In 2021, Generation Z had fewer Black federal employees than the average for all age groups, and those employees saw higher rates of attrition than their Gen Z counterparts of other races. Understanding federal workforce trends through the lens of generational groups can be helpful both for recruitment and to evaluate where and why important talent is leaving so that leaders can create solutions to prevent the turnover.
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Several barriers make it difficult for federal hiring managers working outside the Washington, D.C. area to recruit and retain talent. By serving as a connector between job seekers and federal agencies, the Partnership aims to reduce these barriers.
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Affinity groups—a group of employees with similar backgrounds, interests or demographic factors—can be a resource to help federal agencies foster a sense of belonging in the workplace, improve employee retention and increase recruitment of underrepresented communities.
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Many surveys about public opinion of government tend to focus on political leaders in Washington, D.C., and not as much on lesser known components of the federal government. The Partnership’s recent survey on trust in government focused on questions and word choice to highlight important distinctions not always considered in other surveys.
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The Partnership’s new Agency Performance Dashboard shares workforce trends at 24 federal agencies. We’re featuring highlights from the dashboard’s federal workforce demographic and retirement data to help agencies gain insights into their operations and provide easily accessible information about the government to the public.
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In staying true to our mission of building a better government and a stronger democracy, we highlighted some of our favorite reports from the past year and reflected on the lessons learned and knowledge gained.
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Our recent Fed Figures analysis found that the overall number of full-time civilian federal employees increased under the Trump administration—despite its stated intent to shrink the size of the federal workforce. However, one notable exception where this did not occur was at the State Department, which decreased by an average of 0.2% each year.
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