industry sub sectors) based on the percentage of women who are African Americans, Hispanics, Asians and Native Americans.(3)
Table 2 lists the 10 industries where African American women have the highest percentage of employment. Nursing and Residential Care Facilities has the largest percentage of African American women employed (23.4 percent) and also has the largest percentage of women overall (82.5 percent).
Table 2
Top Ten Industries
Based on the Employment of African American Women
Source: EEO-1 Reports for 2001
INDUSTRY | EMPLOYMENT | REPORTS FILED | ||
---|---|---|---|---|
AFRICAN AMERICAN WOMEN | AFRICAN AMERICAN WOMEN PERCENT | TOTAL | ||
Nursing & Residential Care Facilities | 277,413 | 23.39 | 1,185,908 | 7,747 |
Social Assistance | 49,663 | 17.62 | 281,903 | 1,839 |
Monetary Authorities - Central Bank | 3,842 | 15.34 | 25,041 | 70 |
Religious/Grantmaking/Prof/Like Organizations | 34,465 | 13.69 | 251,737 | 1,462 |
Ambulatory Health Care Services | 121,779 | 13.39 | 909,656 | 4,507 |
Transit & Ground Passenger Transportation | 19,432 | 12.68 | 153,211 | 861 |
Textile Mills | 28,954 | 12.64 | 229,003 | 902 |
Apparel Manufacturing | 22,906 | 12.25 | 186,951 | 796 |
Credit Intermediation & Related Activities | 156,906 | 11.69 | 1,341,891 | 6,094 |
Broadcasting & Telecommunications | 155,564 | 11.36 | 1,368,854 | 6,585 |
Table 3 provides similar data for Hispanic women. Those industries with the largest percent of Hispanic women are very similar to that for all Hispanics. Crop production employs the largest percentage of Hispanic women (18.5 percent) and the largest percentage of total Hispanics (61.8 percent). However, the variation in these proportions shows the extent to which the industry is much more male dominated. Like the results for total Hispanics, Agriculture and Forestry Support Services employs the second highest percentage of Hispanics but Personal & Laundry Services while ranked third for Hispanic women, is ranked a bit lower (sixth) for all Hispanics.
Table 3
Top Ten Industries
Based on the Employment of Hispanic Women
Source: EEO-1 Reports for 2001
INDUSTRY | EMPLOYMENT | REPORTS FILED | ||
---|---|---|---|---|
HISPANIC WOMEN | HISPANIC WOMEN PERCENT | TOTAL | ||
Crop Production | 11,725 | 18.48 | 63,440 | 248 |
Agriculture & Forestry Support Activities | 4,178 | 16.35 | 25,552 | 86 |
Personal & Laundry Services | 21,485 | 13.45 | 159,773 | 1,175 |
Accommodation | 105,123 | 11.60 | 906,306 | 3,341 |
Apparel Manufacturing | 20,110 | 10.76 | 186,951 | 796 |
Animal Production | 5,170 | 9.95 | 51,979 | 229 |
Food Mfg | 108,175 | 9.73 | 1,112,240 | 3,673 |
Scenic & Sightseeing Transportation | 735 | 9.49 | 7,749 | 34 |
Leather & Allied Product Mfg | 3,463 | 7.89 | 43,909 | 176 |
Clothing & Clothing Accessories Stores | 17,864 | 7.75 | 230,481 | 1,989 |
Industries are also ranked on the basis of their employment of Asian women. Table 4 provides those results. The top ranked industry for Asian women is Computer & Electronic Product Manufacturing which is also the highest rated industry for Asians overall. The ranking for employment by industry for Asian women and all Asians tends to be very similar. However, the retail industries, Clothing & Clothing Accessories Stores and Health & Personal Care Stores are higher ranked for Asian women than for all Asians. Further, Electronic and Appliance Stores, while ranked in the top ten for all Asians is not ranked in the top ten for Asian women.
Table 4
Top Ten Industries
Based on the Employment of Asian Women
Source: EEO-1 Reports for 2001
INDUSTRY | EMPLOYMENT | REPORTS FILED | ||
---|---|---|---|---|
ASIAN WOMEN | ASIAN WOMEN PERCENT | TOTAL | ||
Computer & Electronic Product Mfg | 71,241 | 4.92 | 1,448,636 | 4,331 |
Clothing & Clothing Accessories Stores | 10,048 | 4.36 | 230,481 | 1,989 |
Health & Personal Care Stores | 5,316 | 4.07 | 130,564 | 1,387 |
Accommodation | 35,004 | 3.86 | 906,306 | 3,341 |
Miscellaneous Mfg | 18,221 | 3.77 | 483,589 | 1,917 |
Hospitals | 145,695 | 3.70 | 3,942,645 | 4,284 |
Monetary Authorities - Central Bank | 922 | 3.68 | 25,041 | 70 |
Security, Commodity Contracts & Like Activity | 15,179 | 3.51 | 432,483 | 1,573 |
Credit Intermediation & Related Activities | 46,681 | 3.48 | 1,341,891 | 6,094 |
Nursing & Residential Care Facilities | 38,001 | 3.20 | 1,185,908 | 7,747 |
Finally, the employment of Native American women is examined by industry. Results are shown in Table 5. While this group represents just a small percentage of employment, the distribution of these workers is not uniform. While total Native Americans/Alaskan Native employment is heavily represented in extraction industries, Native American women are more frequently found in other industries, such as gasoline stations and apparel manufacturing.
Table 5
Top Ten Industries
Based on the Employment of American Indians/Alaskan Natives
Source: EEO-1 Reports for 2001
INDUSTRY | EMPLOYMENT | REPORTS FILED | ||
---|---|---|---|---|
NATIVE AMERICAN WOMEN | NATIVE AMERICAN WOMEN PERCENT | TOTAL | ||
Gasoline Stations | 432 | 0.64 | 67,454 | 498 |
Apparel Manufacturing | 1,049 | 0.56 | 186,951 | 796 |
Pipeline Transportation | 124 | 0.53 | 23,307 | 110 |
General Merchandise Stores | 13,467 | 0.51 | 2,630,079 | 13,109 |
Ambulatory Health Care Services | 4,405 | 0.48 | 909,656 | 4,507 |
Nursing & Residential Care Facilities | 5,099 | 0.43 | 1,185,908 | 7,747 |
Social Assistance | 1,119 | 0.40 | 281,903 | 1,839 |
Food & Beverage Stores | 7,584 | 0.39 | 1,945,304 | 15,509 |
Hospitals | 15,131 | 0.38 | 3,942,645 | 4,284 |
Food Services & Drinking Places | 5,709 | 0.38 | 1,522,230 | 16,299 |
Traditionally, the employment of women in EEO-1 job groups is heavily skewed toward high representation in office and clerical jobs and low representation in craft jobs. Nevertheless, the examination of minority women across all job groups provides a useful insight into their employment status.
DISTRIBUTION OF AFRICAN AMERICAN WOMEN
BY JOB GROUP
DISTRIBUTION OF HISPANIC WOMEN
BY JOB GROUP
DISTRIBUTION OF ASIAN WOMEN
BY JOB GROUP
DISTRIBUTION OF NATIVE AMERICAN WOMEN
BY JOB GROUP
Another method for examining the employment status of minority women is to examine their employment in higher paying job categories, such as officials and managers.
The Employment of Minority Women
as Officials and Managers
1990-2001
Table 6 provides some of the details of these changes.
Table 6
Changes in the Employment of
Minority Women as Officials and Managers
WOMEN | EMPLOYMENT | RATE OF CHANGE |
PERCENTAGES | RATE OF CHANGE |
||
---|---|---|---|---|---|---|
1990 | 2001 | 1990 | 2001 | |||
AFRICAN AMERICAN | 111,318 | 195,784 | 0.759 | 2.2% | 3.3% | 0.471 |
HISPANICS | 49,137 | 112,805 | 1.296 | 1.0% | 1.9% | 0.920 |
ASIANS | 29,369 | 69,009 | 1.350 | 0.6% | 1.2% | 0.965 |
NATIVE AMERICAN | 4,965 | 9,279 | 0.869 | 0.1% | 0.2% | 0.563 |
Just as the total employment of women and minority groups fluctuates by industry, they are not employed evenly across all industries as officials and managers. Table 7 lists the 10 industries where African American women have the highest percentage of officials and managers.
The industries with the largest proportion of African American women officials and managers are very similar to those industries with the largest proportion of African American women employees. The order of these industries varies. For example, Broadcasting and Telecommunications is the10th ranked industry with respect to the employment of African American women overall, but it increases to the fifth-ranked with respect to African American women managers. The industries most likely to employ African American women as officials and managers are (1) Social Assistance, (2) Nursing and Residential Care Facilities and (3) Religious/ Grantmaking, Civic, Professional and Similar Organizations.
Table 7
Top Ten Industries Based on the
Employment of African American Women
as Officials and Managers
INDUSTRY | MANAGERS | REPORTS FILED | ||
---|---|---|---|---|
WOMEN | PERCENT WOMEN | TOTAL | ||
Social Assistance | 2,678 | 10.30 | 26,003 | 1,839 |
Nursing & Residential Care Facilities | 6,836 | 8.870 | 77,067 | 7,747 |
Religious/Grantmaking/Prof/Like Organizations | 2,411 | 7.922 | 30,434 | 1,462 |
Monetary Authorities - Central Bank | 296 | 6.433 | 4,601 | 70 |
Broadcasting & Telecommunications | 13,186 | 6.217 | 212,109 | 6,585 |
Transit & Ground Passenger Transportation | 321 | 5.289 | 6,069 | 861 |
Ambulatory Health Care Services | 3,613 | 5.115 | 70,636 | 4,507 |
Couriers & Messengers | 2,964 | 5.062 | 58,554 | 1,066 |
Accommodation | 4,616 | 4.970 | 92,875 | 3,341 |
Clothing & Clothing Accessories Stores | 1,640 | 4.907 | 33,425 | 1,989 |
The industries most likely to employ Hispanic women as officials and managers are somewhat different than those most likely to hire Hispanic women overall. The top three industries for the total employment of Hispanic women are (1) Crop Production, (2) Agriculture and Forestry Support Activities and (3) Personal and Laundry Support Services. In contrast, Hispanic women are most likely to be employed as managers in (1) Water Transportation, (2) Scenic and Sightseeing Transportation and (3) Accommodations. See Table 8.
Table 8
Top Ten Industries Based on the
Employment of Hispanic Women
As Officials and Managers
INDUSTRY | MANAGERS | REPORTS FILED | ||
---|---|---|---|---|
HISPANIC WOMEN | HISPANIC WOMEN PERCENT | TOTAL | ||
Water Transportation | 252 | 4.14 | 6,095 | 107 |
Scenic & Sightseeing Transportation | 34 | 4.07 | 835 | 34 |
Accommodation | 3,772 | 4.06 | 92,875 | 3,341 |
Clothing & Clothing Accessories Stores | 1,224 | 3.66 | 33,425 | 1,989 |
Social Assistance | 870 | 3.35 | 26,003 | 1,839 |
Apparel Manufacturing | 552 | 3.25 | 17,010 | 796 |
Crop Production | 159 | 3.13 | 5,087 | 248 |
General Merchandise Stores | 5,742 | 3.09 | 185,620 | 13,109 |
Motion Picture & Sound Recording Industries | 473 | 2.93 | 16,144 | 769 |
Credit Intermediation & Related Activities | 7,412 | 2.78 | 266,743 | 6,094 |
While Motion Picture and Sound Recording Industries is the top employer of Asian women managers, it is not in the top ten industries employing Asian women. Similarly, Nursing and Residential Care Facilities is the second highest employer of Asian managers but just 10th with respect to total employment. See Table 9.
