We testified that VA has implemented 2 of the 7 recommendations from our June 2020 sexual harassment report, but significant issues still prevent the agency from effectively protecting its employees. Without additional action, VA will likely continue to be among agencies with a high percentage of employees reporting being harassed.
For example, VA continues to have the person who oversees personnel functions (e.g., hiring, promotions) also oversee the employment discrimination and harassment complaint processes. This can create a conflict of interest and erode employees' trust that sexual harassment complaints will be handled appropriately.
The Department of Veterans Affairs (VA) has taken steps to improve its efforts to prevent and address sexual harassment, but could realign its organizational structure, further strengthen policies, and better assess data. Most notably, VA has not taken sufficient action in response to our two priority recommendations on its structure for equal employment opportunity (EEO). GAO's 2020 report made seven recommendations for VA to address aspects of agency policies and complaint processes that may have hindered agency efforts to combat sexual harassment. VA has implemented two of these recommendations and five require additional action to be fully implemented. For example, VA has:
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