Building a Diverse Work Force Scientists and Engineers in the Office of Naval Research (1997) / Chapter Skim
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2 Profiles of the Science and Engineering Work Force
2 Profiles of the Science and Engineering Work Force
Pages 15-48
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From page 15... ...
Because most scientists and engineers have several years of professional experience before joining ONR, the committee focused its attention on the pool of individuals who received their degrees between 1960 and 1989. Deemed to be of an experience level comparable to those currently at ONR, this group is described in the section below entitled "Experienced Doctorate and Master's Recipients." However, more recent degree recipients are by now or soon will be of an experience level to make them eligible for ONR positions as well.
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Experienced Doctorate and Master's Recipients Ph.D.s in Science and Engineering Fields In order to identify the pool of underrepresented minorities, women, and persons with disabilities possibly eligible to assume current management positions at OUR, the committee examined data Dom the 1993 Survey of Doctorate Recipients (the most recent data were not available at the time of committee deliberations)
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Experienced S&E doctorates by field, gender, race, and disability status.
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There are about 40,400 individuals from the national pool of experienced Ph.D. scientists and engineers who are underrepresented minorities, women, or disabled persons (see Table 25 20 15 10 5 1960~64 1965 69 1970-74 1975-79 1980~84 1985~9 Year of Doctorate ~Females _ Underrepresented minorities ~Disabled persons I Source: Table A-.3 FIGURE 2-3 Percent female, underrepresented minorities, and disabled S&E doctorates: 1960-89.
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are involved in conducting research or development. Master's in Engineering Information on the characteristics of experienced individuals with master's degrees in engineering was drawn from the 1993 National Survey of College Graduates.
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~ e ~ ] -:~ - .~ Total Elec S Comp Tech ~ Indat Civil March Chemical Other FIELD 1 ~ a Male Female aUnderrepresented minorities a Disabled persons 1 Source: Table A-2.
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of this target population are engaged in conducting research or development. Findings and Conclusions Based on these data, the committee finds that, even though the percentages are low, there are a substantial number of women, minorities, and disabled persons who are experienced scientists and engineers potentially eligible for employment at OUR.
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From page 22... ...
of the master's in engineering. Overall, there are 40,400 Ph.D.s and 23,800 master's recipients who are women, underrepresented minorities, or disabled persons in these national pools of experienced scientists and engineers.
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percent) of disabled persons in the physical sciences as in the five broad fields overall.
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~ Total Blological Engineerlng math ~Physical Paychok~y Sc1 Comp Sol Sol Fl ELD ~ Maw ~ F-rnale ~ Underrepresented rhino ~ Disabled pemons | FIGURE 2-$ Recent doctorates by field, gender, race, and disability status. 100 90 ~0 70 Be rat ~0 40 30 20 10 o Source: Table A-3.2 Tool Astronomy Atmos L Chemistry Geol L Physics Other Meteo Relet Sol F I E L D ~ Male ~ Female ~ Underrepresenbed minorities ~ Disabled persons FIGURE 2-9 Recent doctorates in physical sciences by field, gender, race, and disability status.
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of the more experienced group (see Figure 2-10~. Underrepresented minorities overall account for 4 percent (2,400~.
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Three-quarters of the work force entered college before 1970, putting them generally over age 45 (see Figure 2-12~. As would be expected, 20 out of 23 of the senior executives entered college before 1970, and ~ ~ entered college before 1960.
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The absence of any women or minorities among senior executives is evident. It is understandable that most of the senior managers would be white males, given the relatively small percentage of women and minorities in their age cohort and the lack of turnover at OUR.
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GS13-14 (NS36) 1970~89 S3% FIGURE 2-12 OUR S&E work force year of college entrance.
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Employment Status In order to compare OAR scientists and engineers with the national pool, the committee categorized them by five broad fields of employment, based on the occupational codes defined by the Office of Personnel Management (see note to Table A-5.
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Half of the senior executives work in the physical sciences (especially physics and oceanography) ; the other half are spread fairly evenly across the other four broad fields: mathematics and computer science, engineering, biological sciences, and cognitive sciences.
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31 Biological Sce.
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The differential data of"target grades" on male and female program officers at ONE are significant. An individual's target grade is the highest grade to which the person can be promoted from his or her current position without an open competition.
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33 Female 3% ~;~;~.v,v..,,~.
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The Navy was the most recent employer for 70 percent of the senior executives and 60 percent of the program officers. Of the female program officers, 13 out of 16 (over 80 percent)
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The committee believes there might be ways to give new employees experience in and orientation to the Navy without expecting prior Navy or federal employment. The majority of ONR employees who have some recent work experience outside of the Navy constitute a valuable resource for recruiting.
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Like their colleagues, these new ONR employees came generally from prior Navy employment. All but one of the IS recent hires listed the federal government as their most recent previous employer; one came from industry.
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These new hires represent almost half of the entire female S&E work force. The committee notes that, as a group, these women were hired in at lower grades than the men, and more women were hired without the doctoral degree.
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These senior women, combined with their 6 female colleagues at the GS ~ 5 level, would appear to be a potential source of recruitment for OUR senior executive positions. Underrepresented minorities also populate the lower grades in greater numbers, with 3 ~ (or 70 percent)
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~ ,! n ~ ~_ _ _ _ _ _ ~_ _ _ ~_ _ _ _ _ _ _ _ _ ~_ _ _ _ ~ Total Blok~y Engineerlng F I E L D ldlath Phy~h:al Scl CogntiveScl ~ Ma ~[~ Female ~ D~abled persone ~ Underrepre~ntod Mlnoritks ~ FIGURE 2-19 ~ S&E employees by field, gender, race, and disability status.
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From page 40... ...
Findings and Conclusions Both NRL employees and ONR principal investigators can serve as potential pools for the recruitment of more women and minorities into ONR program officer Assoclatlon 4% Academia 52% 1 Inquiry 8% (N = 525) Source: Human Resources Office, Office of Naval Research, 1996 \ Government 36% FIGURE 2-21 Female principal investigators by sector of employment.
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From page 41... ...
First, the percentage of women, minorities, and persons with disabilities in the age cohort of most ONR employees is small. Figure 2-22 compares the year of college entrance of ONR employees with doctoral degrees to that of the national pool of experienced Ph.D.s (comparable data were not available for master's recipients)
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From page 42... ...
~ o ~1 1 ........... 1 ~: ~1 <1950 1950-59 1960 69 Year of College Entrance | U Mah ~ Famete | ONR Doctorat.
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ONR has clearly made efforts in the past few years to recruit women, and the ONR work force is now nearly ~ ~ percent female, comparable to the percent of women in the national pools of experienced scientists and engineers (~15 percent)
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From page 45... ...
Representation of Minorities Because of the presence of only one underrepresented minority at OURS little can be said about the comparison of the ONR work force with the national pools. Table 2 - does provide the percent of underrepresented minorities in each of the national pools by field, which can be used as a guide to future recruitment.
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