Table 9
Top Ten Industries Based on the
Employment of Asian Women
as Officials and Managers
INDUSTRY | MANAGERS | REPORTS FILED | ||
---|---|---|---|---|
ASIAN WOMEN | ASIAN WOMEN PERCENT | TOTAL | ||
Motion Picture & Sound Recording Industries | 464 | 2.87 | 16,144 | 769 |
Nursing & Residential Care Facilities | 1,902 | 2.47 | 77,067 | 7,747 |
Clothing & Clothing Accessories Stores | 794 | 2.38 | 33,425 | 1,989 |
Accommodation | 2,094 | 2.26 | 92,875 | 3,341 |
Security, Commodity Contracts & Like Activity | 1,581 | 2.07 | 76,356 | 1,573 |
Credit Intermediation & Related Activities | 5,302 | 1.99 | 266,743 | 6,094 |
Hospitals | 4,368 | 1.81 | 241,093 | 4,284 |
Monetary Authorities -Central Bank | 82 | 1.78 | 4,601 | 70 |
Computer & Electronic Product Mfg | 3,742 | 1.77 | 211,962 | 4,331 |
Museums, Historical Sites & Like Institutions | 76 | 1.68 | 4,532 | 110 |
Gasoline Stations are the top employer of Native American women overall and as officials and managers. Besides that similarity, those industries employing the largest proportion of Native American women as officials and managers are quite different from those employing Native American women in all positions. The second and third ranked industries with respect to the employment of Native American women as officials and managers, Social Assistance and General Merchandise Stores, are not even in the top ten industries employing Native American women. See Table 10 for more detailed information.
Table 10
Top Ten Industries Based on the
Employment of American Indian/Alaskan Native Women
as Officials and Managers
INDUSTRY | MANAGERS | REPORTS FILED | ||
---|---|---|---|---|
NATIVE AMERICAN WOMEN | NATIVE AMERICAN WOMEN PERCENT | TOTAL | ||
Gasoline Stations | 28 | 0.325 | 8,616 | 498 |
Social Assistance | 68 | 0.262 | 26,003 | 1,839 |
General Merchandise Stores | 477 | 0.257 | 185,620 | 13,109 |
Nursing & Residential Care Facilities | 192 | 0.249 | 77,067 | 7,747 |
Ambulatory Health Care Services | 172 | 0.244 | 70,636 | 4,507 |
Educational Services | 23 | 0.241 | 9,530 | 515 |
Transit & Ground Passenger Transportation | 14 | 0.231 | 6,069 | 861 |
Food & Beverage Stores | 421 | 0.226 | 186,126 | 15,509 |
Hospitals | 525 | 0.218 | 241,093 | 4,284 |
Air Transportation | 70 | 0.208 | 33,697 | 733 |
While the ranking of industries most likely to employ women of color as managers varies by race/ethnic group there is some consistency. Industries ranked high on this criteria for more than one group include, Social Assistance, Accommodations, Clothing and Clothing Accessories Stores, Nursing and Residential Care Facilities, and Motion Picture and Sound Recording Industries.
Associated with the issue of glass ceilings is the exclusion of women from management positions. The issue might be even more severe for women of color. When minority women experience relatively high employment status, it might be expected that they can move as easily into management positions as their counterparts. This movement can be examined to some extent using EEO-1 data. For this analysis, the employment of women of color and all others is divided between managers and white collar employees. White collar employees are defined as those in the EEO-1 job groups of professionals, technicians and sales workers. These white collar employees are treated as if they represent the pool of workers from which officials and managers are selected.
Steps are taken to eliminate those industries where this assumption is unlikely to be accurate.(4) Further, it is not expected that job groups within the pool of white collar workers contribute evenly to management positions or that these relationships are the same in all industries. Therefore, the job groups are weighted based on their contribution.(5) An odds ratio is computed for each firm within an industry. The odds for a particular group, such as African American women, is the number of African American women reported as officials and managers divided by the sum of African American women reported as professionals, technicians and sales workers, using weighted values. The same calculation is made for all others, and the odds ratio is the division of these two odds. Once an odds ratio is computed for individual firms, a median is then constructed for relevant industries. To improve the accuracy of these calculations, the more detailed North American Industrial Classification System codes for industry groups (four digit codes) are utilized. Results reported in the following section are limited to the 50 industries with the largest EEO-1 employment in order to provide a more meaningful list.
Table 11 shows the top ten major industries where African American women have the highest probabilities of being managers (high median odds ratios). It is interesting to note that officials and managers in the most favorable industries, Legal Services, Offices of Physicians and Architectural, Engineering & Related Services may have limited management responsibilities. Partners or associates in these firms may be the true managers. In these industries a number of "office managers" may come from office and clerical workers in addition to professionals, technicians or sales workers.
Table 11
Those Industries Where African American Women Have
the Highest Odds of Moving from Employment as Professionals,
Technicians and Sales Workers to Management
Selected from the Top 50 Industries Based on Total Employment
INDUSTRY | NUMBER OF FIRMS | PERCENT OF AFRICAN AMERICAN WOMEN | WEIGHTED ODDS RATIO | TOTAL EMPLOYMENT RANK | |
---|---|---|---|---|---|
MANAGERS | WHITE COLLAR POSITIONS | ||||
Legal Services | 506 | 6.06 | 3.16 | 2.483 | 42 |
Offices of Physicians | 392 | 5.93 | 6.53 | 1.691 | 44 |
Architectural, Engineering & Related Services | 705 | 1.36 | 1.86 | 1.535 | 18 |
Scheduled Air Transportation | 50 | 4.68 | 6.38 | 1.410 | 13 |
Employment Services | 153 | 3.17 | 4.62 | 1.240 | 41 |
Building Material & Supplies Dealers | 139 | 1.48 | 4.94 | 1.232 | 19 |
Investigation & Security Services | 48 | 3.69 | 3.58 | 1.230 | 20 |
Computer Systems Design & Related Services | 639 | 2.94 | 2.92 | 1.163 | 15 |
Computer & Peripheral Equipment Mfg | 153 | 1.60 | 2.25 | 1.126 | 29 |
Nav/Measuring/Medical/ Control Instruments Mfg | 350 | 1.21 | 1.34 | 1.124 | 28 |
Table 12 shows the top ten major industries where African American women have the lowest probabilities of being managers (low median odds ratios). Department Stores are ranked as having the lowest probability but their ratio may be somewhat skewed by those African American women that work part-time and may not be interested in management positions due to their full-time employment in another area. On the other hand, the segregation of these workers into sales worker jobs with limited opportunities for advancement may be the more pervasive explanation for these results.
Table 12
Those Industries Where African American Women Have
the Lowest Odds of Moving from Employment as Professionals,
Technicians and Sales Workers to Management
Selected from the Top 50 Industries Based on Total Employment
INDUSTRY | NUMBER OF FIRMS | PERCENT OF AFRICAN AMERICAN WOMEN | WEIGHTED ODDS RATIO | TOTAL EMPLOYMENT RANK | |
---|---|---|---|---|---|
MANAGERS | WHITE COLLAR POSITIONS | ||||
Department Stores | 50 | 5.70 | 12.68 | 0.478 | 3 |
Insurance Carriers | 519 | 4.50 | 7.31 | 0.677 | 5 |
Pharmaceutical & Medicine Mfg | 191 | 2.11 | 3.62 | 0.680 | 25 |
Nursing Care Facilities | 1,021 | 7.96 | 15.51 | 0.706 | 10 |
Pulp, Paper & Paperboard Mills | 65 | 1.19 | 3.63 | 0.739 | 49 |
Depository Credit Intermediation | 325 | 5.24 | 6.53 | 0.741 | 8 |
Other Ambulatory Health Care Services | 328 | 6.02 | 9.57 | 0.753 | 48 |
Community Care Facilities for the Elderly | 449 | 8.25 | 16.26 | 0.760 | 45 |
Agencies & Other Insurance Related Activities | 201 | 3.72 | 5.99 | 0.767 | 50 |
Elec Pwr Generation, Transmsn & Distribution | 212 | 1.70 | 2.54 | 0.796 | 24 |
Table 13 shows those industries where Hispanic women have the highest probability of becoming managers. The top three industries are the same as the top three industries for African American women. As mentioned previously, the predominance of these industries might reflect negatively on the employment status of Hispanic women as managers in these industries are likely to have lower employment status than others.
Table 13
Those Industries Where Hispanic Women Have the Highest Odds
of Moving from Employment as Professionals, Technicians and Sales Workers
to Management
Selected from the Top 50 Industries Based on Total Employment
INDUSTRY | NUMBER OF FIRMS | PERCENT OF HISPANIC WOMEN | WEIGHTED ODDS RATIO | TOTAL EMPLOYMENT RANK | |
---|---|---|---|---|---|
MANAGERS | WHITE COLLAR POSITIONS | ||||
Legal Services | 506 | 3.56 | 1.44 | 3.100 | 42 |
Offices of Physicians | 392 | 4.21 | 4.46 | 2.124 | 44 |
Architectural, Engineering & Related Services | 705 | 1.05 | 1.21 | 1.765 | 18 |
Employment Services | 153 | 2.82 | 2.33 | 1.708 | 41 |
Nursing Care Facilities | 1,021 | 3.36 | 2.70 | 1.653 | 10 |
Community Care Facilities for the Elderly | 449 | 3.55 | 2.61 | 1.519 | 45 |
Computer Systems Design & Related Services | 639 | 1.61 | 1.25 | 1.505 | 15 |
Data Processing Services | 170 | 1.61 | 1.46 | 1.500 | 34 |
General Medical & Surgical Hospitals | 1,652 | 2.44 | 2.80 | 1.432 | 1 |
Investigation & Security Services | 48 | 1.70 | 1.28 | 1.336 | 20 |
Table 14 shows the top ten major industries where Hispanic women have the lowest probabilities of being managers (low median odds ratios). Like African American women, Department Stores are ranked as having the lowest probability for Hispanic women to move into management positions. Other low ranked industries include Depository Credit Intermediation (commercial banks and savings and loan associations) and Pharmaceutical and Medicine Manufacturing. The latter is the third lowest ranked industry for both African American and Hispanic women.
Table 14
Those Industries Where Hispanic Women Have the Lowest Odds
of Moving from Employment as Professionals, Technicians and
Sales Workers to Management
Selected from the Top 50 Industries Based on Total Employment
INDUSTRY | NUMBER OF FIRMS | PERCENT OF HISPANIC WOMEN | WEIGHTED ODDS RATIO | TOTAL EMPLOYMENT RANK | |
---|---|---|---|---|---|
MANAGERS | WHITE COLLAR POSITIONS | ||||
Department Stores | 50 | 3.60 | 8.16 | 0.571 | 3 |
Depository Credit Intermediation | 325 | 2.42 | 3.14 | 0.707 | 8 |
Pharmaceutical & Medicine Mfg | 191 | 1.25 | 2.07 | 0.792 | 25 |
Aerospace Product & Parts Mfg | 158 | 0.74 | 1.41 | 0.809 | 21 |
Elec Pwr Generation, Transmsn & Distribution | 212 | 0.79 | 1.29 | 0.811 | 24 |
Pulp, Paper & Paperboard Mills | 65 | 0.89 | 1.70 | 0.825 | 49 |
Traveler Accommodation | 165 | 4.08 | 6.34 | 0.841 | 9 |
Motor Vehicle Mfg | 31 | 0.43 | 0.49 | 0.842 | 30 |
Nondepository Credit Intermediation | 140 | 3.72 | 4.46 | 0.842 | 39 |
Insurance Carriers | 519 | 1.85 | 2.79 | 0.849 | 5 |
Table 15 shows the highest ranked industries for Asian women. While Legal Services and Office of Physicians are also highly ranked for the probability of moving from white collar to management positions, some different industries are highly ranked for Asian women. The highest ranked industry is Full-Service Restaurants and Grocery Stores are ranked fourth.
Table 15
Those Industries Where Asian Women Have the Highest Odds
of Moving from Employment as Professionals, Technicians and Sales
Workers to Management
Selected from the Top 50 Industries Based on Total Employment
INDUSTRY | NUMBER OF FIRMS | PERCENT OF ASIAN WOMEN | WEIGHTED ODDS RATIO | TOTAL EMPLOYMENT RANK | |
---|---|---|---|---|---|
MANAGERS | WHITE COLLAR POSITIONS | ||||
Full-Service Restaurants | 47 | 1.62 | 1.70 | 2.013 | 6 |
Legal Services | 506 | 3.17 | 2.72 | 1.997 | 42 |
Offices of Physicians | 392 | 2.72 | 3.76 | 1.646 | 44 |
Grocery Stores | 293 | 0.73 | 1.46 | 1.414 | 2 |
Services to Buildings & Dwellings | 65 | 0.95 | 0.43 | 1.317 | 26 |
Employment Services | 153 | 1.71 | 2.22 | 1.280 | 41 |
Building Material & Supplies Dealers | 139 | 0.64 | 0.80 | 1.236 | 19 |
Architectural, Engineering & Related Services | 705 | 1.18 | 1.94 | 1.212 | 18 |
Scheduled Air Transportation | 50 | 1.29 | 2.57 | 1.195 | 13 |
Nursing Care Facilities | 1,021 | 3.37 | 5.26 | 1.159 | 10 |
Table 16 lists those industries where Asian women have the lowest chance of moving into management positions. While Pharmaceutical and Medicine Manufacturing is the third lowest ranked industry for both African American and Hispanic women, it is the lowest for Asian women. The second lowest ranked industry for Asian women is Department Stores which is ranked as having the lowest probability for African American women and Hispanic women to move into management positions.
Table 16
Those Industries Where Asian Women Have the Lowest Odds
of Moving from Employment as Professionals, Technicians
and Sales Workers to Management
Selected from the Top 50 Industries Based on Total Employment
INDUSTRY | NUMBER OF FIRMS | PERCENT OF ASIAN WOMEN | WEIGHTED ODDS RATIO | TOTAL EMPLOYMENT RANK | |
---|---|---|---|---|---|
MANAGERS | WHITE COLLAR POSITIONS | ||||
Pharmaceutical & Medicine Mfg | 191 | 2.55 | 5.25 | 0.553 | 25 |
Department Stores | 50 | 1.65 | 3.07 | 0.596 | 3 |
Scientific R&D Services | 326 | 1.77 | 3.98 | 0.646 | 31 |
Medical Equipment & Supplies Mfg | 227 | 1.60 | 3.41 | 0.668 | 46 |
Depository Credit Intermediation | 325 | 1.89 | 3.30 | 0.676 | 8 |
Computer & Peripheral Equipment Mfg | 153 | 2.10 | 3.90 | 0.677 | 29 |
Scrty & Comdty Contracts Intermed & Brokerage | 120 | 2.43 | 3.99 | 0.684 | 36 |
Nondepository Credit Intermediation | 140 | 2.43 | 4.66 | 0.698 | 39 |
Semiconductor & Oth Electronic Component Mfg | 497 | 2.72 | 5.32 | 0.704 | 14 |
Nav/Measuring/Medical/Control Instruments Mfg | 350 | 1.36 | 2.39 | 0.730 | 28 |
Table 17 displays those industries where Native American women have the highest odds of moving from white collar to management positions. Legal Services and Office of Physicians are the highest ranked which is consistent with the results for African American women and Hispanic women. It is also compatible with the results for Asian women. Native American women also display high odds of becoming managers in General Medical & Surgical Hospitals.
Table 17
Those Industries Where Native American Women Have the Highest Odds
of Moving from Employment as Professionals, Technicians
and Sales Workers to Management
Selected from the Top 50 Industries Based on Total Employment
INDUSTRY | NUMBER OF FIRMS | PERCENT OF NATIVE AMERICAN WOMEN | WEIGHTED ODDS RATIO | TOTAL EMPLOYMENT RANK | |
---|---|---|---|---|---|
MANAGERS | WHITE COLLAR POSITIONS | ||||
Legal Services | 506 | 1.83 | 0.08 | 4.634 | 42 |
Offices of Physicians | 392 | 1.48 | 0.56 | 3.126 | 44 |
General Medical & Surgical Hospitals | 1,652 | 0.57 | 0.32 | 2.856 | 1 |
Architectural, Engineering & Related Services | 705 | 0.60 | 0.14 | 2.622 | 18 |
Other Ambulatory Health Care Services | 328 | 0.98 | 0.37 | 2.306 | 48 |
Employment Services | 153 | 0.83 | 0.18 | 2.305 | 41 |
Computer Systems Design & Related Services | 639 | 0.58 | 0.14 | 2.304 | 15 |
Nursing Care Facilities | 1,021 | 1.51 | 0.41 | 2.242 | 10 |
Grocery Stores | 293 | 0.31 | 0.46 | 2.144 | 2 |
Management, Sci & Tech Consulting Services | 287 | 0.59 | 0.14 | 2.030 | 38 |
Table 18 shows the industries where Native American women have the lowest odds of moving into management positions. Like other women of color, Department Stores is one of the lowest ranked industries. Depository Credit Intermediation is the second lowest ranked industry just as it was for Hispanic women. The lowest ranked industry for Native American women is Pulp, Paper & Paperboard Mills. This industry is also on the list of the 10 lowest industries for African American women and for Hispanic women, but the industry is not as low ranked for those groups.
Table 18
Those Industries Where Native American Women Have the Lowest Odds
of Moving from Employment as Professionals, Technicians
and Sales Workers to Management
Selected from the Top 50 Industries Based on Total Employment
INDUSTRY | NUMBER OF FIRMS | PERCENT OF NATIVE AMERICAN WOMEN | WEIGHTED ODDS RATIO | TOTAL EMPLOYMENT RANK | |
---|---|---|---|---|---|
MANAGERS | WHITE COLLAR POSITIONS | ||||
Pulp, Paper & Paperboard Mills | 65 | 0.24 | 0.17 | 0.818 | 49 |
Depository Credit Intermediation | 325 | 0.31 | 0.20 | 0.819 | 8 |
Department Stores | 50 | 0.29 | 0.52 | 0.822 | 3 |
Elec Pwr Generation, Transmsn & Distribution | 212 | 0.26 | 0.14 | 0.886 | 24 |
Converted Paper Product Mfg | 176 | 0.85 | 0.15 | 0.914 | 37 |
Traveler Accommodation | 165 | 0.59 | 0.24 | 0.917 | 9 |
Motor Vehicle Body & Trailer Mfg | 81 | 0.32 | 0.09 | 0.937 | 40 |
Other Fabricated Metal Product Mfg | 296 | 0.92 | 0.10 | 0.980 | 47 |
Animal Slaughtering & Processing | 56 | 1.36 | 0.19 | 1.006 | 23 |
Aerospace Product & Parts Mfg | 158 | 0.29 | 0.20 | 1.012 | 21 |
Women of color appear to have some common experiences with respect to the movement from white collar positions into management. Consistently, Legal Services, Offices of Physicians and Architectural, Engineering & Related Services are among the industries with the highest odds for minority women moving from white collar positions into management positions. This is not necessarily "good" news, as these industries may have managers with lower employment status than other industries. Those industries where women of color confront low probabilities of movement into management positions consistently include Department Stores and Pharmaceutical and Medicine Manufacturing and Depository Credit Intermediation.
Another measure to examine the employment status of women of color is a per capita charge rate that compares charges filed to employment. Such rates are computed for each race/ethnic group. The EEO-1 data from 2001 and charge data from fiscal year 2002 are used. The charge data came from EEOC and FEPAs. In order to obtain charging party race/ethnic data in the same way as it is collected for the EEO-1, only charging party's race and charging party's ethnicity are used. A per capita charge rate is computed by dividing charges filed per 1,000 EEO-1 reported employees. For example, the number of charges filed by African American women is divided by every 1,000 female African American employee reported on the EEO-1. The rates are also computed by industry. Here a two-digit SIC code(6) is utilized. In order to produce meaningful results, the analysis is restricted to those industries which had at least 50 EEO-1 reports and at least 1,000 employees of the group being examined.
In order to measure the differential effects for race/ethnicity and industrial groups, an analysis of variance is conducted. The results indicate an effect for both race/ethnicity and industrial groups. Overall, these two items account for 76 percent of the variability in the per capita charge rates by race/ethnic group for specific industry groups. Of this explained variability, race/ethnic groups account for 35 percent and industrial groups account for 65 percent. That is, industrial groups are almost twice as useful as race/ethnicity for explaining differences in per capita charge rates.
Two different but related analyses are conducted to detect whether five race/ethnic groups had substantially different experiences in different industries. Two different simple correlation procedures indicate a substantial relationship between per capita charge rates by industry for race/ethnic groups. The relationship is highest between White non-Hispanic women and African American women (0.90 correlation), high between White non-Hispanic women and Hispanic women (0.81 correlation) and lowest between Asian women and Native American women (0.50 correlation). Factor analysis confirms that it is not necessary to specify both race/ethnicity and industry to explain per capita charge rates. It is only necessary to specify either race/ethnic group or industry.
Per capita charge rates based on race/ethnic groups of women is provided in Table 19. When examining per capita charge rates, African American women file charges at a greater rate than other race/ethnic groups followed by Native American women, Hispanic women, White Non-Hispanic women and Asian women.
Table 19
Charge Rate per 1,000 Employees
WOMEN | CHARGES PER 1,000 EMPLOYEES |
---|---|
WHITE NON-HISPANIC | 1.37 |
AFRICAN AMERICAN | 5.19 |
HISPANIC | 2.59 |
ASIAN | 1.12 |
NATIVE AMERICAN | 2.64 |
Table 20 provides the high and low per capita charge rates by group of women and by industry.
Table 20
Highest and Lowest Industry Charge Rates
by Race/Ethnic Group
WOMEN | INDUSTRIES WITH LOWEST RATES (CHARGES PER 1,000 EMPLOYEES) |
INDUSTRIES WITH HIGHEST RATES (CHARGES PER 1,000 EMPLOYEES) |
---|---|---|
WHITE NON-HISPANIC | Engineering & Management Services (0.22) | Agricultural Services (9.79 ) |
AFRICAN AMERICAN | Engineering & Management Services (0.99 ) | Automotive Dealers & Service Stations (27.6 ) |
HISPANIC | Engineering & Management Services (0.35 ) | Special Trade Contractors (14.3) |
ASIAN | Stone, Clay, & Glass Products (0.0) | Apparel & Other Textile Products (8.20) |
NATIVE AMERICAN | Engineering & Management Services (0.33) | Social Services (7.74) |
While industry plays a greater role in explaining per capita charge rates, by examining results for each of the race/ethnic groups, it is possible to see the consistency of industry results and identify limited differences. Table 21 lists the industries with the five highest per capita charge rates for African American women. Automotive Dealers and Service Stations and Miscellaneous Manufacturing Industries are the industries with the highest rates of charges filed by African American women, with each having more than 27 charges per 1,000 employees.
Table 21
Highest Per Capita Charge Rates for African American Women
INDUSTRY | EEO-1 REPORTS FILED | TOTAL EEO-1 EMPLOYMENT | AFRICAN AMERICAN WOMEN EEO-1 EMPLOYMENT | CHARGES FILED BY AFRICAN AMERICAN WOMEN | CHARGES PER 1,000 AFRICAN AMERICAN WOMEN EMPLOYEES |
---|---|---|---|---|---|
Automotive Dealers & Service Stations | 2,297 | 308,174 | 9,373 | 259 | 27.6 |
Miscellaneous Manufacturing Industries | 1,131 | 237,013 | 9,663 | 263 | 27.2 |
General Building Contractors | 1,024 | 211,688 | 3,028 | 76 | 25.1 |
Special Trade Contractors | 2,283 | 410,140 | 3,843 | 82 | 21.3 |
Personal Services | 929 | 141,287 | 13,855 | 288 | 20.8 |
The industries with the lowest per capita charge rates for African American women are listed in Table 22. Engineering & Management Services is the lowest ranked industry with slightly less than one charge filed by an African American woman per 1,000 female African American employees.
