Hispanic Representation In The Department Of Defense Civilian Workforce PDF Download

This study examined potential differences between newly hired Hispanic and Anglo blue-collar Navy civilian employees. Thirty-one Navy activities were identified for participation in this phase of a 4-year Equal Employment Enhancement project. Each male Hispanic who entered a Department of the Navy Occupational Level (DONOL) Code 8 or 9 semi-skilled or journey person job at one of those activities was to be administered a questionnaire during the first week of his employment. A comparison Anglo male entering a similar job was surveyed whenever his accession followed the accession of an Hispanic. Usable surveys were obtained from 76 Hispanics and 75 Anglos. Few statistically significant differences were detected among the groups. However, two areas of differences were found: the need for role clarity in the job and the belief that Hispanics are suspicious of the government. In both cases, less acculturated Hispanics (LAH) and Anglos differed. LAHs needed significantly more role clarity in their work and disagreed more strongly with statements suggesting that Hispanics do not trust the government. It is recommended that more formal methods of recruitment for DONOL Code 8 and 9 jobs be used to alleviate the Navy's Hispanic underrepresentation. Second, the relatively higher need for clarity of LAHs may be accommodated through training of supervisors. Keywords: Hispanic, Equal employment opportunity, Surveys. (sdw).