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INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 10284
June4, 2019
To the Mayor and Members of the City Council
Page 1 of 3
SUBJECT: MANAGEMENT DIVERSITY REVIEW
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, municate and
deliver services. Havi
of its customer base and enhances its execution of services. Having an internal workforce that reflects the diversity
of our Community is a key focus at the City of Fort Worth.
Human Resources (HR) reports annually total employee demographics as shown below.
This informal report will also provide an update specifically about the recruitment efforts of Senior Management,
meaning Assistant Directors and higher, at the City. For several years, HR and City Management have had the
following 3 goals for each selection process. They are:
Find the best candidate for each position thru a competitive process
The workforce reflects the diversity of the community
Remove bias from the selection process
2009 / 2019
(as of 05/01/19)
AFRICAN-
RESIDENTS CAUCASIAN HISPANIC OTHER CFW RESIDENT
AMERICAN
CFW Population 2019 40.20% 34.80% 18.80% 6.20%
Tarrant County 2019 46.80% 28.90% 17.10% 7.20%
Tri-County 2019 67.53% 20.80% 7.40% 4.27%
EE GROUP 2009 2019 2009 2019 2009 2019 2009 2019 2009 2019
All Employees 56.34% 54.00% 22.64% 23.80% 17.63% 17.40% 3.39% 4.90% 49.88% 49.12%
General 48.30% 43.60% 25.10% 28.00% 23.60% 22.50% 3.00% 5.80% 60.90% 57.80%
Sworn Police 69.20% 65.40% 15.80% 20.40% 12.60% 10.60% 2.50% 3.60% 41.50% 41.08%
Sworn Fire 77.80% 78.90% 10.80% 10.50% 10.30% 8.30% 1.10% 3.30% 31.60% 28.30%
General Exempt 62.40% 55.82% 13.40% 16.94% 19.00% 18.76% 5.20% 8.47% 50.80% 50.99%
General Nonexempt 42.40% 38.71% 30.00% 32.76% 25.50% 23.78% 2.10% 4.75% 65.20% 59.19%
Managerial 76.00% 69.83% 9.30% 12.50% 11.50% 13.79% 3.30% 3.88% 44.80% 47.84%
Assistant Directors 68.60% 68.70% 11.80% 17.30% 17.60% 10.12% 2.00% 3.84% 35.30% 43.40%
Directors and Above 62.50% 66.67% 12.50% 11.11% 22.50% 22.22% 2.50% 0.00% 85.00% 88.89%
Total Management 72.60% 69.17% 10.20% 12.50% 14.20% 13.78% 2.90% 3.85% 48.90% 47.59%
Professional 59.10% 52.65% 12.60% 17.65% 21.40% 19.96% 6.90% 9.74% 50.56% 57.89%
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS
INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 10284
June4, 2019
To the Mayor and Members of the City Council
Page 2 of 3
SUBJECT: MANAGEMENT DIVERSITY REVIEW
Highlights
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.
ing Sworn Police and Fire personnel) most closely represent the demographics
of the City of Fort Worth and is continuing to become more diverse.
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 this group with Hispanic employees increasing the most.
Civil Service positions, as well as Management positions, remain the focus to improve the diversity of the
workforce.
Sr. Management Recruitment
The first chart below shows the current gender and ethnicity information of Sr. Management at the City of Fort
Worth. The second chart shows how the focus on diversity has improved the hiring statistics from 2016 to present.
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS
INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 10284
June4, 2019
To the Mayor and Members of the City Council
Page 3 of 3
SUBJECT: MANAGEMENT DIVERSITY REVIEW
Professional Recruiting
In order to find the top talent nationally for our highest level positions, and increase the diversity of the candidate
pools, the City of Fort Worth has increasingly used an active recruitment model. This model has proven to be very
successful, both in the quality of the candidates pools, as well as the diversity of themement, with
the recruitment firm it has used, is that City Management and Human Resources will not move forward with a finalist
pool of candidates unless it meets the diversity standards of this organization. In every instance, the recruitment firm
has delivered on that agreement. In a review of both the diversity of the candidates presented, as well as the diversity
of the finalist pools that the City chose to move forward with, the percent of diverse candidates presented averaged
55%, and the percent of diverse candidates the City chose as finalists averaged 70%.
In closing, there continues to be a focus on removing bias from the process by the use of diverse panels, including in
many cases, others outside of the hiring Department to be a part of the interview process. The candidate pools, as
well as the results of each recruitment, are always reviewed by Human Resources. The City
efforts to find the best candidates for each position thru a competitive process, hire a workforce that reflects the
diversity of the community, and remove bias from the selection process.
Please contact Brian Dickerson, Director of Human Resources at (817) 392-7783, if you have any questions.
David Cooke
City Manager
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS