To: Honorable Mayor and Members of City Council
From: Heather Ruiz, Human Resources Director
Prepared By: MJ Tueros, Human Resources Manager
TITLE:
Title
Equal Employment Opportunity Annual Report, and Equity and Inclusion Plan - 2022/2023
LABEL
RECOMMENDED ACTION:
Recommendation
Adopt a resolution approving the 2022 Equal Employment Opportunity Annual Report and approving the 2023 Equity and Inclusion Plan.
Body
DISCUSSION:
Civil Service Rule 4 Part K states that the Civil Service Commission shall submit an annual Equal Employment Opportunity report to the City Council. This report presents a utilization analysis of the City workforce as of December 31, 2022, and the Equity and Inclusion Plan for calendar year 2023.
The Human Resources Department conducted 98 recruitments in 2022, as opposed to 70 recruitments in 2021. Of these recruitments, 69 were for full-time positions, significantly up from 49 in 2021. Department staff also coordinated recruitment activities for 29 part-time recruitments in 2022, up from 21 in 2021.
Employment Applications - In the calendar year 2022, 3,493 employment applications were filed, significantly higher than the 2,690 in 2021. By Gender in calendar year 2022, a total of 53.25% of the applicants were Male 2022 (as opposed to 58.44% in 2021), a total of 44.20% were Female (as opposed to 39.48% in 2021), and a total of 0.31% were Nonbinary/Other (as opposed to 0.37% in 2021). By Race/Ethnicity in calendar year 2022, a total of 42.06% of applicants identified themselves as White, up from a total of 39.93% in 2021; a total of 32.18% as Hispanic/Latinx/Latine/Latin(o/a), slightly down from 34.87% in 2021; a total of 8.76% as Black/African American, up from 8.66% in 2021; a total of 8.53% as Asian, slightly down from 8.77% in 2021; a total of 1.23% as Native American or Alaskan Native, up from 1.04% in 2021; a total of 0% identified as Native Hawaiian or Pacific Islander, down from 0.15% in 2021; and a total of 7.24% as Multi-Ethnic or Other, up from 6.58% in 2021.
Efforts were made to reevaluate applicant screening processes to manage bias and artificial barriers, and were incorporated in our recruitment processes. In 2022, there was an increase in hiring of Nonbinary/Other, Hispanic/Latinx/Latine/Latin(o/a), Black/African American, and Asian candidates compared to calendar year 2021.
The Uniform Guidelines on Employee Selection Procedures under the Equal Employment Opportunity Commission indicates that the 4/5ths rule is the preferred method for determining adverse impact unless samples are very small or very large.
Adverse impact is determined by a four-step process. (www.eeoc.gov/policy/docs/qanda_clarify_procedures.html)
• Calculate the rate of selection for each group (divide the number of persons selected from a group by the number of applicants from that group).
• Observe which group has the highest selection rate.
• Calculate the impact ratios, by comparing the selection rate for each group with that of the highest group (divide the selection rate for a group by the selection rate for the highest group).
• Observe whether the selection rate for any group is substantially less (i.e., usually less than 4/5ths or 80%) than the selection rate for the highest group, to determine adverse impact.
The determination of adverse impact may be determined by a variety of factors. It is important for the City of Napa to evaluate adverse impact and mitigate factors which may imply the cause to be related to employee selection methods.
The relationship between applicants and those being placed on eligibility lists indicates that the selection processes developed and utilized in 2022 were consistent with our goal of minimizing adverse impact.
According to the Equal Employment Opportunity Commission’s Race and Ethnicity definitions, Employees and Applicants were identified in the following categories:
- Asian: a person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.
- Black/African American: a person having origins in any of the black racial groups of Africa.
- Hispanic/Latinx/Latine/Latin(o/a): a person of Cuban, Mexican, Chicano, Puerto Rican, South or Central American, or other Spanish culture or origin, regardless of race.
- Multi-Ethnic or Other: a person who primarily identifies with two or more of the above race/ethnicity categories.
- Native American or Alaskan Native: a person having origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affiliation or community attachment.
- Native Hawaiian or Other Pacific Islander: a person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
- White: a person having origins in any of the original peoples of Europe, the Middle East, or North Africa.
Utilization Analysis
The utilization analysis for the City was based on the 2022 employee base.
The utilization analysis compared the number of individuals in each gender and race/ethnicity group employed by the City on December 31, 2022, in specific EEO Job Groups, with the numbers of their counterparts who are available in the relevant labor market. The local labor market was weighted 75.53% Napa County, 19.27% Solano County and 5.2% Sonoma County. The weight to the feeder groups was based on classes from which an employee would promote into a different group. For example, the feeder group percentage for Professionals is based on the classes in Professionals which are potentially filled by employees in the Technicians group.
Underutilization was identified when the percentage of individuals employed was lower than the percent available. The underutilization number indicates the whole number of employees in that group which would be needed for our workforce to reflect the labor market.
The data in the 2022 Utilization Analysis has been consolidated by EEO Job Group. Underutilization was identified in 2022 in the following job groups:
- Officials and Administrators - Underutilization of Male, Black/African American.
- Professionals - Underutilization of Black/African American.
- Technicians - Underutilization of Asian.
- Protective Service Workers - Underutilization of Female, Asian, Black/African American.
- Paraprofessionals - Underutilization of Male, Asian, Black/African American, Hispanic/Latinx/Latine/Latin(o/a), Native American or Alaskan Native, and Other.
- Administrative Support - Underutilization of Male, Asian, Black/African American.
- Skilled Craft Workers - Underutilization of Female, Asian, Black/African American.
- Service/Maintenance - Underutilization of Female, Black/African American.
Overall, the City’s outreach and inclusion efforts in 2022 resulted in an increase in attracting more Female, Black/African American, and Native American or Alaskan Native applicants, and hires of Nonbinary/Other, Hispanic/Latinx/Latine/Latin(o/a), Black/African American, and Asian employees, increasing the City’s overall workforce diversity. Citywide employee race/ethnicity also increased Asian, Black/African American, Hispanic/Latinx/Latine/Latin(o/a)
The City will pursue outreach efforts throughout the community, including recruitment utilizing social media, wide distribution of job announcements to a variety of community organizations and groups, as well as continued outreach various community forums. Additionally, we strive to build a workforce which is reflective of the relevant labor market within the community it serves.
Beyond our efforts of recruiting diverse talent, Diversity, Equity, and Inclusion remains a priority for the City. Attachment 2 demonstrates achievements of 2022 and objectives focused on in 2023 to address race and gender equity throughout the City.
FINANCIAL IMPACTS:
There are no financial impacts.
CEQA:
The Human Resources Director has determined that the Recommended Action described in this Agenda Report is not subject to CEQA, pursuant to CEQA Guidelines Section 15060.
DOCUMENTS ATTACHED:
ATCH 1 - Resolution
EX A - 2022 Utilization Report
EX B - 2023 Equity and Inclusion Plan
NOTIFICATION:
The Civil Service Commission, Department Directors and Managers.