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Sexual harassment was less common than other types of incidents

• Among violations that were sex- or gender-related, most victims were targeted with gender-based or sexist behavior—either those behaviors alone or sexist behavior in combination with harassment that was sexual in nature.
• An estimated one in five employees experienced racial/ethnic harassment or discrimination in the preceding year. Women experienced higher rates of gender-based/sexual civil rights violations than men did, and racial/ethnic violations were most commonly experienced by employees who identified as two or more races or as African American.

Rates of civil rights violations varied across offices

Perceptions about direct supervisors were consistently more positive than those about senior-level FEMA leadership for climate for both sexual and racial/ethnic harassment

• A majority of FEMA employees said leaders would respond appropriately to negative gender-related or racial/ethnic climates, but a fairly substantial proportion perceived leadership behaviors as neutral, if not actively harmful.

Employees are not confident that reports filed will be handled properly

• About one-third to one-half of employees who experienced harassment or discrimination in the preceding year indicated that they had told a supervisor or manager or officially reported it to FEMA through another channel.

Most people who told a supervisor or manager about or officially reported discrimination were either neutral or dissatisfied with FEMA's response

• Retaliation was also frequently reported.

Following the Federal Emergency Management Agency's (FEMA's) 2018 internal investigation into sexual harassment and misconduct in its senior leadership ranks, FEMA leaders chose to openly discuss the problems and the need to develop and maintain a workplace in which all employees are treated with professionalism and respect. Although FEMA's investigation provided insights into the culture and misconduct in one FEMA office, it was not designed to provide a comprehensive account of harassment and discrimination across the organization.

Thus, FEMA asked the Homeland Security Operational Analysis Center (HSOAC) to provide an independent and objective assessment of the prevalence and characteristics of harassment and discrimination at FEMA. In April and May 2019, HSOAC fielded a survey designed to estimate the annual prevalence of workplace harassment and discrimination at FEMA and assess employee perceptions of leadership and workplace climate. In addition to sexual harassment, the survey assessed gender discrimination and racial/ethnic harassment and discrimination to provide a more complete description of the types of civil rights violations (harassment or discrimination on the basis of membership in any protected class) experienced by FEMA employees. This report contains detailed documentation of the results of that HSOAC-fielded survey.

• Chapter One

  Introduction

• Chapter Two

  Study Design and Analytic Approach

• Chapter Three

  Prevalence of Gender-Based/Sexual Equal Employment Opportunity Violations in the Past Year

• Chapter Four

  Characteristics of Gender-Based/Sexual Harassment in the FEMA Workforce

• Chapter Five

  Characteristics of Gender Discrimination in the FEMA Workforce

• Chapter Six

  Prevalence of Racial/Ethnic Civil Rights Violations

• Chapter Seven

  Characteristics of Racial/Ethnic Harassment in the FEMA Workforce

• Chapter Eight

  Characteristics of Racial/Ethnic Discrimination in the FEMA Workforce

• Chapter Nine

  Reporting Decisions, Perceived Organizational Response to Reports, and Barriers to Reporting

• Chapter Ten

  The FEMA Climate

• Chapter Eleven

  Next Steps for FEMA

• Appendix A

  Detailed Results from the FEMA Workplace Survey

• Appendix B

  The FEMA Workplace Survey Instrument

• Appendix C

  Climate and Incivility Literature Review