Federal Women's Program
The 20th century has been a time of amazing change for women. When the century began, women in the United States did not have even the fundamental human right to vote and were largely absent, save in stereotyped roles, from the American workplace including the Federal workplace.
Today, we still face the challenges of fairness and equity, along with the imperative of creating a workforce with the skills and competencies needed to meet our national challenges. Women represent 42.8 percent of the permanent Federal workforce, compared to 46.4 percent in the Civilian Labor Force (CLF). The Office of Personnel Management (OPM) is very concerned that the representation of women in the Federal workforce continues to lag behind representation in the CLF. Progress has been made; more and swifter progress is necessary.
Federal executives and managers have a responsibility to assure their department and agency workplaces reflect the rich diversity of America. All segments of our society, including women, must have equal opportunities to participate, and must receive fair treatment in all Federal human resources activities. BLM is part of Government wide initiative to improve the representation and the career development of women throughout Government.
Federal Women's Program integrated with EEO
In 1967, Executive Order 11375 added sex to other prohibited forms of discrimination such as race, color, religion, and national origin. In response to this, the Office of Personnel Management (OPM) established the Federal Women's Program (FWP). In 1969, Executive Order 11478 integrated the FWP into the Equal Employment Opportunity (EEO) Program and placed the FWP under the direction of EEO for each agency. First, the Executive Order emphasized upward mobility, and secondly, the Order mandated that EEO be an integral part of every aspect of employment, advancement, and treatment of civilian employees of the Federal government. OPM regulations implementing Public Law 92-261 require that Federal agencies designate a FWP Manager to advise the Director of EEO on matters affecting the employment and advancement of women. This law also requires that Federal agencies allocate sufficient resources for their Federal Women's Programs. In addition to the primary objectives, the FWP is central to BLM's effort to prevent "Sexual Harassment" in the workplace.
The FWP was established to assist in the elimination of barriers to the meaningful employment of women in the BLM workforce. Meaningful employment includes representation in each BLM occupation, at all grade levels. The FWP's primary focus is to address the employment needs, (i.e. recruitment, training/educational, retention, upward mobility, career counseling, mentoring, development details, promotion, equity in pay, etc.) and barriers (i.e. sex discrimination, sexual harassment, equal pay, hostile work environment, gender disparity and stereotyping, or sexism, etc.) of women as they relate to Federal employment policies, practices, and affirmative action.
FWP Sponsored Programs
America's Daughter's 2007
We recognize that women face many obstacles in their careers as they move up the ladder. However, there are many who’ve discovered various strategies in dealing with barriers. Each year, in observance of Women’s Equality Day, the FWPIC sponsors a mentoring/networking luncheon conference. The conference focuses on strategies to overcome those obstacles and provides an opportunity for women executives to share information with women still striving to move forward and up in their careers.
Living History: America’s Daughter’s Making a Difference - When you were 10 years old, do you remember what you wanted to be when you grew up? Little girls usually want to be teachers, nurses or doctors. Those are all wonderful professions but how many little girls respond, “I want to be a wildlife biologist!”
BLM Professionals Mentor Students Students get an early start on careers
Career Challenges 2007
During Women’s History Month (March) each year, the FWPIC (Federal Women's Program Interagency Committee) sponsors the annual Career Challenges Training Conference. The conference provides training opportunities for men and women to enhance their employability and advancement. Career Challenges also seeks to provide an outreach initiative to increase the representation of women in the federal workforce through workshops dedicated to career development and advancement, improving job performance and communication skills, conflict resolution skills, resume writing, interviewing techniques, financial and retirement planning strategies, and much more.
Previous FWPIC Events
Women Mentoring Women (2003)
Women in Leadership Symposium (2004)
Women Blaze the Trail (2005)
America’s Daughters (2006)
Theme TBA (2007