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Home My WebLink AboutIR 23-0760 INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 23-0760 To the Mayor and Members of the City Council October 24, 2023 Page 1 of 6 i i7 Y SUBJECT: MANAGEMENT DIVERSITY REVIEW rFrn 1075 Diversity is a core value for the City of Fort Worth because 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. Employing people who come from different demographics furthers the City's understanding of its customer base and enhances its execution of services. A key focus at the City of Fort Worth is to have an internal workforce that reflects the diversity of our Community. Thus, for several years, HR and City Management have had the following 3 goals for each selection process: • Find the best candidate for each position through a competitive process • Develop a workforce that reflects the diversity of the community • Remove bias from the selection process Human Resources (HR) reports regularly on the City of Fort Worth's total employee demographics. A summary of the workforce statistics is also posted annually on the City's Human Resources website: https://www.fortworthtexas.gov/departments/hr/careers/employment-stats.The following two tables demonstrate the current makeup of the City of Fort Worth workforce in comparison to the makeup of residents as of October 6, 2023. The first table provides data on ethnicity while the second table reflects gender and age data. Table 1 (Ethnicity) (Other-Includes Asian,American Indian, Non-Specified and 2 or More Races) CAUCASIAN HISPANIC AFRICAN- OTHER RESIDENTS AMERICAN 2013 2023 2013 2023 2013 2023 2013 2023 CFW Population 41.00`Sa 38.86`So 34.60% 35.09*0 18.20% IS.22'yn 6,30% 7.84% Tarrant County 50.00% 45.86% 27.60%, 28.99% 14.90% 16.27%, 7.50% 8.$80/ Th-County 53.68% 49.81% 26.08% 27.55% 13.35% 14.50`�;, 6.89` , 8.14': EE GROUP All Employees 56.57% 48.84% 22.21% 27.42% 17.88% 17.50% 3.34% 6.24% General 46.30% 38.90% 27.27% 31,42% 22.41% 22.20% 4.02% 7.48'X: Sworn Police 68.93% 60,07% 26.77% 25.54`Yo 11.39% 9.83% 2191`X 4.56% Sworn Fire 78.75% 75.18% 10.16% 12.259'o 9.93% 1 9.14% 1.16% 3A3% General Exempt 59.83% 49.05% 14.709'a 21.60% 19.15% 19.50% 6.32% 9.85% General Non-Exempt 40.20% 33.98% 32.94% 36.64% 23.90% 23.33% 2.96% 6.05% Managerial 71.72`}5 57.34% 8.97% 16.51% 13.79% 17,43`Yo 5.52% 8.72% Assistant directors 72.00% 63.64% S.00`J6 18.1SIX 14.0096 16.67% 6.00% 1.51% Directors and Above 57.14% 57.50% 22.86% 17.50% 20.00%Yo 22.50% 0.00% 2.50% Total Management 69.57% 58.64% 10.87% 16.98% 14.78% 17.90`%n 4.78% 6.48% Professional 1 57.33%1 46.57%1 15.72% 22.78% 20.21% 1 19.64% 6.74% 11.01% ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 23-0760 To the Mayor and Members of the City Council October 24, 2023 Page 2 of 6 i SUBJECT: MANAGEMENT DIVERSITY REVIEW r rn Yg73 Table 2(Gender and Age) Gender RESIDENTS CFW RESIDENT Average Age Male Female Male Female 2013 1 2023 2013 2023 2013 2023 CFW Population 32 33 49.10% 50.90% 49.01% 50.99% Tarrant County 34 .35 49.10% 50.90% 48.99% 51.11% Tri - County 36 .37 49.57% 50.43% 49.56% 50.44% EE GROUP All Employees 44.02% 49.51% 54 44 71.26% 28.74% 70.46% 29.54% General 53.06% 56.06% 56 45 59.44% 40.56% 59.18% 40.82% Sworn Police 31.80% 40.2.3% 50 42 85.46% 14.54% 85.79% 14.21% Sworn Fire 26.22% 28.14% 52 42 97.91% 2.09% 95.85% 4.15% General Exempt 43.44% 47.01% 58 48 55.11% 44.89% 1 52.79% 47.21°/ General Non-Exempt 57.33% 60.92% 55 45 61.37% 38.63% 61.54% 38.46% Managerial 37.32% 45.41% 60 49 62.68% 37.32% 58.26% 41.74% Assistant Directors 23.53% 40.91% 63 52 68.63% 1 31.37% 57.58% 42.42% Directors and Above. 80.00% 75.00% 63 56 57.14% 42.86% 60.00% 40.00% Total Management 40.79% 46.7.5% 61 51 63.16% 36.84% 58.33% 41.67% Professional 1 44.08% 1 47.16% 1 57 47 1 53.17% 1 46.83% 50.38% 1 49.62% Hi&rhli&rhts The data demonstrates that: • Over the last ten years,the overall workforce(all regular employees) has become more racially diverse. • General employees(excluding Sworn Police and Fire personnel) most closely represent the demographics of the City of Fort Worth and are continuing to become more diverse. • The diversity in management positions has increased. • Note: 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 within 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. ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 23-0760 To the Mayor and Members of the City Council October 24, 2023 Page 3 of 6 i i7 Y SUBJECT: MANAGEMENT DIVERSITY REVIEW r6 IV JAL 1075 • Over the last ten years,the average age of both the overall workforce (all regular employees), and each employee group, decreased. • The overall gender makeup of the workforce has mostly stayed the same, with some minimal increases in the Female percentage in some employee groups. Employee Residency by County While the percentage of employees living in the City of Fort Worth may seem low (48.15%), the percentage is higher than it was 10 years ago (44.02%). As shown in the chart below though,the majority of employees live in Tarrant County (71%), with the remaining living in the surrounding counties. Employees by County Others Parker 5% 9% Hood Wise 2 2% Johnson 7% Dallas 2% Tarrant Denton __- - 71% 2% Tarrant ■ Denton ■ Dallas :Johnsor Wise Mood ■ Parker ■ Others Data Source: 1. CFW Employment Statistics Report 5`" October, 2023 2. Tarrant County, Texas Population 2023 (worldpopulationreview.com) ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 23-0760 To the Mayor and Members of the City Council October 24, 2023 Page 4 of 6 i i7 Y SUBJECT: MANAGEMENT DIVERSITY REVIEW r6 IV JAL 1075 Current Citywide Managerial Diversity by Gender and Ethnicity In response to a request from the City Council, a detailed breakout of the demographics for the top four levels of the organization are shown in the following chart. This information is also provided at the department level on Exhibit 1 below. City-.-'ride Managerial Diversity [D ' Gender and Ethnicity PROF. w MGRS ADfDD W LL EXECS DH PROF_ MGRS �0 w < AD/DD EXECS - DH Whre `IisRanic African-American Others Data Source: CFWlobmaster Report 5`h October, 2023 Abbreviation: DH—Department Head; AD/DD—Assistant Director& Deputy Director; MGRS—Managers; Prof.—Professionals NOTE: Totals may be approximate due to rounding. ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 23-0760 To the Mayor and Members of the City Council October 24, 2023 Page 5 of 6 i i7 Y SUBJECT: MANAGEMENT DIVERSITY REVIEW r6 IV JAL Yg7'3 CitVw1de Managerial Diversity by Ethnicity PROF. h4GR5 AD/DJ EXECS DH ■White ■Hispanic ■African-American ■Qthers City}-vide Managerial Diversity 6y Gender AD/DC. :y=c= DF r"a = Ftivalt NOTE: Totals may be approximate due to rounding. ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 23-0760 To the Mayor and Members of the City Council October 24, 2023 Page 6 of 6 i i7 Y SUBJECT: MANAGEMENT DIVERSITY REVIEW r6 rn Yg7'3 Highlights • Current citywide managerial diversity by gender and race confirms that strides have been made by the organization in the last 10 years to create a more diverse workforce in the managerial, Assistant Director, Director and Total Management groups. • As the City's demographics continue to shift with increased population growth, there is an opportunity to continue improving the diversity of the workforce to reflect the composition of the population in the region. In closing, 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 Human Resources. The City will continue in its efforts to find the best candidates for each position through 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 Dianna.Giordano@fortworthtexas.govwith questions. David Cooke City Manager ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS