To: Board of Supervisors
From: Karen Caoile, Director of Risk Management
Report Title: 2023 Outreach Report and Recruitment Plans
☒Recommendation of the County Administrator ☐ Recommendation of Board Committee
RECOMMENDATIONS:
ACCEPT the Equal Employment Opportunity 2023 Outreach Report and Recruitment Plans, reflecting departmental and County outcomes to reaching underrepresented groups within the workforce, as recommended by the Equity Committee. (Antoine Wilson, EEO Officer)
FISCAL IMPACT:
None.
BACKGROUND:
In April 2014, the Human Resources (HR) Department convened a Recruitment Opportunities Work Group consisting of representatives from the Human Resources Department, the Office of the County Counsel, and the Office of Equal Employment Opportunity (EEO). The County Administrator tasked the group with establishing a post-Consent Decree framework to ensure that the County’s workforce reflected the demographics of the communities we serve.
In January 2015, the County's outreach and recruitment plans were presented to the department heads for their input and direction. In February 2015, the Work Group rolled out the plan to the departmental Administrative Services Officers and the Equal Employment Opportunity Coordinators to develop and implement their departmental outreach plans.
Currently, the departments are required to reach out to individuals depending on where their underrepresentation exists. Each racial, ethnic, and gender category is separate from the others and requires departments to outreach to all groups where it has been determined that low representation exists. To determine underrepresentation in each department, the EEO Officer annually compares the County’s workforce data to the availability of qualified people who reside in the local labor market and who are 16 years old or older.
The County’s workforce data within this report is derived from employment records from the Human Resources PeopleSoft database. The local labor market data is compiled by the 2014-2018 United States Department of the Census Bureau (Census) using the Equal Employment Opportunity Tabulation (EEO Tabulation), which is a benchmark for comparing the gender and racial makeup of an organization's workforce. Additionally, this report gives a broader understanding of the County’s underrepresentation, which includes an analysis of the following: Applicant Flow; New Hire; Promotional; Voluntary Termination; and Involuntary Termination data.
CONSEQUENCE OF NEGATIVE ACTION:
Departments will not be as successful in recruiting members of underrepresented groups to apply for vacant positions to help diversify the applicant pool.