WORKFORCE DIVERSITY & SALARY TREND
REPORT 2021
CITY COUNCIL JUNE 28, 2022
OFFICE OF DIVERSITY & EQUITY
WORKFORCE
EQUITY -
DEFINED
“Workforce equity is when the workforce is
inclusive of people of color and other
marginalized or underrepresented groups at a
rate representative of the {greater
Sacramento} area at all levels of City
employment; where institutional and structural
barriers impacting employee attraction, selection,
participation and retention have been eliminated,
enabling opportunity for employment success
and career growth.”
~adapted from the Workforce Equity Strategic
Plan, City of Seattle, 2016
WORKFORCE
EQUITY
43-point Division
Equity Assessment
Leverage Current
and Create new Data
Streams
Living Road Map to
cultivate sector
partnerships to
advance racial equity
Build staff capacity on
Racial Equity and
Intersectional Approach
14 Outcomes &
Action Strategies to
share vision and
create shared
collaboration
Leverage expertise and
positioning across dept
equity teams
2021 WORKFORCE DIVERSITY -
GENDER OF LEGACY HIRES
2021 Non-
Management
Staff Male Female
Legacy Hires -
Hired before
7/1/2020 64% 36%
New Hires -
hired after
7/1/2020 53% 47%
2021 WORKFORCE DIVERSITY -
GENDER OF LEGACY HIRES
2021
Management
Staff Male Female
Legacy Hires -
Hired before
7/1/2020 60% 40%
New Hires -
hired after
7/1/2020 45% 55%
2021 WORKFORCE DIVERSITY –
RACE/ETHNICITY OF LEGACY HIRES
2021 Non-
Management
Staff
White Hispanic Black Two or
More Asian Filipino
American
Indian or
Alaska
Native
Native
Hawaiian
or Other
Pacific
Islander
Middle
Eastern or
North
African
Legacy Hires
Hired before
7/1/2020
53% 20% 10% 5% 8% 2.0% 1.20% 0.8% 0.3%
New hires -
after
7/1/2020
26% 25% 17% 14% 12% 2.2% 1.0% 1.0% 1.2%
2021 WORKFORCE DIVERSITY –
RACE/ETHNICITY OF LEGACY HIRES
2021
Management
Staff
White Hispanic Black Two or
More Asian Filipino
American
Indian or
Alaska
Native
Native
Hawaiian
or Other
Pacific
Islander
Middle
Eastern
or North
African
Legacy Hires
Hired before
7/1/2020
57% 21% 10% 7% 9% 2.6% 0.4% 0.4% 1.1%
New - hires
hired after
7/1/2020
55% 9% 9% 18% 9% 0.0% 0.0% 0.0% 0.0%
2021 Race & Gender Equity Action Plan (RGEAP)
• Citywide coordinated strategic work plan focused on
workforce equity
• 14 outcomes action along workforce continuum - pipeline to retention
• 15 City Department Equity T eams
• 43 Equity Point Department Assessment & Profile
• Racial Equity & Role of Government (Phase 1 of
Developing Equity Leadership Through Action (DELTA)
"To reflect the City to
better to serve the City“
Learn more about the RGEAP visit the Diversity & Equity webpage:
https://www.cityofsacramento.org/DE
RACE & GENDER EQUITY ACTION PLAN – (RGEAP) 2020-25
The RGEAP Plan
Result: community level condition of health
and well being we intend to improve
Outcome: A future
state of being
resulting from
a change at
division
and/or
department
level.
Indicators: are
the means of
measuring impact
in the community.
Resources: references, research, community
organizations for shared capacity building
Action: things your
division/depts will do to
achieve an outcome.
Performance Measure:
How much? How
well? Impact:
Anyone better off?
2021 ACTIONS RGEAP – LEARNING, NORMALIZING, & ORGANIZING Nov 2020 – June 2021 Goal: RGEAP Rollout Step 1-6
➢ Established department equity teams (ORGANIZING)
➢ Introduction to Department 43 Equity Point Assessment & Profile (NORMALIZING) ➢ Equity teams learned key concepts, overview, and RGEAP user manual (LEARNING &
NORMALIZING)
➢ Equity teams used 43 Equity Point Assessment & Profile (NORMALIZING & ORGANIZING) August 2021 – December 2021 Goal: Foundational Capacity Building of Equity teams ➢ Citywide training cohort finalizes foundational racial equity training for equity teams ➢ 21 Day Racial Equity Habit Building Challenge (LEARNING & NORMALIZING) ➢ ALL equity teams completed the foundational racial equity training Developing Equity Leadership Through Action (DELTA) (LEARNING & NORMALIZING) Learn more about the RGEAP visit the Diversity & Equity webpage: https://www.cityofsacramento.org/DE 2021 ACTIONS EQUITY & INCLUSION
LEADERSHIP SERIES (EILS)
3rd year, our Equity & Inclusion Series (EILS) With over 300 city staff from across departments, including the Crocker Museum, Sacramento History Museum, and Center for Sacramento History participating in variety of staff peer learning spaces on Racial Equity/DEI throughout the year.
Course offerings:
→ D&Iogues
→ The 5 Approaches to Diversity, Equity, and Inclusion
→ Gender Bias in the Workplace
→ Gender & Sexuality Awareness Training
→ Performance Management – Reducing Bias and Advancing Inclusion → Development Employee Leadership Through Action (DELTA) - Racial Equity & Role of Government → 21 Day Racial Equity Habit Building Challenge
2021 ACTIONS EQUITY & INCLUSION
LEADERSHIP SERIES (EILS)
Excerpt from our CityYou 2022 Course Catalog
➢Administrative Analyst Eligibility
List
➢Citywide Mentoring Program
➢Education Substituting Patterns
➢Employee Resource Groups
(ERGs)
➢ERG Policy Development
➢Research & Development of
Mandatory Implicit Bias Training
for Interview Panelist
➢Executive Recruitment Strategy
➢Hiring Process – Exams
➢Enhancements to Examinations
for Gender Inclusive Language
➢Outreach & Pipeline
➢Recruitment Improvements
➢Comp & Class Study (ongoing)
2021 – ADDITIONAL ACTIONS AND EFFORTS
Equity & Inclusion
Leadership Training
Series
Department Equity
T eams
Department 43
Equity Point
Assessment
Department
Racial Equity
Training DELTA
Office of Diversity &
Equity, HR,
CMO
Employee
Resource
Groups
Race & Gender
Equity Action
Plan
Workforce & Salary Trend
Report | City DEI Climate
Survey
Department
Annual Goals
16 Use a shared racial equity framework
Operate with urgency and
accountability
Build organizational capacity
Partner with stakeholders and
community organizations
Be data-driven
Government Alliance on Race and Equity (GARE)
Advancing Racial Equity and Transforming Government: A Resource Guide to Put Ideas into Action Use racial equity tools
EILS
City Staff as Train the Trainers
Department Equity Teams
Annual Department Goals and
Performance Measures
Department Profile & 43 Equity Point Assessment
Employee Resource Groups
Annual DEI Climate Survey
Workforce Diversity & Salary Trend Report
Results Based Accountability (RBA)
DELTA
Looking to 2022 ACTIONS RGEAP – OPERATIONALIZING
Equity T eams finalizing Department Profile & Assessments and First Annual Report for FY 2022/23.
Equity teams to identify performance measures and accountability structures in achieving goals through the Results Based Accountability (RBA) framework.
Equity teams to participate in second phase of DELTA focused on the RBA framework, recent data reports, racial equity competency, and sharing equity teams strategies and lessons learned.
Learn more about the RGEAP visit the Diversity & Equity webpage: https://www.cityofsacramento.org/DE Looking to 2022 ACTIONS RGEAP – OPERATIONALIZING
As of May 2022, twelve of the fifteen departments have completed their department assessments to serve as FY 22/23 baseline. Outcomes prioritized by equity teams:
➢ Outreach – youth/education (RGEAP #2)
➢ Career Pathways – career ladder (RGEAP #2)
➢ Career Pathways – promotion (RGEAP #11)
➢ Career Pathways – coaching / mentoring (RGEAP #12)
➢ Workforce Development & Training (RGEAP #13)
Learn more about the RGEAP visit the Diversity & Equity webpage: https://www.cityofsacramento.org/DE Looking to 2022 ACTIONS RGEAP – OPERATIONALIZING
As of May 2022, nine of the fifteen department have draft benchmark annual reports completed to serve as FY 22/23 baseline. Examples of specific actions:
Analyze hiring process for friction points, developed second chance interviews – Sac PD Organize department monthly ‘Lunch & Learns’ and newsletters on DEI/racial equity – IT Create a 360-degree performance review instrument with resource guide – HR Develop a department belonging survey – Sac FD
Development of internship/apprenticeship program – PW
Develop a department employee satisfaction survey – Finance Develop Summer High School Student intern program - DOU Learn more about the RGEAP visit the Diversity & Equity webpage: https://www.cityofsacramento.org/DE
THANK YOU
Questions?