Table 22
Lowest Per Capita Charge Rates for African American Women
INDUSTRY | EEO-1 REPORTS FILED | TOTAL EEO-1 EMPLOYMENT | AFRICAN AMERICAN WOMEN EEO-1 EMPLOYMENT | CHARGES FILED BY AFRICAN AMERICAN WOMEN | CHARGES PER 1,000 AFRICAN AMERICAN WOMEN EMPLOYEES |
---|---|---|---|---|---|
Engineering & Management Services | 6,812 | 1,334,615 | 66,784 | 66 | 0.99 |
Textile Mill Products | 1,274 | 351,354 | 40,375 | 50 | 1.24 |
Paper And Allied Products | 2,288 | 504,996 | 21,270 | 45 | 2.12 |
Leather and Leather Products | 168 | 42,228 | 1,372 | 3 | 2.19 |
General Merchandise Stores | 12,694 | 2,569,437 | 269,340 | 713 | 2.65 |
Table 23 examines the highest ranked industries with respect to charges filed by Hispanic women per 1,000 female Hispanic employees. The industries listed here appear to be heavily represented in construction-related fields. Three of the five industries are in that sector of the economy. Automotive Dealers and Service Stations, although listed fifth, is notable as it is the highest ranked industry for African American women filing charges. Of course, General Building Contractors and Special Trade Contractors are also in the highest five ranked industries for both Hispanic women and African American women filing charges.
Table 23
Highest Per Capita Charge Rates for Hispanic Women
INDUSTRY | EEO-1 REPORTS FILED | TOTAL EEO-1 EMPLOYMENT | HISPANIC WOMEN EEO-1 EMPLOYMENT | CHARGES FILED BY HISPANIC WOMEN | CHARGES PER 1,000 HISPANIC WOMEN EMPLOYEES |
---|---|---|---|---|---|
Special Trade Contractors | 2,283 | 410,140 | 4,631 | 66 | 14.3 |
General Building Contractors | 1,024 | 211,688 | 3,079 | 34 | 11.0 |
Auto Repair, Services, And Parking | 1,068 | 152,967 | 5,361 | 54 | 10.1 |
Heavy Construction, Ex. Building | 1,302 | 282,533 | 1,569 | 15 | 9.56 |
Automotive Dealers & Service Stations | 2,297 | 308,174 | 9,472 | 83 | 8.76 |
Table 24 examines the lowest ranked industries with respect to charges filed by Hispanic women per 1,000 female Hispanic employees. Engineering and Management Services is the lowest ranked industry, with just 0.35 charges filed by Hispanic women per 1,000 female Hispanic employees. This industry is also the lowest ranked industry for African American women. General Merchandise Stores also appears among the lowest ranked groups for both African American women and Hispanic women.
Table 24
Lowest Per Capita Charge Rates for Hispanic Women
INDUSTRY | EEO-1 REPORTS FILED | TOTAL EEO-1 EMPLOYMENT | HISPANIC WOMEN EEO-1 EMPLOYMENT | CHARGES FILED BY HISPANIC WOMEN | CHARGES PER 1,000 HISPANIC WOMEN EMPLOYEES |
---|---|---|---|---|---|
Engineering & Management Services | 6,812 | 1,334,615 | 34,654 | 12 | 0.35 |
Museums, Botanical, Zoological Gardens | 106 | 39,787 | 1,620 | 1 | 0.62 |
Wholesale Trade--Nondurable Goods | 3,802 | 803,033 | 33,082 | 31 | 0.94 |
General Merchandise Stores | 12,694 | 2,569,437 | 174,379 | 174 | 1.00 |
Industrial Machinery and Equipment | 4,429 | 1,213,063 | 23,586 | 25 | 1.06 |
Charges filed by Asian women are also examined by industry and the highest ranked industries with respect to charges filed by Asian women per 1,000 female Asian employees are listed in Table 25.
Table 25
Highest Per Capita Charge Rates for Asian Women
INDUSTRY | EEO-1 REPORTS FILED | TOTAL EEO-1 EMPLOYMENT | ASIAN WOMEN EEO-1 EMPLOYMENT | CHARGES FILED BY ASIAN WOMEN | CHARGES PER 1,000 ASIAN WOMEN EMPLOYEES |
---|---|---|---|---|---|
Apparel And Other Textile Products | 853 | 178,859 | 6,094 | 50 | 8.20 |
Auto Repair, Services, And Parking | 1,068 | 152,967 | 1,942 | 13 | 6.69 |
Personal Services | 929 | 141,287 | 3,746 | 22 | 5.87 |
Automotive Dealers & Service Stations | 2,297 | 308,174 | 2,270 | 13 | 5.73 |
Real Estate | 1,189 | 184,102 | 2,724 | 15 | 5.51 |
The industries where Asian women are most likely to file charges are in some ways very similar to industries where other women of color are most likely to file charges. For example, Automotive Dealers and Service Stations is ranked as the fourth worst industry for per capita charge rates for Asian women. It is ranked first for African American women and fifth for Hispanics women. Auto Repair Services and Parking is ranked second for Asian women and third for Hispanic women. However, the industry with the highest per capita charge rate for Asian women is the Manufacturing of Apparel and Other Textile Products which is not observed on the list of high charge rates for African American women or for Hispanic women.
