NCHHSTP Workforce Fact Sheet Series

In 2021, NCHHSTP established its Equity Initiative to optimize synergies between the Center’s existing equity activities and help identify additional strategic opportunities to embed equity into the framework of NCHHSTP’s workplace operations and public health programs. Focus Area 2 of the Initiative is Workplace Policies and Procedures, with a goal to ensure fairness and equity in recruitment, hiring, career advancement, and other human resource policies and practices.

In support of this goal, the NCHHSTP Workforce Fact Sheet Series was developed to examine current NCHHSTP workforce data¹, spotlight potential disparities, and guide action to ensure the Center’s workforce reflects diversity and equity by race, ethnicity, sexual orientation, gender identity, and ability.

This fact sheet series is composed of available information in human resource databases as well as aggregated, self-disclosed information collected from volunteer workforce surveys. More fact sheets will be developed as more data become available.

Using these data, NCHHSTP will establish new recruitment activities focused on:

• Increasing underrepresented populations in the applicant pool,
• Reducing any unconscious bias in the screening and interviewing process,
• Implementing a barrier analysis process to identify the root causes of disparities in our workforce diversity, and
• Removing any barriers that lead to disparities.

Diversity, equity, inclusion, and accessibility are central to the work of NCHHSTP, and everyone should feel welcome and encouraged to bring their whole self to work. Workforce data give NCHHSTP the tools necessary to advance workforce diversity programs, improve hiring practices, and ensure an inclusive workplace.

Race/Ethnicity and Gender in 2020

This fact sheet highlights the most recent race/ethnicity and gender (men/women) characteristics of NCHHSTP’s workforce, identifies key areas for improvement, and establishes a baseline for comparison as we monitor the future workforce.

Fact sheet highlights:

• Black/African American and Asian employees are represented at greater percentages (37% and 12%, respectively) in NCHHSTP compared with the federal civilian workforce² (18% and 6%, respectively) and the U.S. total civilian workforce³ (12% and 6%, respectively).
• Hispanic/Latino employees are represented at a lower percentage in NCHHSTP (5%) compared to the federal civilian workforce (9%) and the U.S. total civilian workforce (18%).
• NCHHSTP has a greater percentage of women employees (69%) than the federal civilian workforce (44%) and the U.S. total civilian workforce (48%).
• NCHHSTP has a greater percentage of racial and ethnic minority employees (54%) than the federal civilian workforce (38%) and the U.S. total civilian workforce (39%).
• NCHHSTP has a greater percentage of racial and ethnic minority employees in all general schedule (GS) levels, except GS-15 (24%), compared with the federal civilian workforce (25%). In addition, NCHHSTP minority representation at the GS-15 level is below the overall minority representation within the federal civilian (38%) and total civilian workforces (39%).
• American Indian, Alaska Native, Native Hawaiian, and Pacific Islander people, as well as people of two or more races, represent less than 2% of the NCHHSTP, federal civilian, and total civilian workforces.

NCHHSTP Workforce: Diversity from 2010 to 2021

This fact sheet highlights NCHHSTP workforce demographic data trends, comparing the years 2010 and 2021. These metrics are informing new recruitment, screening, and interviewing practices, and improving internal policies to ensure diverse representation and prevent discrimination.

Fact sheet highlights:

• From 2010 to 2021, racial/ethnic minority representation in the NCHHSTP workforce increased from 45% to 54%, representing a 20% relative increase.
• From 2010 to 2021, the percent of Black/African American persons in the NCHHSTP workforce increased from 29% to 35% (a 21% relative increase).
• From 2010 to 2021, the percent of Asian persons in the NCHHSTP workforce increased from 11% to 13% (an 18% relative increase).
• Hispanic/Latino representation at NCHHSTP remains low and decreased from 6% to 4% from 2010 to 2021 (a 33% relative decrease).
• From 2010 to 2021, representation of women employees increased from 61% to 69% (a 13% relative increase).
• From 2010 to 2021, representation of persons with a known disability increased from 9% to 13% (a 44% relative increase).
• From 2010 to 2021, racial/ethnic minority representation increased across all general schedule (GS) levels, including GS-14/15 (i.e., management level) positions.

Sexual Orientation and Gender Identity Representation

NCHHSTP is committed to meeting the needs of lesbian, gay, bisexual, transgender, and queer or questioning (LGBTQ+) employees. Sexual orientation and gender identity (SOGI) data are essential for informing supportive workforce policies and practices.

In 2021, NCHHSTP implemented the “Everyone Counts” Survey to gather information on SOGI diversity within the NCHHSTP workforce—the first survey of its kind conducted at CDC. This fact sheet summarizes the results of this voluntary and anonymous survey and establishes a baseline for comparison as we monitor the future workforce.

Fact sheet highlights:

• The proportion of staff in NCHHSTP who identify as a sexual or gender minority is about three times higher than HHS and the U.S. federal government.
• In 2021, 18% of NCHHSTP employees identified as a sexual minority, compared to 6% of HHS employees and 5% of U.S. federal employees.
• The proportion of staff identifying as a sexual minority is similar across all general schedule (GS) levels and varies across divisions.
• In 2021, 19% of staff in the highest levels of NCHHSTP leadership (GS 13-15 positions, Commissioned Corps of the U.S. Public Health Service, Senior Executive Service, and Title 42 executives) identified as a sexual minority.