HomeMy WebLinkAboutIR 9797 INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 9797
To the Mayor and Members of the City Council August 11, 2015
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SUBJECT: WORKFORCE RACIAL DIVERSITY
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 that come from different demographics, including different races/ethnicities, ages, sex,
educational backgrounds and experience, furthers the City's understanding of its customer base
and enhances it execution of services.
Routinely, the Human Resources Department collects and analyzes workforce data and is
sharing the information in response to a request about racial makeup of the workforce. There are
three population benchmarks displayed - the City of Fort Worth, Tarrant County and the Tri-
County area which includes Tarrant, Parker and Johnson Counties.
The chart below indicates the racial/ethnic make-up for each employee group in 2005 and 2015
compared to 2010 census data. It further describes both management and professional positions.
2005&2015
EE GROUP CAUCASIAN HISPANIC AFRICAN-AMERICAN OTHER CFW RESIDENT
CFW Population 2010 41.7% 34.1% 18.9% 5.3% N/A
Tarrant County 2010 51.8% 26.7% 14.9% 6.6% N/A
Tri-County 2010 55.5% 25.2% 13.2% 6.1% N/A
2005 2015 2005 2015 2005 2015 2005 2015 2005 2015
All Employees 60.6% 56.3% 18.5% 22.6% 19.1% 17.6% 1.8% 3.4% 54.4% 49.9%
General 52.9% 45.9% 21.6% 27.8% 23.3% 22.3% 2.1% 4.0% 64.0% 58.5%
Sworn Police 71.8% 68.7% 14.1% 17.2% 12.4% 11.1% 1.7% 3.0% 41.0% 41.2%
Sworn Fire 76.5% 78.5% 11.6% 10.4% 11.2% 9.6% 0.6% 1.5% 32.8% 28.7%
General-Exempt 65.2% 59.2% 11.9% 16.4% 19.1% 18.5% 3.8% 5.8% 54.8% 50.6%
General-Nonexempt 47.7% 39.8% 25.8% 33.0% 25.1% 24.0% 1.4% 3.2% 67.9% 62.1%
Managers 70.2% 76.4% 8.4% 8.9% 16.8% 11.0% 4.6% 3.7% 51.9% 39.8%
Assistant Directors 71.4% 72.9% 2.9% 10.4% 22.9% 12.5% 2.9% 4.2% 54.3% 37.5%
Directors/Chiefs and
56.7% 62.5% 20.0% 16.7% 23.3% 20.8% 0.0% 0.0% 93.3% 79.2%
Above
Total Management 68.7% 74.5% 8.7% 9.9% 19.0% 12.2% 3.6% 3.4% 58.9% 43.0%
Professional 64.6% 56.3% 12.4% 17.5% 19.1% 20.0% 3.9% 6.2% 53.4% 50.9%
*2015 data as of January 1
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS
INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 9797
To the Mayor and Members of the City Council August 11, 2015
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•a SUBJECT: WORKFORCE RACIAL DIVERSITY
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Analysis of Positions
• The overall workforce ("All Employees") has become more racially diverse since 2005.
Employment gains were achieved for Hispanic employees, increasing 22.2 percent (18.5% to
22.6%) and "Other" employees increased 88.8 percent (1.8% to 3.4%); however
representation did decline slightly for African-American employees by approximately 7.9
percent (19.1% to 17.6%).
• "General" employees (excludes Sworn Police & Fire personnel) most closely represent the
demographics of the City of Fort Worth.
• Management positions are separated into three categories, Directors/Chiefs and above;
Assistant Directors that also include Assistant and Deputy Chiefs who oversee multiple
divisions of the organization; and Managers that include Captains (Police), Battalion Chiefs
(Fire) and civilian staff that typically supervise a division of a department.
• Professional positions include all exempt employees not designated as management above.
This group has made significant improvement over the last ten years, strengthening the City's
promotional "bench" for management positions in the future. As a group, minority
representation has increased over fourteen percent in professional positions. Specifically,
Hispanic employees have seen an over forty percent increase (12.4% to 17.5%) and "Other"
employees increased nearly fifty-nine percent (3.9% to 6.2%). African-Americans also
increased almost five per cent (19.1% to 20%) from 2005 to 2015.
• There are additional opportunities to improve the number of minorities in Civil Service
positions.
Recruitment — General and Sworn
As stated previously, as a core value the City maintains very strict standards in the hiring process
to promote racial diversity for general government employees. All interview questions and
screening criteria are submitted to Human Resources and reviewed prior to applications being
forwarded to supervisors in an effort to remove bias and achieve our goal of hiring the most
qualified applicant. Interview panel participants are also screened to ensure they contain
diversity.
Director and Assistant Director positions are typically handled by an outside consultant because
we recruit on a national basis. Advertising strategies and candidate pools are critiqued to ensure
diversity is addressed.
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS
INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 9797
To the Mayor and Members of the City Council August 11, 2015
h�T�i7 Page 3 of 3
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•a SUBJECT: WORKFORCE RACIAL DIVERSITY
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Human Resources, Police and Fire management and related associations continually discuss
means to improve workforce diversity for Police and Fire sworn personnel. For example, the
Police Captain promotional process is, by statute, typically a written test. However, per the recent
Meet and Confer Agreement, a pilot assessment center was used earlier this year, similar to the
process for Assistant and Deputy Chief positions. Additionally, there are current discussions
occurring about targeting testing sites that would encourage more minority participation.
Additional Measures
Having a diverse workforce is critical to Fort Worth's effort to be inclusive. One of the established
objectives of the Staffing Services Manager is to analyze the City's workforce by department and
work with the departments to build a strategy to address diversity weaknesses. This objective
should be completed by the end of the calendar year.
David Cooke
City Manager
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS