HomeMy WebLinkAbout(0003) IR 10363 - Management Diversity ReviewINFORMAL REPORT TO CITY COUNCIL MEMBERS
No. 10363
To the Mayor and Members of the City Council February 4, 2020
Page 1 of 3
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SUBJECT: MANAGEMENT DIVERSITY REVIEW
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Diversity is a core value for the City of Fort Worth. Talent Acquisition recognizes the importance of this core value
and understands the benefits of having a diverse workforce as it leads to improved innovation, reduced employee
turnover, and assists the city in attracting top talent. Having an internal workforce that reflects the diversity of our
community is a key focus at the City of Fort Worth. Talent Acquisition is making efforts to hire diverse candidates
with a focus not just on obvious identifiers like race, gender, and sexual orientation but also includes factors like age,
physical and mental ability, and religion.
Human Resources (HR) periodically reports on the City of Fort Worth's 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 Calendar Year Data
RESIDENTS
CAUCASIAN
HISPANIC
AFRICAN-
AMERICAN
OTHER
CFW RESIDENT
CFW Population 2019
39.50%
35.00%
19.00%
6.50%
Tarrant County 2019
45.90%
29.20%
17.50%
7.40%
Tri-County 2019
66.67%
21.33%
7.63%
4.37%
EE GROUP
2009
2019
2009
2019
2009
2019
2009
2019
2009
2019
All Employees
56.34%
53.01%
22.64%
24.30%
17.63%
17.39%
3.39%
5.30%
49.88%
49.11%
General
48.30%
43.04%
25.10%
28.47%
23.60%
22.02%
3.00%
6.47%
60.90%
57.07%
Sworn Police
69.20%
65.13%
15.80%
20.78%
12.60%
10.27%
2.50%
3.82%
41.50%
39.91%
Sworn Fire
77.80%
78.96%
10.80%
10.63%
10.30%
8.08%
1.10%
2.33%
31.60%
27.46%
General Exempt
62.40%
53.93%
13.40%
18.76%
19.00%
18.38%
5.20%
8.93%
50.80%
60.51%
General Nonexempt
42.40%
38.39%
30.00%
32.61%
25.50%
23.61%
2.10%
5.39%
65.20%
39.49%
Managerial
76.00%
61.62%
9.30%
17.84%
11.50%
14.59%
3.30%
5.95%
44.80%
43.24%
Assistant Directors
68.60%
73.21%
11.80%
14.29%
17.60%
7.14%
2.00%
5.36%
35.30%
33.93%
Directors and Above
62.50%
60.00%
12.50%
12.00%
22.50%
24.00%
2.50%
4.00%
85.00%
76.00%
Total Management
72.60%
63.91%
10.20%
16.54%
14.20%
13.91%
2.90%
5.64%
48.90%
44.36%
Professional
59.10%
j 51.31%
12.60%
19.53%
j 21.40%
j 19.16%
j 6.90%
j 10.00%
j 50.56%
50.37%
ISSUED BY THE CITY MANAGER
FORT WORTH, TEXAS
INFORMAL REPORT TO CITY COUNCIL MEMBERS
No. 10363
To the Mayor and Members of the City Council February 4, 2020
Page 2 of 3
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SUBJECT: MANAGEMENT DIVERSITY REVIEW
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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.
• "General" employees (excluding 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.
• Caucasians continue to be over represented in all employee groups but their numbers have gone down in all
but Police and Fire Sworn personnel and Assistant Directors.
• Hispanics improved over the ten-year period, but are still below their City of Fort Worth representation.
• African -Americans in the General and Director employee groups are above their City of Fort Worth
representation, but improvement is needed in the Assistant Director and Sworn Fire and Police employee
groups.
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 2018 to present.
Current Sr. Management
(CMO, Directors, Assistant Directors)
Gender
Female
37%
Male
63%
Ethnicity
Caucasian
66%
African -American
16%
Hispanic
15%
Other
3%
Hired 2018 to Present
(CMO, Directors, Assistant Directors)
Gender
Female
3 8%
Male
62%
Ethnici
Caucasian
38%
African -American
46%
Hispanic
8%
Other
8%
ISSUED BY THE CITY MANAGER
FORT WORTH, TEXAS
INFORMAL REPORT TO CITY COUNCIL MEMBERS
No. 10363
To the Mayor and Members of the City Council February 4, 2020
Page 3 of 3
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SUBJECT: MANAGEMENT DIVERSITY REVIEW
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Recruiting Efforts
The Talent Acquisition division of Human Resources continuously assesses current hiring practices to develop more
strategic ways of recruiting for a diverse pool of candidates and hires. One of the most recent steps taken towards
this initiative is removing any micro -inequity information from the application, such as historical and current salary,
as well as removing the application ranking from the hiring department view. In order to ensure we are investing in
the right job boards and our job advertisements are attracting a diverse group of applicants we have implemented the
use of analytics which allows the recruiting team assess the effectiveness of job boards to provide diverse candidates.
Talent Acquisition has also increased presence at job fairs geared to attract diverse groups, such as veterans. Other
diverse recruiting strategies include attending local community events and job fairs, partnering with local colleges
and universities, and participating in fellowship programs, such as ICMA Veterans. This month we are attending the
Re-entry Community Job Fair which focuses on providing employment opportunities for individuals with challenged
backgrounds. We also advertise in over 30 job boards that are diversity focused recruitment sites such as
LGBTConnect.com, Women's Job Network, African American Job Network, WorkplaceDiversity.com, Disability
Job Network, VetJobs.com and VeteransConnect.com to name a few. In addition, there continues to be a focus on
removing bias from the hiring 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 in-house recruiters.
Other continued efforts include working on a stronger brand and improving our career page on the website to attract
and encourage top diverse talent to apply and get hired. Talent Acquisition will be partnering with the new Diversity
and Inclusion department closely to enhance diversity recruitment efforts. Individual departments such as Fort
Worth Police Department are also working on promoting programs that attract minorities through recruitment efforts
by developing promotional recruitment videos, collaborating with local community, promoting practice tests for the
physical agility exam and by enhancing the community interest through current programs such as Explorer program,
Cadet Program, Police Trainee Program, and Police Volunteer Program.
In closing, Talent Acquisition is working towards creating a truly diverse and inclusive workplace by strongly
encouraging the participation of all hiring managers in the recruitment process and ensuring a collaborative effort
with all those involved in hiring decisions. We understand that a diverse and inclusive workforce is more
productive, engaged and adaptable and therefore we continue our efforts to target diverse candidates and work to
ensure that our all our hiring continue to reflect the diversity of the community.
If you have any questions, please call Brian Dickerson, Director of Human Resources at 817-392-7783.
David Cooke
City Manager
ISSUED BY THE CITY MANAGER
FORT WORTH, TEXAS