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Home My WebLink AboutIR 066 INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 22-066 To the Mayor and Members of the City Council May 3, 2022 Page 1 of 4 i i7 Y *a SUBJECT: MANAGEMENT DIVERSITY REVIEW rFrn Yg7'3 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. Having employees who come from different demographics only furthers the City's understanding 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 regularly on the City of Fort Worth's total employee demographics as shown below. 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 through a competitive process • The workforce reflects the diversity of the community • Remove bias from the selection process Chart 1 (Ethnicity) 2012 / 2022 fUS Of 0210112022) C=AUC=ASIAN HISPANIC~ AFRIC AN-AMEBIC AN OTHER RESIDENTS 2012 2022 2012 2022 2012 2CI22 2012 2022 CFW Population 42.33% 39.17% 33.62% 35.1096 18.58% 18.90.% 5.47% 6.83% Tarrant County 52.47% 46.72% 26.26% 28.81% 14.41% 16.51° 6.86% 7.96% Tri-County 56.10% 5.0.51% 24.75% 27.34% 12.94`36 14.39% 6.29% 7.66% EE GRDUP All Employees 57.24% 50.30% 21.47% 26.99% 18.26% 16.92% 3.03% 5.M General 47.74% 39.94% 25.95% 31.67% 22.72% 21.54% 3.56% 6.85% Sworn Police 68.137% 50.33% 16.313% 24.67% 11.87% 10.30% 2.77% 4.59% Sworn Fire 78.16% 76.19% 10.69% 11.35% 10.01% 9.12% 1.14% 3.34° General Exempt 61.17% 50.97% 13.35% 20.69% 19.63% 18.44% 5.85% 9.90% General Nonexempt 42.04% 34.73% 31.33% 36.85% 24.04`3G 23.01% 2.33% 5.42% Managerial 72.92% 57.44% 9.03% 20.51% 13.89% 14.36% 4.17% 7.69% Assistant Directors 68.42% 67.21% 12.29% 14.75% 14.04% 16.39% 5.26% 1.64% Directors and Above 58.33% 50.00% 16.67% 13.33% 25.00% 23.33% 0.00% 3.33% Total M a n ag e m e n 70.04% 60.28% 11.01% 18.12% 14.98% t 5.6S% 3.96% 5.92% Professional j 58.98% j 48.50;-, j 13.93% j 21.59% j 20.79% 1 _9 C7;-. j 6 j _C ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 22-066 To the Mayor and Members of the City Council May 3, 2022 Page 2 of 4 i i7 Y *a SUBJECT: MANAGEMENT DIVERSITY REVIEW rFrn Yg7'3 Chart 2 (Resident/Age/Gender) Gender C FIN RESIDENT Average Age RESIDENTS Male Female Male Female 2012 2022 2012 2022 2012 2022 CFW Population 33 49.56% 51.33% 49.99% 51.02% Tarrant County J J 34 49.09% 50.90% 49.132% 51.08% Tri-County _j6 37 49.25% 50.74% 49.03% 50.96% EE GROUP All Employees 44.51% 49.76% 3= 44 71.31% 29.69% 70.61% 29.39% General 54.03% 56.65% 36 46 59.75% 40.25% 58.19% 41.91% Sworn Police 31.213% 41.33% 5_ 41 94.90% 15.10% 95.75% 14.25% Sworn Fire 25.05% 28.67% 31 42 97.95% 2.05% 96.15% 3.&5% General Exempt 42.93% 47.69% 38 49 55.76% 44.24% 52.92% 47.09% General NonexernpFL, 59.74% 50.88% 33 45 61.44% 38.56% 60.67% 39.33% Managerial 37.50% 41.03% 62 50 54.5,9% 35.42% 58.917% 41.03% Assistant Directors 21.28% 37.04% 63 52 64.91% 35.09% 59.02% 46.98% Directors and Above 90.56% 59.42% 63 55 62.50% 37.50% 63.33% 35.67% Total Management 40.97% 43.90% 62 51 54.32% 35.69% 59.58% 40.42% Professional 43.42% 49.81% 37 49 53.65% 46.35% 50.65% 49.35% Hiahliahts 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. ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 22-066 To the Mayor and Members of the City Council May 3, 2022 Page 3 of 4 i SUBJECT: MANAGEMENT DIVERSITY REVIEW r VA Yg73 • Civil Service positions, as well as Management positions, remain the focus to improve the diversity of the workforce. • Over the last ten years, both the overall workforce (All Employees), and each employee group, has become younger. • The overall gender makeup of the workforce has mostly stayed the same, with some minimal increases in the Female percentage in some employee groups. The most notable increase is in the Assistant Director group. • Civil Service positions remain the focus in order to improve the gender diversity of the workforce. This second chart below was added to show the specific comparison of the Tarrant County/CFW Employee ethnicity as it exists today. TARRANT COUNTY & CFW DEMOGRAPHICS 60.00% S0.30% 50.00% 46.7296 40.00% 28.81% 30.DD% 26.99% 20.0D% 16.51%16.92% 10.00% 7•96g0 S 0.00% - Caucasian Hispanic African-American Other ■Tarrant County ■AII Employees Employees by County While the percentage of employees living in the City of Fort Worth may seem low(48.76%), the percentage is higher than it was 10 years ago (44.51%). Also, as shown below, once we look at where employees live by county, the majority (73%)live in Tarrant County, with the remaining living predominantly in Parker and Johnson Counties (9% and 7%respectively). ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 22-066 To the Mayor and Members of the City Council May 3, 2022 Page 4 of 4 i i7 Y *a SUBJECT: MANAGEMENT DIVERSITY REVIEW rFrn 1075 Employees by County Denton Hood 1A Dallas 1% 1%96 3% Johnson f 7% —Other 4% —Parker 9% Tarrant——_ 73% ■Dallas ■Denton ■Hood ■Johnson ■Other ■Parker ■Tarrant ■Wise 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 candidate pools, as well as the diversity of them. The City's agreements,with any recruitment firms 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 firms have 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 will continue in its' 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 Human Resources Director Dianna Giordano at(817) 392-7783 with questions. David Cooke City Manager ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS