HomeMy WebLinkAboutIR 9848 INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 9848
To the Mayor and Members of the City Council February 9, 2016
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*a SUBJECT: MANAGEMENT DIVERSITY REVIEW
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Diversity is a core value for the City of Fort Worth. As a core value the City recognizes that a
diverse workforce provides many perspectives, views and ideas that add strength to the City's
ability to strategize, communicate and deliver services. The City and surrounding community, like
the United States as a whole, continues to evolve as an increasingly multicultural society. Having
employees who come from different demographics only furthers the City's understanding of its
customer base and enhances it execution of services.
Human Resources regularly collects and analyzes workforce data that is shared on the City's
website, annually. In August, 2015, Human Resources provided a special informal report to
Council indicating the racial/ethnic make-up for each employee group in 2005 and 2015
compared to 2010 census data. The information below is updated to reflect 2006 and 2016 data
compared to the 2010 census. Three population benchmarks are displayed - the City of Fort
Worth, Tarrant County and the Tri-County area which includes Tarrant, Parker and Johnson
Counties.
2006&2016
EE GROUP CAUCASIAN HISPANIC AFRICAN- OTHER CFW RESIDENT
AMERICAN
CFW Population 2010 41.7% 34.1% 18.9% 5.3%
Tarrant County 2010 51.8% 26.7% 14.9% 6.6%
Tri-County 2010 55.5% 25.2% 13.2% 6.1%
2006 2016 2006 2016 2006 2016 2006 2016 2006 2016
All Employees 60.1% 55.9% 19.0% 23.0% 18.9% 17.6% 1.9% 3.5% 53.6% 49.5%
General 52.3% 45.5% 22.4% 28.1% 23.0% 22.3% 2.3% 4.1% 63.0% 57.8%
Sworn Police 71.7% 68.4% 14.3% 17.8% 12.2% 10.8% 1.8% 3.0% 40.7% 41.4%
Sworn Fire 76.5% 78.7% 11.6% 10.4% 11.3% 9.3% 0.6% 1.6% 32.4% 28.6%
General Exempt 64.2% 58.1% 12.4% 16.0% 19.5% 19.7% 3.9% 6.2% 54.0% 51.2%
General Nonexempt 46.9% 39.9% 26.9% 33.5% 24.6% 23.4% 1.6% 3.2% 67.0% 60.7%
Managerial 76.5% 73.7% 5.9% 9.8% 14.1% 13.4% 3.5% 3.1% 47.1% 39.7%
Assistant Directors 69.4% 75.4% 6.1% 6.6% 20.4% 16.4% 4.1% 1.6% 46.9% 44.3%
Directors and Above 60.5% 61.5% 15.8% 15.4% 23.7% 23.1% 0.0% 0.0% 86.8% 73.1%
Total Management 72.8% 73.0% 7.4% 9.6% 16.7% 14.9% 3.1% 2.5% 52.9% 43.8%
Professional 62.8% 1 55.1% 13.4% 1 17.1% 1 19.8% 1 20.7% 1 4.1% 1 7.1% 1 52.8% 51.6%
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS
INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 9848
To the Mayor and Members of the City Council February 9, 2016
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*a SUBJECT: MANAGEMENT DIVERSITY REVIEW
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Highlights
Much like last year, the data demonstrates that
• Over the last ten years, the overall workforce (All Employees) has become more racially
diverse with Hispanics achieving the most notable gains.
• "General' employees (excluding Sworn Police and Fire personnel) most closely represent the
demographics of the City of Fort Worth.
• Management positions are composed of three categories — Directors/Chiefs and above;
Assistant Directors, which includes Assistant and Deputy Chiefs; and Managers that includes
Police Captains, Fire Battalion Chiefs and civilian staff that typically supervise a division of a
department.
• Professional positions include all exempt employees not designated as management above.
Continued progress of minority representation exists in all groups with Hispanic employees
increasing the most.
• Civil Service positions remain a potential focus to improve the diversity of the workforce.
Recruitment — General and Sworn
While the City seeks to hire the best person for each and every position, there is a focus on
promoting racial diversity. Human Resources monitors all interview questions and screening
criteria before hiring supervisors review applications and panel interviews participants are
screened to ensure diversity. Human Resource also participates in job fairs and organizations
that help promote the City as a diverse employer. Human Resources also works directly with
departments where diversity is a challenge, building strategies for improvement.
Director and Assistant Director positions are typically handled by outside consultants that have
national reach. Advertising strategies and candidate pools are critiqued to ensure diversity is
addressed.
Human Resources, Police and Fire management and related associations are engaged in
improving workforce diversity for Civil Service personnel. Job fairs and special promotions along
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS
INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 9848
To the Mayor and Members of the City Council February 9, 2016
pdT�A4
Opp Page 3 of 3
�i
�i7 Y
*a SUBJECT: MANAGEMENT DIVERSITY REVIEW
#qtF rn
10,?5
with structural changes such as using and expanding assessment centers in addition to written
tests and entry-level testing in targeted communities to encourage minority candidates has
become a reality in the Police Department with the first such test scheduled for April.
David Cooke
City Manager
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS