City Council Report
915 I Street, 1st Floor
Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2022-00515 June 14, 2022
Title: 2022 City Employee Diversity and Workplace Climate Survey Results
Location: Citywide.
Recommendation: Pass a Motion 1) by two-thirds vote to temporarily suspend (Ch. 1, D.) Council Rules of Procedure Chapter 15, B. 1. to bypass the Budget and Audit Committee; and 2) approving the City Auditor’s 2022 City Employee Diversity and Workplace Climate Survey Results.
Contact: Jorge Oseguera, City Auditor, (916) 808-7270, [email protected], Office of the City Auditor
Presenter: Jorge Oseguera, City Auditor, (916) 808-7270, [email protected], Office of the City Auditor
Attachments:
1-Description/Analysis
2-2022 City Employee Diversity and Workplace Climate Survey Results
Description/Analysis
Issue Detail: According to the City Council Rules of Procedures, the Budget and Audit Committee shall receive, review, and forward to the council as appropriate, reports, recommendations, and updates from the City Auditor. This report documents the 2022 City Employee Diversity and Workplace Climate Survey Results.
Policy Considerations: The City Auditor’s presentation of the 2022 City Employee Diversity and Workplace Climate Survey Results is consistent with the Mayor and City Council’s intent to have an independent audit function for the City of Sacramento.
Economic Impacts: None.
Environmental Considerations: None.
Sustainability: None.
Commission/Committee Action: None.
Rationale for Recommendation: This staff report provides the City Council with information that may be used to meet its responsibility to provide oversight and supervision of the City Auditor and other City departments.
Financial Considerations: The cost of the 2022 City Employee Diversity and Workplace Climate Survey Results was funded out of the fiscal year 2021/22 Office of the City Auditor Budget.
Local Business Enterprise (LBE): Not applicable.
City Auditor’s 2022 Diversity and
Workplace Climate Survey Results
Report# 2021/22-13|June 2022
Research and Analysis Division
Jorge Oseguera, City Auditor
Farishta Ahrary, Principal Fiscal Policy Analyst
Jordan Sweeney, Senior Fiscal Policy Analyst
Office of the City Auditor
1 June 2022
The City of Sacramento’s Office of the City Auditor can be contacted by phone at 916-808-7270 or at the address below:
915 I Street
MC09100
Historic City Hall, Floor 2
Sacramento, CA 95814
Suggest an Audit
The Office of the City Auditor conducts performance audits of the City of Sacramento's operations to determine whether these operations and programs are operating efficiently and effectively. If you would like to offer ideas for audits to save the City money, increase revenues, or improve the efficiency and effectiveness of City operations and programs, please fill out our online form:
https://forms.cityofsacramento.org/f/Suggest_an_Audit_Form
Whistleblower Hotline
In the interest of public accountability and being responsible stewards of public funds, the City has established a whistleblower hotline. The hotline protects the anonymity of those leaving tips to the extent permitted by law. The service is available 24 hours a day, 7 days week, 365 days per year. Through this service, all phone calls and emails will be received anonymously by third party staff.
Report online at www.cityofsacramento.ethicspoint.com or call toll-free: 888-245-8859.
Office of the City Auditor
2 June 2022
Contents
Audit Fact Sheet ...............................................................................................................................................................................................3 Introduction .....................................................................................................................................................................................................5 Background ......................................................................................................................................................................................................5 Objective, Scope, and Methodology ................................................................................................................................................................. 6 Chapter 1: Respondent Demographics ..............................................................................................................................................................8 Chapter 2: Workplace Climate, Workforce Development, Benefits, and Policies ............................................................................................. 15 Chapter 2.1: City of Sacramento ............................................................................................................................................................................ 15 Chapter 2.2: Departments ...................................................................................................................................................................................... 17 Chapter 3: Employee Work-Life Balance ......................................................................................................................................................... 19 Chapter 4: City Leadership .............................................................................................................................................................................. 21 Chapter 5: Discrimination and Harassment ..................................................................................................................................................... 24 Chapter 5.1: Bias .................................................................................................................................................................................................... 27 Chapter 5.2: Microaggressions ............................................................................................................................................................................... 32 Chapter 5.3: Harassment ........................................................................................................................................................................................ 37 Chapter 5.4: Trends Over Time .............................................................................................................................................................................. 42 Chapter 5.5: City Resources ................................................................................................................................................................................... 43 Chapter 6: Diversity, Equity, and Inclusion Within the City of Sacramento ...................................................................................................... 46 Chapter 6.1: Employee Suggestions for Improvement .......................................................................................................................................... 47 Appendix A: Definitions .................................................................................................................................................................................. 49 Appendix B: 2022 City Employee Diversity and Workplace Climate Survey Questions ..................................................................................... 54
Office of the City Auditor
3 June 2022
Audit Fact Sheet
INSERT AUDIT FACT SHEET HERE
Office of the City Auditor
4 June 2022
Office of the City Auditor
5 June 2022
Introduction
In accordance with the City Auditor’s 2021/22 Audit Plan, we have completed the 2022 City Employee Diversity and Workplace Climate Survey.
The City Auditor’s Office would like to thank all City employees who participated in the survey.
Background
The City of Sacramento strives to be a diverse and inclusive agency that is representative of the entire community. The Sacramento City Council directed the City Auditor to regularly perform a review of the diversity of City employees to ensure they are reflective of Sacramento residents.
While most of this information is already collected, certain employee-specific information has not been collected in the past.
In early 2020, with feedback from the Diversity and Equity Manager, City Attorney’s Office, Human Resources Department and Sacramento LGBTQ+ Community Center, the Office of the City Auditor used Survey Monkey, an opt-in survey software, to collect and analyze employee data that is not available in the City’s accounting and personnel system. We used Survey Monkey to create a survey to measure employee perception of inclusion and work environment. The survey also included additional demographic questions such as the sexual orientation and gender identity of survey respondents. The results were reported in the 2020 Diversity, Equity, and Inclusion Survey Results.
In early 2022, we updated and reinitiated the employee survey. The 2022 City Employee Diversity and Workplace Climate Survey was available for City employees to take from March 1, 2022 to March 15, 2022 . We distributed the survey to City employees through their City email account. Figure 1 displays the survey announcement graphic that was included in the citywide email to employees. We highlighted the purpose of the survey and topics that were covered in the survey.
Office of the City Auditor
6 June 2022
Figure 1: 2022 City Employee Diversity and Workplace Climate Survey Announcement
Source: Auditor generated graphic.
There were 4,436 full-time and part-time employees when the survey was launched on March 1, 2022. We received a total of 949 survey responses (21 percent of City staff participated in the survey). City employees provided responses to questions that measured employee perception of inclusion and work environment, provided informative feedback in open-ended response questions, and provided demographic information that will allow the City to expand inclusion measures.
Objective, Scope, and Methodology
Similar to the 2020 Diversity, Equity, and Inclusion Survey, the objective of this survey was to assess diversity, equity, and inclusion in the City’s workplace climate. Our analysis focused on work-life balance, leadership, and employee experiences with discrimination and harassment. To conduct this assessment, we analyzed responses from the 2022 City Employee Diversity and Workplace Climate Survey (see Appendix B for survey questions). We performed cross-tabular analysis to assess trends by various factors, such as employee: age, annual salary, department, disability status, education, ethnicity, gender identity, household income, length of City service, military/veteran status, role within the organization, sex, and sexual orientation (see Appendix A for definitions). “Thank you for providing the opportunity
to share our feedbacks [sic].”
“Listen, really listen.”
Office of the City Auditor
7 June 2022
All figures were generated based on the 2022 City Employee Diversity and Workplace Climate Survey results. It should be noted that due to the voluntary nature of this survey, not all respondents answered all questions; the number of responses received is noted under each figure.
Additionally, we included employee write-in responses throughout the report to provide additional perspective from employees; not all employee responses were included to preserve anonymity.
The results of this survey may not represent a statistical sample of employees and their subgroups (e.g. ethnicity, sex, gender identity, sexual orientation, etc.). Because not all employee subgroups are tracked in accounting and personnel system, we cannot determine the minimum number of responses required from each subgroup to be able to project the survey results onto the entire population of employees and their subgroups. Therefore, we consider this dataset a nonstatistical sample and any observations noted may not be representative of the entire population of employees or their subgroups.
This report details observations made during our analysis of the survey results; observations noted in this report primarily highlight differences of ten or more percentage points. However, we did not want to limit management and employees’ ability to draw their own conclusions based on the data. Therefore, we created several dashboards that can be used to evaluate the survey results; these dashboards can be found on our website at: http://www.cityofsacramento.org/Auditor/Reports/IBA-Reports
“act on real change, don’t just speak on it and
talk about it, live it in your daily life [sic].”
“This survey is difficult for employees who have worked in more than one City department. My current environment is drastically better than my environment [redacted to protect anonymity]. Small departments with management issues can be extremely difficult for employees to navigate. Implementing check in structures outside of the small chain of command could help expose/address issues that staff might not have a comfortable outlet to report without fear of retaliation/hostile work environments.” “It is already a great
climate for employees.”
Office of the City Auditor
8 June 2022
Chapter 1: Respondent Demographics
To facilitate a more detailed assessment of the City’s diversity and workplace climate, we requested employees provide certain demographic information as part of our survey. This information included employee: age, annual salary, department, disability status, education, ethnicity, gender identity, household income, length of City service, military/veteran status, position, relationship status, role within the organization, sex, and sexual orientation. Appendix A provides definitions for some of these factors.
Figure 2: Number of Responses by Department
Number of responses: 949
Office of the City Auditor
9 June 2022
Figure 3: Number of Responses by Sex Figure 4: Number of Responses by Gender Identity
Number of responses: 734
Figure 5: Number of Responses by Age
Number of responses: 750
Gender Identity Number of Employees
Cisgender Man 245
Cisgender Woman 255
Non-Binary 6
Questioning 1
Transgender Man 1
Two-Spirit 3
Two or More 4
Prefer to Self-Describe 42
I Don’t Know 12
Prefer Not to Say 138
Number of responses: 707
“I find the City's good-faith
efforts on diversity, equity, and
inclusion to be encouraging and
appreciate the opportunity to
participate.”
Office of the City Auditor
10 June 2022
Figure 6: Number of Responses by Ethnicity
Number of responses: 737
Figure 7: Number of Responses by Active Duty/Veteran Status Figure 8: Number of Responses by Employee Home Address
Number of responses: 735 Number of responses: 749 “Maybe some sort of break or kick
back for city employees to live within
the city limits of where they work.
Something to aid them in living
within the community they serve.”
“Leadership doesn’t know
what I do or that I even exist.”
Office of the City Auditor
11 June 2022
Figure 9: Number of Responses by Annual Salary
Number of responses: 745 Figure 10: Number of Responses by Role
Number of responses: 948
“Provide competitive
wages, merit increases and
consistent annual cost of
living allowances to help
retain qualified workers
and to meet inflation.”
“Overall, I think the employee climate has been
really nice and feel supported by supervisors.”
“Pay closer attention to how management and
senior supervisory staff treat their lower staff.
Hold them accountable for their behavior.”
Office of the City Auditor
12 June 2022
Figure 11: Number of Responses by Household Income
Number of responses: 747
Figure 12: Number of Responses by Relationship Status
Are you currently in a dual career marriage or relationship? Number of Employees Yes, my partner and I both have full-time careers. 475
Yes, I have a full-time career and my partner has a part-time career. 42 Yes, I have a part-time career and my partner has a full-time career. 7 Yes, my partner and I both have part-time careers. 2
No, I have a full-time career and my partner does not have a career. This may include a stay-at-home partner.
76 No, I have a part-time career and my partner does not have a career. 5 No, I do not have a partner. 150
Prefer Not to Say 68
Number of responses: 825
“Learning to be flexible and understanding,
lead with empathy, cooperation and trust.
Building healthy relationship environments
that support one another, and allow all
employees to thrive and facilitate success
from top down.” “We should have a colorblind
and genderblind workplace.”
Office of the City Auditor
13 June 2022
Figure 13: Number of Responses by Disability Status Figure 14: Breakdown of Employees Reporting Disabilities or Impairments
Number of responses: 746
Figure 15: Number of Responses by Sexual Orientation
Number of responses: 716
Disability/Impairment Number of Employees
Acquired/Traumatic Brain Injury 1
Attention Deficit/Hyperactivity Disorder 9
Asperger's/Autism Spectrum 1
Blind/Low Vision 2
Deaf/Hard of Hearing 5
Cognitive or Learning Disability 4
Chronic Illness/Medical Condition 14
Mental Health/Psychological Condition 10
Physical/Mobility condition that affects walking 8
Physical/Mobility condition that does not affect walking 3 Speech/Communication Condition 1
Other 5
Prefer Not to Say 17
Sexual Orientation Number of Employees
Asexual 14
Bisexual 12
Gay 16
Lesbian 11
Heterosexual 471
Pansexual 5
Queer 7
Questioning 3
Two or More 6
Prefer to Self-Describe 17
I Don’t Know 3
Prefer Not to Say 151
Number of responses: 60
Note: Because employees may have multiple disabilities or impairments, the total number of disabilities is more than the number of responses.
“To be inclusive and take into account the whole
person. Not all employees are the same [sic]”
“Continue to promote the messages on
having a diverse and inclusive agency –
great work and keep up the good work!”
Office of the City Auditor
14 June 2022
Figure 16: Number of Responses by Education
Number of responses: 749
“I feel that HR's current review of applications for employment is very narrow in their interpretation of minimum qualifications. I believe this narrow interpretation omits viable candidates from the candidate pool. Not only does this narrow focus omit viable candidates, it's creating frustration within the team because we are short staffed and in terms of equity, I believe it's creating barriers to people who might otherwise have been included in [sic] interview process.”
Office of the City Auditor
15 June 2022
Chapter 2: Workplace Climate, Workforce Development, Benefits, and Policies This chapter focuses on employee feelings about the City’s workplace climate, workforce development, benefits, and policies.
Chapter 2.1: City of Sacramento
This section focuses on whether employees feel they are treated fairly, whether they feel promotions are fair, and whether they feel policies and benefits are fair in the City of Sacramento in general. Figure 17 details how respondents felt about the City of Sacramento in general. Most respondents affirm they are proud of the work they do and 76 percent of respondents see themselves working for the City in two years.
Figure 17: Workplace Climate, Workforce Development, Benefits, and Policies Survey Questions as it Pertains to the City of Sacrament in General
Number of responses: 834 to 843
“Benefits should be
reviewed. Paid
Family leave for
those not paying
toward SDI is not
comparable to SDI.
It takes 3 years to
get that leave and
no other leave takes
that long. This
disproportionally
affects women who
have given birth.”
Office of the City Auditor
16 June 2022
We performed a more detailed analysis to determine if any trends or correlations exist based on employee demographics. Based on this analysis, we noted:
• As the chain of command goes down from director-level or higher to hourly employees, respondents were less likely to agree or strongly agree that promotions are fair at the City of Sacramento. For example, while 75% of respondents that are director-level or higher employees (12 of 16) either agreed or strongly agreed that promotions are fair at the City of Sacramento, only 38% of respondents that are hourly employees (151 of 393) agreed or strongly agreed. • While only 11 respondents identified as non-binary in this survey, non-binary respondents were less likely than respondents of other sexes to feel positively about most questions related to the City’s workplace climate, workforce development, benefits, and policies as they pertain to the City of Sacramento in general.
• While 59% of respondents (500 of 842) either agreed or strongly agreed that they have an equal opportunity for growth and development at the City of Sacramento, only 43% of African American (27 of 63) and 43% of Native Hawaiian (3 of 7) respondents agreed or strongly agreed.
• While 80% of respondents under 40 (183 of 229) either agreed or strongly agreed that they are provided a supportive environment at the City of Sacramento, only 68% of respondents 40 and above (286 of 418) agreed or strongly agreed. • While 43% of respondents without disabilities (254 of 588) either agreed or strongly agreed that the most qualified candidates are promoted, only 20% of respondents with disabilities (12 of 59) agreed or strongly agreed. • While there were a small number of respondents in some education groups, in general, the more education a respondent has, the more likely they were to feel they are treated fairly, feel they are provided a supportive environment, and feel a sense of belonging at the City of Sacramento.
• While 47% of cisgender men (114 of 243) and 41% of cisgender women (104 of 255) either agreed or strongly agreed that the most qualified candidates are promoted at the City of Sacramento, only 27% of other gender identities (55 of 207) agreed or strongly agreed. • While 59% of respondents (500 of 842) either agreed or strongly agreed that they have an equal opportunity for growth and development at the City of Sacramento, only 29% of asexual (4 of 14) and 36% of lesbian (4 of 11) respondents agreed or strongly agreed.
• While 50% of respondents (416 of 837) either agreed or strongly agreed that hiring policies are fair to individuals at the City of Sacramento, only 21% of asexual (3 of 14) and 27% of lesbian (3 of 11) respondents agreed or strongly agreed.
Office of the City Auditor
17 June 2022
Chapter 2.2: Departments
Similar to section one, this section focuses on whether employees feel they are treated fairly, whether they feel promotions are fair, and whether employees feel they are provided the tools, training, and development they need to do their jobs in their own departments. Figure 18 details how respondents felt about their own department. Most respondents affirm they are proud of the work they do and 78 percent of respondents feel they are treated fairly.
Figure 18: Workplace Climate, Workforce Development, Benefits, and Policies Survey Questions as it Pertains to the Respondents Own Department
Number of responses: 830 to 835
Office of the City Auditor
18 June 2022
We performed a more detailed analysis to determine if any trends or correlations exist based on employee demographics. Based on this analysis, we noted:
• While 78% of respondents (650 of 835) either agreed or strongly agreed they are treated fairly within their department, 100% of respondents in the City Auditor’s Office (6 of 6), 96% of respondents in the City Manager’s Office (24 of 25), and 92% of respondents in the Mayor and Councilmember offices (12 of 13) either agreed or strongly agreed. • While 75% of respondents (628 of 835) either agreed or strongly agreed they are provided a supportive environment within their department, 100% of respondents in the City Auditor’s Office (6 of 6), 96% of respondents in the City Manager’s Office (24 of 25), and 92% of respondents in the Mayor and Councilmember offices (12 of 13) either agreed or strongly agreed. • While there were a small number of responses in some tenure groups, in general, the longer a respondent has worked for the City, the less likely they are to feel a sense of belonging or feel that the most qualified candidates are promoted within their department. • While some roles within the organization contained a small number of responses, in general, as the chain of command goes down from director-level or higher to hourly employees, respondents were less likely to feel positively about the City’s workplace climate, workforce development, benefits, and policies as they pertain to the employee’s department. • While only 11 respondents identified as non-binary in this survey, non-binary respondents were less likely than male and female respondents to feel positively about most questions related to the City’s workplace climate, workforce development, benefits, and policies as they pertain to the employee’s department.
• Respondents with disabilities or impairments were less likely to feel positively about most questions related to the City’s workplace climate, workforce development, benefits, and policies as they pertain to the respondent’s department. • While there were a small number of respondents in some education groups, in general, the more education a respondent has, the more likely they were to feel they are provided a supportive environment, have access to the tools, training, and development they need to do their jobs well, have an equal opportunity for growth and development, and that their department has an ongoing commitment to equal pay, merit increases, and benefits.
“Increasing focus on employee retention and advancement. I believe most City employees are proud of their roles and happy to be here. Let’s work to create viable career pathways and growth opportunities to keep folks “on the team”.”
Office of the City Auditor
19 June 2022
Chapter 3: Employee Work-Life Balance
This chapter focuses on how employees feel about their personal work-life balance and how they perceive their professional relationships with their peers and colleagues. Figure 19 details how respondents felt about their work-life balance. Fifty-nine percent of respondents rated their work-life balance as excellent or good.
Figure 19: Respondent Rating of Work-Life Balance
Number of responses: 809
We performed a more detailed analysis to determine if any trends or correlations exist based on employee demographics. Based on this analysis, we noted:
• While 62% of male (181 of 292) and 65% of female (196 of 300) respondents rated work-life balance as good or excellent, only 45% of non-binary (5 of 11) respondents rated work-life balance as good or excellent. • While 59% of respondents (477 of 809) rated work-life balance as good or excellent, only 26% of Filipino (5 of 19) respondents rated work-life balance as good.
• While 92% of respondents with annual salaries under $25,000 (11 of 12) rated work-life balance as good or excellent, only 61% of respondents with annual salaries at or above $25,000 (357 of 590) rated work-life balance as good or excellent. “I believe that teleworking has greatly contributed to
work life balance and an extreme reduction in stress [sic]” “There is burnout in my area and I think having more programs or resources that can help employee maintain that healthy work-life balance would help.”
Office of the City Auditor
20 June 2022
Figure 20 details how respondents felt about their professional relationships with peers and colleagues. Seventy-five percent of respondents felt satisfied or very satisfied with their professional relationships with peers and colleagues.
Figure 20: Respondent Satisfaction with Professional Relationships with Peers and Colleagues
Number of responses: 827
We performed a more detailed analysis to determine if any trends or correlations exist based on employee demographics. Based on this analysis, we noted:
• While 94% of respondents that are director-level or higher employees (15 of 16) rated satisfaction with their professional relationships as satisfied or very satisfied, only 70% of respondents that are hourly employees (269 of 384) rated satisfaction with their professional relationships as satisfied or very satisfied.
• While 81% of male (241 of 296) and 77% of female (240 of 310) respondents rated satisfaction with their professional relationships as satisfied or very satisfied, only 45% of non-binary (5 of 11) respondents rated satisfaction with their professional relationships as satisfied or very satisfied.
“I am looking forward to being more
in the office to have more interaction
and build rapport with colleagues.”
“Work as a team, be kind
and respect one another.”
Office of the City Auditor
21 June 2022
Chapter 4: City Leadership
This chapter focuses on how employees perceive the City’s leadership promote diversity, equity, and inclusion (DEI) and maintain high quality standards. Figure 21 details how respondents felt the Mayor and City Council and Department Managers promote DEI within the City of Sacramento. Forty-eight percent of respondents feel that the Mayor and City Council and 56 percent of respondents feel that Department Managers promote DEI within the City of Sacramento.
Figure 21: I feel that ____________ promote diversity, equity, and inclusion within the City of Sacramento. This may include leading from the top, hiring practices, providing support, creating a culture of inclusion, establishing feedback mechanisms, communication, etc.
Number of responses: 808 and 805, respectively
We performed a more detailed analysis to determine if any trends or correlations exist based on employee demographics. Based on this analysis, we noted:
• While some roles within the organization contained a small number of responses, in general, as the chain of command goes down from director-level or higher to hourly employees, respondents were less likely to agree or strongly agree that the Mayor and City Council and Department Managers promote diversity, equity, and inclusion within the City of Sacramento. “I think the work the City is
doing with the GARE
program is very good. I
would like to see all
employees get the
opportunity to participate in
more programs such as
those that the Executive
team gets to participate in.”
Office of the City Auditor
22 June 2022
• While only 11 respondents identified as non-binary in this survey, non-binary respondents were less likely than male and female respondents to agree or strongly agree that the Mayor and City Council and Department Managers promotes diversity, equity, and inclusion within the City of Sacramento.
• While 56% of respondents (454 of 805) either agreed or strongly agreed their Department Managers promote diversity, equity, and inclusion within the City of Sacramento, only 42% of African American (26 of 62) respondents agreed or strongly agreed. • While 56% of respondents (454 of 805) either agreed or strongly agreed their Department Managers promote diversity, equity, and inclusion with the City of Sacramento, only 36% of asexual (5 of 14) respondents and 27% of lesbian (3 of 11) respondents agreed or strongly agreed.
Figure 22 details how respondents felt about the City’s commitment to maintaining high quality standards. While 50 percent of respondents feel managers and supervisors throughout the City of Sacramento are committed to maintaining high quality standards, 73 percent of respondents feel managers and supervisors within their department are committed to maintaining high quality standards.
Figure 22: I feel managers and supervisors are committed to maintaining high quality standards
Number of responses: 806 and 810, respectively
“No, I think the City’s
standards are too low and
people should be hired or put
into positions based on ability,
not their race/gender/sexual
preference.”
Office of the City Auditor
23 June 2022
We performed a more detailed analysis to determine if any trends or correlations exist based on employee demographics. Based on this analysis, we noted:
• While 50% of respondents (406 of 806) either agreed or strongly agreed that the City is committed to maintaining high quality standards, only 32% of respondents in the Police Department (25 of 79) and 32%of respondents in the Fire Department (27 of 84) agreed or strongly agreed.
• While some roles within the organization contained a small number of responses, in general, as the chain of command goes down from director-level or higher to hourly employees, respondents were less likely to agree or strongly agree that the City and their department are committed to maintaining high quality standards.
• While 79% of male (234 of 295) and 75% of female (234 of 310) respondents either agreed or strongly agreed that their department is committed to maintaining high quality standards, only 45% of non-binary (5 of 11) respondents agreed or strongly agreed. • While 73% of respondents (590 of 810) either agreed or strongly agreed that their department is committed to maintaining high quality standards, only 60% of African American (38 of 63) respondents agreed or strongly agreed. • In general, the more education a respondent has, the more likely they are to agree or strongly agree that their department is committed to maintaining high quality standards. For example, while 88% of respondents with professional degrees (14 of 16) (e.g. law degree or medical degree) either agreed or strongly agreed that their department is committed to maintaining high quality standards, only 58% of respondents with trade/technical/vocational training (14 of 24) agreed or strongly agreed. • While 73% of respondents (590 of 810) either agreed or strongly agreed that their department is committed to maintaining high quality standards, only 36% of lesbian (4 of 11) respondents agreed or strongly agreed.
“Very siloed – and if someone wants to collaborate or innovate, the responsibility falls on the person seeking change.
Managers seem very comfortable with the status quo/how they’ve always done things. Doesn’t feel like there is much appetite, staff time, or funding for creativity or bold actions (which are repeatedly called for by Council and Leadership).”
Office of the City Auditor
24 June 2022
Chapter 5: Discrimination and Harassment
This chapter focuses on employee experiences with discrimination and harassment, including bias and microaggressions. Figure 23 details how often respondents stated they witnessed or experienced discrimination and harassment in the workplace within the last twelve months. While most respondents stated they have not witnessed or experienced discrimination or harassment in the workplace within the last twelve months, 34 percent of respondents stated they have witnessed discriminatory behavior, 28 percent of respondents stated they have experienced discriminatory behavior, and 21 percent of respondents stated they have experienced harassment.
Figure 23: Respondent Experiences with Discrimination and Harassment Within the Last 12 Months
Number of responses: 789 to 790
“There are some incidents that are tough to bring forward because they are subtle. Unless incidents are egregious, it's sometime [sic] not worth bringing to forward because of the amount of work required to report it.”
Office of the City Auditor
25 June 2022
Figure 24 details how often respondents stated they felt excluded or unwelcome in the workplace due to being a member of a protected class.
While most respondents stated they have not felt excluded or unwelcome in the workplace due to a protected class, 19 percent of respondents stated they have felt excluded or unwelcome due to their race or ethnicity, 12 percent of respondents stated they have felt excluded or unwelcome due to their gender identity, and 6 percent of respondents stated they have felt excluded or unwelcome due to their sexual orientation.
Figure 24: Respondent Experiences with Feeling Excluded or Unwelcome in the Workplace Due to a Protected Class
Number of responses: 787 to 790
“Creating a clean and welcoming work desk for employees [sic] promotion and coming in to [sic] a new position. Its [sic] the small things that make employees feel welcome.”
Office of the City Auditor
26 June 2022
Figure 25 details how often respondents stated they witnessed bias or unequal treatment in the workplace due to a protected class. While most respondents stated they have not witnessed bias or unequal treatment in the workplace due to a protected class, 32 percent of respondents stated they have witnessed bias or unequal treatment due to race or ethnicity, 22 percent of respondents stated they have witnessed bias or unequal treatment due to gender identity, and 15 percent of respondents stated they have witnessed bias or unequal treatment due to sexual orientation.
Figure 25: Respondent Experiences with Witnessing Bias or Unequal Treatment in the Workplace Due to a Protected Class
Number of responses: 790 to 791
“Not only focus on treating everyone equally, but kindly. There are not very many ‘good job’, ‘thank you’ or ‘great suggestion’. Those things feel good and aren’t heard often.”
Office of the City Auditor
27 June 2022
Chapter 5.1: Bias
This section focuses on employee experiences with biased behavior in the workplace. Figures 26 and 27 detail how many respondents stated they have ever witnessed, overheard, or seen biased behavior towards any protected classes in the workplace and which protected class experienced the bias, respectively. Twenty-four percent of respondents stated they have witnessed, overheard, or seen biased behavior in the workplace with race, color, age, and sex being the most common protected classes experiencing bias.
Figure 26: Have Respondents Ever Witnessed, Overheard, Figure 27: Protected Class That Experienced the Bias or Seen Biased Behavior Towards any Protected Classes
in the Workplace
Number of responses: 786 Number of responses: 190
Note: Because employees can belong to multiple protected classes and respondents could be referring to multiple incidents, this question allowed respondents to select all that applied; therefore, the total number of protected classes that experienced bias is more than the number of responses.
Office of the City Auditor
28 June 2022
Figure 28 details how long ago the most recent occurrence of biased behavior respondents witnessed, overheard, or saw in the workplace. Of these respondents, 42 percent have witnessed, overheard, or seen biased behavior in the workplace within the last year.
Figure 28: Most Recent Occurrence of Bias
Number of responses: 185
“I have been with the City since [redacted to
protect anonymity], and these observations are
old ones, but worth mentioning since they did
happen even if not recent.”
“Promotion bias can be seen as subjective and can be difficult to voice to [sic] chain of command. If you feel that you are not being promoted because of bias, and report it, you’ll feel a lot of pressure to provide evidence and concrete examples to prove that bias occurred. The burden of proof falls on you. It’s an uphill battle that can be very damaging if you fail.” “I do not know
the reporting
process and am
extremely
fearful of
retaliation [sic]”
Office of the City Auditor
29 June 2022
Figure 29 details whether respondents that have witnessed, overheard, or seen biased behavior reported the incident(s). Overall, 30 percent of respondents stated they escalated the biased behavior.
Figure 29: Reporting of Biased Behavior
Number of responses: 186
“I was satisfied with the response I received when I reported the incident, but I do not know what the outcome was.”
Office of the City Auditor
30 June 2022
Figure 30 details whether respondents that have witnessed, overheard, or seen biased behavior were satisfied with the City’s response, including any known discipline. Only 16 percent of respondents were somewhat or very satisfied with the City’s response.
Figure 30: Satisfaction with City’s Response, Including Any Known Discipline, to the Biased Behavior
Number of responses: 184
We performed a more detailed analysis to determine if any trends or correlations exist based on employee demographics. Based on this analysis, we noted:
• While 44% of respondents that are director-level or higher employees (7 of 16) stated they have witnessed, overheard, or seen biased behavior, only 26% of respondents that are hourly employees (96 of 365) stated they have witnessed, overheard, or seen biased behavior.
• While 20% of male (58 of 295) respondents stated they have witnessed, overheard, or seen biased behavior, 26% of female (80 of 310) respondents and 27% of non-binary (3 of 11) respondents stated they have witnessed, overheard, or seen biased behavior. “Issue didn’t seem to be taken seriously,
no real repercussions for the behavior.”
“I am not aware of any action taken to prevent the behavior [sic]” “Decreased morale within the unit due to lack of discipline.”
Office of the City Auditor
31 June 2022
• While 35% of respondents with disabilities or impairments (21 of 60) stated they have witnessed, overheard, or seen biased behavior, only 21% of respondents without disabilities or impairments (122 of 587) stated they have witnessed, overheard, or seen biased behavior.
• While 41% of female (32 of 79) respondents stated they reported the biased behavior, only 28% of male (16 of 58) respondents and 0% of non-binary (0 of 3) respondents stated they reported the biased behavior. • While 48% of respondents with disabilities or impairments (10 of 21) stated they reported the biased behavior, only 29% of respondents without disabilities or impairments (35 of 121) stated they reported the biased behavior. • While 37% of respondents 40 and older (37 of 101) stated they reported the biased behavior, only 20% of employees under 40 (9 of 46) stated they reported the biased behavior.
• In general, employees that were more familiar with City resources were more likely to report biased behavior. • While 43% of respondents that are director-level or higher employees (3 of 7) stated they were somewhat satisfied or very satisfied with the City’s response, only 11% of respondents that are hourly employees (10 of 93) stated they were somewhat satisfied or very satisfied with the City’s response, including any known discipline, to the biased behavior.
“Most of the discriminatory practices that I have personally seen are because someone is a protected class and they are not disciplined to the same standards as everyone else is.” “Making sure that everyone follows the same
rules. It’s really demoralizing when some
have to play by the rules and others don’t.”
“Hold Managers and Department heads and Assistant City Managers more accountable for the actions of employees under them. When a football team does not have a winning season, it is the coach that gets fired. The leaders of the organization have a huge role in shaping the environment – and thats [sic] often why negative environments persist.”
Office of the City Auditor
32 June 2022
Chapter 5.2: Microaggressions
This section focuses on employee experiences with microaggressions in the workplace. Figures 31 and 32 detail how many respondents stated they have ever witnessed or experienced microaggressions in the workplace and the form of microaggression witnessed or experienced, respectively. Twenty-seven percent of respondents stated that had witnessed or experienced microaggressions in the workplace with microinsults and microinvalidation as the most common forms.
Figure 31: Have Respondents Ever Witnessed or Figure 32: Microaggression Witnessed or Experienced Experienced Microaggressions in the Workplace
Number of responses: 784
“Because of the “work from home” order, remarks being made in staff and work related calls are not documented and ultimately not reported.” Number of responses: 197
Note: Not all employees who answered “Yes” in figure 31 answered this question. Additionally, because employees could be referring to multiple incidents, this question allowed respondents to select all that applied; therefore, the total number of microaggressions experienced is more than the number of responses.
Office of the City Auditor
33 June 2022
Figure 33 details how long ago the most recent microaggression was witnessed or experienced by respondents. Of these respondents, 49 percent witnessed or experienced microaggressions within the last year.
Figure 33: Most Recent Occurrence of Microaggression
Number of responses: 196
“Less whining
more work [sic]”
“Having only joined the City [redacted to protect
anonymity], I do not have deep enough
knowledge of policies and procedures to be able
to take action. So far, I'm taking notes on these
attitudes to try to help correct flawed decision
making processes in decisions I collaborate on.”
“These things happen over the course of a career,
some events before the term microaggression existed.”
Office of the City Auditor
34 June 2022
Figure 34 details whether respondents that have witnessed or experienced microaggressions reported the incident(s). Overall, 21 percent of respondents stated they escalated the microaggression(s).
Figure 34: Reporting of Microaggressions
Number of responses: 194
“The policies and
process to report
discrimination,
microaggressions etc.
need to be made much
clearer to employees.
Who to report to first,
how to do it, etc.”
“Fix the retaliation problem with reporting. I
know retaliation is against the law but it still
happens. People are ostracized for speaking out.”
“Allow full time remote work to be an option for everyone who is able to carry out their duties this way. This is the easiest way to advance inclusiveness. Office environments prioritize a certain type of personality and default to the culture of the majority (white/male/straight/cisgender etc [sic]), making it uncomfortable (and at worst, oppressive) for those who are not of those groups.”
Office of the City Auditor
35 June 2022
Figure 35 details whether respondents that have witnessed or experienced microaggressions were satisfied with the City’s response, including any known discipline. Only 11 percent of respondents were somewhat or very satisfied with the City’s response to all types of microaggressions.
Figure 35: Satisfaction with City’s Response, Including Any Known Discipline, to the Microaggression
Number of responses: 193
“The intent to correct the issue is
there, but the issue continues.”
“Nothing was done to change
or correct the behavior.”
Office of the City Auditor
36 June 2022
We performed a more detailed analysis to determine if any trends or correlations exist based on employee demographics. Based on this analysis, we noted:
• While there were a small number of responses in some tenure groups, in general, the longer a respondent has worked for the City, the more likely they were to state they have witnessed or experienced microaggressions. For example, while 42% of respondents with 35 years or more of City service (5 of 12) stated they have witnessed or experienced microaggressions, only 15% of respondents with less than one year of City service (12 of 78) stated they have witnessed or experienced microaggressions. • While 27% of respondents (208 of 784) stated they have witnessed or experienced microaggressions, 63% of respondents that are director-level or higher employees (10 of 16) stated they had witnessed or experienced microaggressions. • While only 11 respondents identified as non-binary in this survey, 45% of non-binary (5 of 11) respondents stated they have witnessed or experienced microaggressions, while only 22% of male (65 of 296) and 30% of female (93 of 310) respondents stated they have witnessed or experienced microaggressions.
• While 40% of respondents with disabilities or impairments (24 of 60) stated they have witnessed or experienced microaggressions, only 24% of respondents without disabilities or impairments (140 of 589) stated they have witnessed or experienced microaggressions. • While 50% of employees that are director-level or higher employees (5 of 10) stated they reported the microaggression, only 17% of respondents that are hourly employees (17 of 98) stated they reported the microaggression. • While 29% of respondents with disabilities or impairments (7 of 24) stated they reported the microaggression, only 20% of respondents without disabilities or impairments (27 of 137) stated they reported the microaggression. • While 40% of respondents who have previously served in the military (4 of 10) stated they reported the microaggression, only 19% of respondents who haven’t served in the military (32 of 167) stated they reported the microaggression. • While there were a small number of responses in some tenure groups, in general, the longer a respondent has worked for the City, the less likely they were to state they are satisfied with the City’s response, including any known discipline, to the microaggression. For example, while 13% of respondents with 15 years or less of City service (15 of 116) stated they were somewhat satisfied or very satisfied with the City’s response, 8% of respondents with more than 15 years of City service (6 of 74) stated they were somewhat satisfied or very satisfied with the City’s response, including any known discipline, to the microaggression. • While 27% of respondents who have previously served in the military (3 of 11) stated they were somewhat satisfied or very satisfied with the City’s response, only 11% of respondents who haven’t served in the military (18 of 165) stated they were somewhat satisfied or very satisfied with the City’s response, including any known discipline, to the microaggression.
Office of the City Auditor
37 June 2022
Chapter 5.3: Harassment
This section focuses on employee experiences with harassment in the workplace. Figures 36 and 37 detail how many respondents stated they have ever witnessed or experienced harassment in the workplace and the form of harassment witnessed or experienced, respectively. Nineteen percent of respondents stated that had witnessed or experienced harassment in the workplace with offensive jokes being the most common form.
Figure 36: Have Respondents Ever Witnessed Figure 37: Harassment Witnessed or Experienced or Experienced Harassment in the Workplace
Number of responses: 771 Number of responses: 136
Note: Because employees could be referring to multiple incidents, this question allowed respondents to select all that applied; therefore, the total number of harassment experienced is more than the number of responses.
“Almost any conversation taken out of context is subject to every one of these harassment criteria [sic]”
Office of the City Auditor
38 June 2022
Figure 38 details how long ago the most recent harassment was witnessed or experienced by respondents. Of these respondents, 30 percent witnessed or experienced harassment within the last year.
Figure 38: Most Recent Occurrence of Harassment
Number of responses: 136
“I chose not to speak up about it, unfortunately I
am used to inappropriate comments in my field.”
“Over the years,
the reporting
has changed,
but not in my
opinion, the
outcome.”
“There are so many incidents where I've seen this occur.
Sometimes it's dealt with. Other times they are not. A lot of times situations are dealt with by just "separating" employees instead of dealing with the issue.”
Office of the City Auditor
39 June 2022
Figure 39 details whether respondents that have witnessed or experienced harassment reported the incident(s). Overall, 37 percent of respondents stated they escalated the harassment.
Figure 39: Reporting of Harassment
Number of responses: 134
“Because of the position of power these managers hold, they can cause serious long term consequences on individuals careers. Instead of enforcing the laws they cover up and hide these issues and then continue to retaliate against the person and anyone who assisted them.”
Office of the City Auditor
40 June 2022
Figure 40 details whether respondents that have witnessed or experienced harassment were satisfied with the City’s response, including any known discipline. Only 20 percent of respondents were somewhat or very satisfied with the City’s response to all types of harassment.
Figure 40: Satisfaction with City’s Response, Including Any Known Discipline, to the Harassment
Number of responses: 136
“Again, the City has a track record of not discipling [sic] managers, so employees seldom complain or face retaliation.”
Office of the City Auditor
41 June 2022
We performed a more detailed analysis to determine if any trends or correlations exist based on employee demographics. Based on this analysis, we noted:
• While 19% of respondents (143 of 771) stated they have witnessed or experienced harassment, 40% of respondents in the Convention and Cultural Services Department (10 of 25) and 34% of respondents in the Fire Department (27 of 80) stated they have witnessed or experienced harassment.
• While there were a small number of responses in some tenure groups, in general, the longer a respondent has worked for the City, the more likely they were to state they have witnessed or experienced harassment. For example, while 33% of respondents with 35 or more years of City service (4 of 12) stated they have witnessed or experienced harassment, only 6% of respondents with less than one year of City service (5 of 78) stated they have witnessed or experienced harassment. • While 19% of respondents (143 of 771) stated they have witnessed or experienced harassment, 56% of respondents that are director- level or higher employees (9 of 16) stated they have witnessed or experienced harassment. • While only 11 respondents identified as non-binary in this survey, 36% of non-binary (4 of 11) respondents stated they have witnessed or experienced harassment, while only 13% of male (39 of 296) and 18% of female (56 of 310) respondents stated they have witnessed or experienced harassment.
• While 19% of respondents (143 of 771) stated they have witnessed or experienced harassment, only 6% of Asian (3 of 53) respondents stated they have witnessed or experienced harassment.
• While some age groups contained a small number of responses, in general, as age increases, respondents were more likely to state they have witnessed or experienced harassment. For example, while 19% of respondents 40 and older (80 of 418) stated they have witnessed or experienced harassment, only 10% of respondents under 40 (23 of 229) stated they have witnessed or experienced harassment.
• While 25% of respondents with disabilities or impairments (15 of 60) stated they have witnessed or experienced harassment, only 15% of respondents without disabilities or impairments (90 of 588) stated they have witnessed or experienced harassment. • While 19% of respondents (143 of 771) stated they have witnessed or experienced harassment, only 11% of cisgender men (28 of 245) stated they have witnessed or experienced harassment.
• While 37% of respondents (49 of 134) stated they reported the harassment, 60% of Hispanic (9 of 15) respondents stated they reported the harassment.
• While 60% of respondents with disabilities or impairments (9 of 15) stated they reported the harassment, only 38% of respondents without disabilities or impairments (33 of 88) stated they reported the harassment.
Office of the City Auditor
42 June 2022
• While 29% of respondents who live outside City limits (14 of 48) stated they reported the harassment, 42% of respondents who live within City limits (26 of 62) stated they reported the harassment. • In general, respondents that were more familiar with City resources were more likely to report harassment. • While 67% of respondents that are director-level or higher employees (6 of 9) stated they were somewhat satisfied or very satisfied with the City’s response, only 12% of respondents that are hourly employees (8 of 68) stated they were somewhat satisfied or very satisfied with the City’s response, including any known discipline, to the harassment.
Chapter 5.4: Trends Over Time
We compared employee experiences with discrimination and harassment reported in this survey to the results of our 2020 Diversity, Equity, and Inclusion Survey. We created heat maps that show the percentage point difference between the 2022 and 2020 survey results for select questions2. Figure 41 compares the results related to respondents witnessing or experiencing bias, microaggressions, and harassment in the workplace. In general, percentage point differences between the 2022 and 2020 surveys did not exceed three percentage points.
Figure 41: Percentage Point Difference Between 2022 and 2020 Survey Results Related to Witnessing or Experiencing Bias, Microaggressions, and Harassment in the Workplace
Survey Question Yes Not Sure No Prefer Not to Say
Have you ever witnessed, overheard or seen biased behavior towards any protected class in the workplace? -3% 0% 3% 0%
Have you witnessed or experienced microaggressions in the workplace? 2% -1% 0% -1% Have you ever witnessed or experienced harassment in the workplace? -1% 3% -1% -1%
Scale Yes -10% -5% Percentage Point Difference
from 2020 Survey 5% 10%
No -10% -5% Percentage Point Difference
from 2020 Survey 5% 10%
2 Due to differences in some survey questions and answers, we did not compare all survey questions. “City is on the right
path. Keep going.”
Office of the City Auditor
43 June 2022
Figure 42 compares the results related to specific respondent experiences with discrimination and harassment in the workplace. In general, percentage point differences between the 2022 and 2020 surveys did not exceed five percentage points.
Figure 42: Percentage Point Difference Between 2022 and 2020 Survey Results Related to Experiences with Discrimination and Harassment in the Workplace
Survey Question Often Sometimes Rarely Never I Don't Know Witnessed discriminatory behavior within the last 12 months. -2% -4% 1% 9% -3% Experienced discriminatory behavior within the last 12 months. 0% -1% 1% 5% -3% Experienced harassment in the workplace within the last 12 months. 0% 0% 1% 2% -2% Felt excluded or not welcome in the workplace due to my sexual orientation. 1% 0% -1% -1% 2% Felt excluded or not welcome in the workplace due to my gender identity. 0% -3% -4% 6% 1% Felt excluded or not welcome in the workplace due to my race/ethnicity. -2% 1% -2% 4% -1% Witnessed bias or unequal treatment because of someone's sexual orientation. 1% -1% 1% 1% -1% Witnessed bias or unequal treatment because of someone's gender identity. 1% 2% 4% -3% -4% Witnessed bias or unequal treatment because of someone's race/ethnicity. 0% 0% 0% 3% -3%
Scale Often/Sometimes/Rarely -10% -5% Percentage Point Difference from 2020 Survey 5% 10%
Never -10% -5% Percentage Point Difference from
2020 Survey 5% 10%
Chapter 5.5: City Resources
This section focuses on how familiar employees are with various City resources aimed at creating and maintaining a high-quality workforce.
Figure 43 details how familiar respondents are with the City’s Whistleblower Hotline, EEO complaint process, Treatment of Staff Policy, Upstand Sacramento, City of Sacramento Race and Gender Equity Action Plan, and the respondent’s own department reporting procedures. Overall, respondents are significantly less familiar with Upstand Sacramento than other City resources.
Office of the City Auditor
44 June 2022
Figure 43: Respondent Familiarity with City Resources
Number of responses: 786 to 792
“I haven't escalated my concerns, because of my demographic background I don't matter to the City of Sacramento, I don't meet the definition of "...diversity, equity, and inclusion...".”
Office of the City Auditor
45 June 2022
We performed a more detailed analysis to determine if any trends or correlations exist based on employee demographics. Based on this analysis, we noted:
• While some roles within the organization contained a small number of responses, in general, as the chain of command goes down from director-level or higher to hourly employees, employees were less likely to be familiar with City resources. • While some tenure groups contained a small number of responses, in general, the longer an employee has worked for the City, the more familiar they were with the Equal Employment Opportunity (EEO) complaint process and the employee’s own department reporting procedures.
• While only 11 respondents identified as non-binary in this survey, in general, non-binary employees were less likely than male and female employees to be familiar with City resources.
• While some age groups contained a small number of responses, in general, as the age increased, familiarity with City resources increased.
• While some salary groups contained a small number of responses, in general, as annual salary increased, familiarity with City resources increased.
“To [sic] much focus is on equity, diversity and
inclusion. This is a cure looking for a disease.
We do not have a problem within the city.”
“A good step is the RGEAP program.
This cannot be like other City diversity
programs that faded after a few years.”
“Quit focusing on trying to make the percentages of various groups within the City match the City. When the primary education and experience within the City falls to manual labor specialties, you can't suddenly expect that educational background to shift and match the percentages of those roles among City staff members. Encourage applications, teach those who want to be taught, but quit trying to make a square fit in a round hole. It's insulting to everyone if employees or new hires believe someone was hired just to expand the various groups hired within the City, instead of focusing on hiring the one who is most qualified.”
Office of the City Auditor
46 June 2022
Chapter 6: Diversity, Equity, and Inclusion Within the City of Sacramento This chapter focuses on how employees perceive the priority of diversity, equity, and inclusion within the City of Sacramento. Figure 44 details whether respondents felt gender diversity, ethnicity diversity, and the advancement of LGBTQ+ inclusivity are priorities in the City of Sacramento and compares the results to the 2020 survey. Since the 2020 survey, employee agreement that gender diversity, ethnicity diversity, and the advancement of LGBTQ+ inclusivity are priorities in the City of Sacramento has increased twelve percentage points, eight percentage points, and eight percentage points, respectively.
Figure 44: I feel that __________ is a priority within the City of Sacramento.
Number of responses: 751
Percentage Point Increase in
Agreement Since 2020 Survey
+ 12%
+ 8%
+ 8%
“I believe we are
on the right track!”
“In addition to all initiatives, also foster an environment where all races, ethnicities and people of various national origins feel equally valued and not feel guilty for belonging to any group.”
Office of the City Auditor
47 June 2022
We performed a more detailed analysis to determine if any trends or correlations exist based on employee demographics. Based on this analysis, we noted:
• While some roles within the organization contained a small number of responses, in general, as the chain of command goes down from director-level or higher to hourly employees, employees were less likely to feel diversity, equity, and inclusion is a priority within the City of Sacramento.
• While some salary groups contained a small number of responses, in general, as annual salary and household income increase, respondents were more likely to feel diversity, equity, and inclusion is a priority within the City of Sacramento. • While some education groups contained a small number of responses, in general, the more education an employee has, the more likely they were to feel diversity, equity, and inclusion is a priority within the City of Sacramento.
Chapter 6.1: Employee Suggestions for Improvement
Employees were asked to provide input on how to improve the employment climate at the City of Sacramento. Specifically, employees were asked 1) Are there any diversity, equity and inclusion initiatives or programs you’d like to see the City take on in the future?; 2) Please provide ways to make the workplace a more positive environment for you as an employee; 3) Please provide any additional information you feel would help in improving the employment climate for employees here at the City of Sacramento. Figure 45 illustrates a sample of employee responses to these questions.
“Better practices in vetting personnel in charge of other human beings on a daily basis. This entire culture can be affected/infected by some of the personnel entrusted to be supervisors/managers. While some people can be talented/valuable in their perspective fields; that does not make them ideal candidates to lead or be in charge of other human beings.” “Value employees’ contributions and show
appreciation, celebrate success or give credit where
credit is due, respect each other’s opinions, treat all employees fairly, zero tolerance to double standard.”
“People need to practice the training and apply it. They just attend the class and get a certificate. If you don’t apply the teachings, there can never be real change.”
Office of the City Auditor
48 June 2022
Figure 45: Employee Suggestions for Improvement
More employee resource
groups.
Gender neutral restrooms in
all city buildings.
More cultural events
highlighting different ethnic
backgrounds.
Use of pronouns in email
signatures and at the start of
meetings.
No, less, these programs are
the problem and create more
division.
Create a program designed to
recognize the success and/or
achievement of employees
working individually and as a
team.
Upper management needs to be
aware of their employees and
more involved with them so they
know what's going on. Being
accountable for your department
shouldn't require a "program."
More incentive programs for
educational achievements.
Hire people that are going to
do the job well. I could care
less about their identity. If they
can do the job, then good.
Allow employees to give
reviews on their supervisors
and management.
No, there should be a focus on
hiring the best person for the
job, not focusing on what a
person looks like.
For complaints to be taken
seriously.
More colors. Everything is gray
or smoky gray. I'd like a little
more razzle-dazzle in my work
place.
I would like to see the city
support Employee Resource
Groups and broadcast them in
new employee orientation and
on the public hiring website
pages.
Hire a more diverse workforce.
Offer more events that
encourage team-building and
socializing.
Acknowledging or sending out
a quick email regarding diverse
holidays such as Chinese New
Year, Hanukkah, etc.
No favoritism. Equal
opportunity for all. Same rules
for everyone.
Treat everyone with respect
and equality.
A cost of living adjustment is
sorely needed. Also, the City's
hiring process is way too long
and convoluted causing long
delays in getting the help my
team needs badly.
No, the focus on diversity and
inclusion above all else is a
recipe for failure.
Allow staff work time to
participate in employee
resource groups on at least an
hour per month basis.
Require supervisors and
management positions to take
mandatory DEI course during
on-boarding and annually.
I would like to see the city not
to have diversity favoritism
over vaccinated and
unvaccinated employees.
More opportunities to engage
across departments in less
formal ways, to expose to
more of a diverse range of city
functions and employees.
Office of the City Auditor
49 June 2022
Appendix A: Definitions
Asexual – Having a lack of (or low level of) sexual attraction to others.3
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, Japan, Korea, Malaysia, Pakistan, Thailand, and Vietnam.4
Bisexual – A term for someone who is attracted to individuals or more than one gender identity. 3 Black or African American (not of Hispanic origin) – A person having origins in any of the Black racial groups of Africa.4
Cisgender Man – A term for a man whose gender identity and sex assigned at birth correspond in a way that is culturally accepted.
Cisgender Woman – A term for a woman whose gender identity and sex assigned at birth correspond in a way that is culturally accepted.
Dual Career – A situation in which both people in a marriage or relationship have a job. 5 Ethnicity – A social group that shares a common and distinctive culture, religion, language, or the like. 6
Female – A person with XX chromosomes usually has female sex and reproductive organs and is therefore usually assigned biologically female. 7 Filipino (not of Hispanic origin) – All persons having origins from the Philippine Islands.
Gay – A term for someone who is attracted to members of their same gender identity. 3 3 Sacramento LGBT Community Center
4 U.S. Equal Employment Opportunity Commission
5 Cambridge Dictionary
6 Dictionary.com
7 Planned Parenthood
Office of the City Auditor
50 June 2022
Gender Identity – People’s inner sense of their gender, which may or may not correspond with the sex they were assigned at birth. 8
Genderqueer – People who typically reject notions of static categories of gender and embrace a fluidity of gender identity and often, though not always, sexual orientation. People who identity as “genderqueer” may see themselves as being both male and female, neither male nor female or as falling completely outside these categories. 9 Gender Non-Conforming/Non-Binary – A term used to describe a person whose gender identity and/or expression does not conform within the traditional binary of masculine or feminine.3
Harassment – Unwelcome conduct that is based on race, color, religion, sex (including sexual orientation, gender identity, or pregnancy), national origin, age (beginning at age 40), disability or genetic information (including family medical history).4
Heterosexual – A tendency to direct sexual desire toward the opposite sex.10
Hispanic or Latino/Latinx – A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin, regardless of race.4
Intimidation – When a superior, coworker, or direct report uses physical violence or threats, blackmail, or verbal abuse to manipulate a company employee for some professional advantage.11
Lesbian – A term for someone who identifies as a woman and is attracted to other woman.3
8 Catalyst.org
9 University of Colorado
10 USlegal.com
11 Eisenberg and Baum, LLP
Office of the City Auditor
51 June 2022
LGBTQ+ – An acronym for “lesbian, gay, bisexual, transgender and queer” with a “+” sign to recognize the limitless sexual orientations and gender identities.12
Male – A person with XY chromosomes usually has male sex and reproductive organs and is therefore usually assigned biologically male.7
Microaggression – A comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group (such as a racial minority). 13
Microassaults – Conscious and intentional discriminatory actions.14
Microinsults – Verbal, nonverbal, and environmental communications that subtly convey rudeness and insensitivity that demean a person’s racial heritage or identity.
Microinvalidation – A form of microaggression that excludes or negates a person’s thoughts or feelings.
Middle Eastern or North African – All persons having origins in any of the original peoples of the Middle East or North Africa.
Native American or Alaska Native (not of Hispanic origin) – 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. 4 Native Hawaiian or other Pacific Islander – A person having origins in any of the peoples of Hawaii, Guan, Samoa, or other Pacific Islands. 4 Non-Binary – An adjective describing a person who does not identity exclusively as a man or a woman. Non-binary people may identify as being both a man and a woman, somewhere in between, or as falling completely outside these categories. While many also identify as transgender, not all non-binary people do.
9 12 Hrc.org
13 Merriam Webster Dictionary
14 Turner Consulting Group
Office of the City Auditor
52 June 2022
Pansexual – Describes someone who has the potential for emotional, romantic or sexual attraction to people of any gender though not necessarily simultaneously, in the same way or to the same degree.9
Protected Classes – Ancestry, age (40 and older), color, creed, disability (mental and physical), genetic information, gender identity, gender expression, marital status, medical condition, military or veteran status, national origin, race, religion, sex/gender (including pregnancy, childbirth, breastfeeding or related medical conditions), sexual orientation.15
Offensive Jokes – Racist, sexual, and other demeaning jokes.
Offensive Pictures – Racist, sexual, or other distasteful pictures.
Queer – An umbrella term to describe individuals who don’t identify as heterosexual and/or cisgender.3
Questioning – A term for someone who is questioning or exploring their sexual orientation or gender identity.3
Sex – A person’s biological characteristics including the internal and external sex organs, chromosomes, and hormones that make up their anatomy and physiology.8
Sexual Harassment – Unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.4
Sexual Orientation – A person’s sexual, emotional, physical, or psychological attraction to other people.3
Small Number of Responses – For the purposes of analyzing this survey, we considered 30 or less respondents a small number of responses.
Transgender Man – A man who was assigned female at birth. 16 Transgender Woman – A woman who was assigned male at birth.16
15 California Department of Fair Employment and Housing 16 Penn State University
Office of the City Auditor
53 June 2022
Two-Spirit – A person who identifies as having both a masculine and a feminine spirit and is used by some Indigenous people to describe their sexual, gender and/or spiritual identity.17
White (not of Hispanic origin) – A person having origins in any of the original peoples of Europe.
Work-Life Balance – A comfortable state of equilibrium achieved between an employee’s primary priorities of their employment position and their private lifestyle.
18 17 Lgbtqhealth.ca
18 Business Dictionary
Office of the City Auditor
54 June 2022
Appendix B: 2022 City Employee Diversity and Workplace Climate Survey Questions
Office of the City Auditor
55 June 2022
Office of the City Auditor
56 June 2022
Office of the City Auditor
57 June 2022
Office of the City Auditor
58 June 2022
Office of the City Auditor
59 June 2022
Office of the City Auditor
60 June 2022
Office of the City Auditor
61 June 2022