Table 26
Lowest Per Capita Charge Rates for Asian Women
INDUSTRY | EEO-1 REPORTS FILED | TOTAL EEO-1 EMPLOYMENT | ASIAN WOMEN EEO-1 EMPLOYMENT | CHARGES FILED BY ASIAN WOMEN | CHARGES PER 1,000 ASIAN WOMEN EMPLOYEES |
---|---|---|---|---|---|
Stone, Clay, And Glass Products | 1,518 | 294,124 | 1,590 | 0 | 0. |
Instruments And Related Products | 2,002 | 628,539 | 24,239 | 4 | 0.17 |
Insurance Agents, Brokers, & Service | 1,094 | 218,671 | 4,421 | 1 | 0.23 |
Engineering & Management Services | 6,812 | 1,334,615 | 38,057 | 10 | 0.26 |
Security And Commodity Brokers | 1,516 | 414,997 | 14,790 | 5 | 0.34 |
Table 26 provides the list of the industries with the lowest per capita charge rates for Asian women. The fourth lowest ranked industry for Asian women is Engineering & Management Services. This industry ranks lowest for African American women and Hispanic women. The highest ranked industry, Stone, Clay, and Glass Products had no charges during the period studied but also had very limited employment of Asian women.
Table 27 provides the list of the five industries with the highest per capita charge rates for charges filed by Native Americans. The highest ranked industry is Social Services. Related service industries of Hotel and Other Lodging Places and Eating and Drinking Places, are also among the industries with a high per capita charge rate for Native American women.
Table 27
Highest Per Capita Charge Rates for Native American Women
INDUSTRY | EEO-1 REPORTS FILED | TOTAL EEO-1 EMPLOYMENT | NATIVE AMERICAN WOMEN EEO-1 EMPLOYMENT | CHARGES FILED BY NATIVE AMERICAN WOMEN | CHARGES PER 1,000 NATIVE AMERICAN WOMEN EMPLOYEES |
---|---|---|---|---|---|
Social Services | 3,352 | 515,928 | 1,937 | 15 | 7.74 |
Miscellaneous Retail | 3,949 | 536,867 | 1,597 | 11 | 6.89 |
Hotels And Other Lodging Places | 3,341 | 906,306 | 2,595 | 16 | 6.17 |
Electric, Gas, And Sanitary Services | 3,229 | 617,907 | 1,066 | 5 | 4.69 |
Eating And Drinking Places | 16,245 | 1,512,632 | 5,698 | 25 | 4.39 |
Table 28 displays those industries where Native American women are least likely to file charges. The lowest ranked industry for Native American women is Engineering and Management Services. This industry also ranks lowest for African American women and Hispanic women. General Merchandise Store is the second lowest ranked industry for charges filed by Native American women. The industry is also among the lowest ranked for African American women and Hispanic women.
Table 28
Lowest Per Capita Charge Rates for Native American Women
INDUSTRY | EEO-1 REPORTS FILED | TOTAL EEO-1 EMPLOYMENT | NATIVE AMERICAN WOMEN EEO-1 EMPLOYMENT | CHARGES FILED BY NATIVE AMERICAN WOMEN | CHARGES PER 1,000 NATIVE AMERICAN WOMEN EMPLOYEES |
---|---|---|---|---|---|
Engineering & Management Services | 6,812 | 1,334,615 | 3,029 | 1 | 0.33 |
General Merchandise Stores | 12,694 | 2,569,437 | 13,126 | 9 | 0.69 |
Instruments And Related Products | 2,002 | 628,539 | 1,344 | 1 | 0.74 |
Food Stores | 16,021 | 2,012,395 | 7,948 | 6 | 0.75 |
Building Materials & Garden Supplies | 2,613 | 411,865 | 1,029 | 1 | 0.97 |
Race/ethnicity and industry both have an effect on per capita charge rates. African American women file charges at a greater rate (5.19) than other race/ethnic groups. Native American women (2.64) and Hispanic women (2.64) file at a similar rate, followed by White Non-Hispanic women (1.37) and Asian women (1.12). Additionally, it is not necessary to specify both race/ethnicity and industry to explain per capita charge rates. It is only necessary to specify either race/ethnic group or industry. While there are minor differences between race/ethnic groups of women, the consistency of industrial rankings is apparent.
Firms in Engineering and Management Services are least likely to be the subject of a charge by each of the minority groups of women, except Asian women. While a number of charges are filed against General Merchandise Stores, accounting for employment reveals that women of color have a relatively small probability of filing charges against these type of firms. On the other hand, with the exception of Native American women, the Automotive Dealers and Service Stations is consistently ranked among the industries with the highest per capital charge rates. This industry has the worst charge rate for African American women and Asian women. Construction-based industries, such as Special Trade Contractors and General Building Contractors, have high per capita charge rates for both African American women and Hispanic women. The highest ranked industry with highest level of per capita charges by Asian women is Apparel And Other Textile Products and for Native American women it is Social Services.
For additional information, visit our web site at http://www.eeoc.gov. Click on STATISTICS and JOB PATTERNS FOR MINORITIES AND WOMEN (http://www.eeoc.gov/stats/jobpat/jobpat.html) for sample copies of the EEO-1 form, an instruction booklet and aggregate statistics. Click on EEOC ENFORCEMENT STATISTICS AND LITIGATION (http://www.eeoc.gov/stats/enforcement.html) for data regarding charges.
Footnotes:
1. See "Section 5, Description of Job Categories" in the EEO-1 instruction booklet athttp://www.eeoc.gov/stats/jobpat/e1instruct.html.
2. There are more than 100 state and local Fair Employment Practices Agencies (FEPAs). The EEOC has cooperative relationships with all but a few of them. The EEOC and the FEPAs it works with have reached Worksharing Agreements that divide up their common workload of charges in order to avoid duplication of charge processing. Each charge of discrimination that is covered by both an EEOC-enforced statute and the FEPA's law or ordinance is dual-filed under both laws, regardless of which agency receives it.
3. Industries with 25 or fewer EEO-1 reports filed are excluded from these analyses.
4. Industries with fewer than 15 companies are not included, nor are those with more officials and managers than white collar workers. Also, those industries where regression results showed no relationship between white collar and officials and managers are removed.
5. Weights are generated by using a canonical correlation of total officials and managers with total professional, total technical and total sales workers. The weights used are the standardized regression coefficients. If the regression coefficient is less than zero or is not statistically significant, a weight of zero is assigned. Thus, the job group is not included in the calculation.
6. It should be noted that this information is sometimes missing in the EEOC charge tracking system.
This page was last modified on July 28, 2003.