HomeMy WebLinkAboutMINUTES - 10142008 - SD.4 A r
TO: BOARD OF SUPERVISORS - - CONTRA
COSTA
FROM: David Twa, County Administratori, 4° COUNTY
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DATE: September 16,2008
T4 CONK
SUBJECT: 2007 Equal Employment Opportunity/Affirmative Action Annual Report
SPECIFIC REQUEST(S) OR RECOMMENDATION(S) &BACKGROUND AND JUSTIFICATION
RECOMMENDATIONS):
Accept the 2007 Equal Employment Opportunity/Affirmative Action Annual Report that presents the County's
workforce statistics countywide and by department.
FINANCIAL IMPACT:
None
BACKGROUND/REASON(S)FOR RECOMMENDATION(S):
The County is required to comply with State and Federal Civil Rights laws and the requirements of the County's
Consent Decree. The Consent Decree's goal is for the percentage of minorities and females employed in each
job classification and in each department of the County's workforce to reflect the supply of qualified members
of minority(Black or African American, Hispanic or Latino,Asian, Native Hawaiian and Pacific Islanders
(NHPI), American Indian and Alaskan Native Tribes (ALAN) groups and females (based on the County's labor
force census data).
Since 1976, the County has increased the number of minorities and females in the workforce; 2007 was no
exception. With an ever changing workforce, it has been a challenge for Department Heads, supervisors, and
managers; however, because of their commitment,we continue to hire and promote minorities and females
above their labor force representation.
The enclosed is the annual analysis of the Contra Costa County's workforce representation. The Equal
Employment Opportunity/Affirmative Action(EEO/AA)Annual Report presents the number of employees by
race/ethnic and sex Countywide and by departments. There is also a summary of the County's Disability
Program.
CONTINUED ON ATTACHMENT: YES SIGNATURE:
RECOMMENDATION OF COUNTY ADMINISTRATOR_RECOMMENDATION OF BOARD COMMITTEE
—APPROVE _OTHER
SIGNATURE(S):
ACTION OF BOARD ON APPROVED AS RECOMMENDEDO ER
VOTE OF SUPERVISORS
1 HEREBY CERTIFY THAT THIS IS A
_UNANIMOUS(ABSENT 1 TRUE AND CORRECT COPY OF AN
AYES: NOES: ACTION TAKEN AND ENTERED
ABSENT: ABSTAIN: ON MINUTES OF THE BOARD OF
SUPERVISORS ON THE DATE SHOWN.
Contact: E.Kuevor(5-1041)
ATTESTED
cc: CAO
DAVID TWA,CLERK OF
THE BOARD OF SUPERVISORS
AND COUNTY ADMINISTRATOR
By! � �
The report shows the countywide representation compared with the County Labor Force:
Workforce Labor
Employees Force
Females 46.4% 64.0%
Black or African American 16.0% 8.3%
Hispanic or Latino 14.3% 15.0%
Asian 13.0% 11.0%
Native Hawaiian and Other Pacific Islander 1.0% 0.3%
American Indian or Alaskan Native Tribes 1.0% 0.4%
Two departments, Health Services and Employment and Human Services Departments, have achieved parity
for all six (five minority groups and females) groups. Other departments are also making progress. The
Building Inspection Department has representation for all but one group and six departments have
representation for all but two groups.
Although we are not required to achieve parity representation by occupational categories (e.g., Officials &
Administrators, Professionals, Technicians,Protective Service Workers,Para Professionals, Administrative
Support, Skilled Craft Workers, and Service Maintenance Workers), the analysis is presented for these areas to
assist the County measure our progress in the workforce (seepage 23-31). American Indian and Alaskan
Natives (ALAN) exceed parity representation in all of the seven occupational categories, and Hispanics have
exceeded parity representation in all but two of the occupational groups.
Likewise, while we are not required to list nor does the labor force identify supervisory and management
employees; our report shows supervisory and management employees are represented for all racial/ethnic groups
and for females (see page 33 and 34).
After presenting our 2006 EEO/AA Annual Report, the Board asked us to look at the workforce at the top levels
in the County. Unfortunately,there is no labor force data for this level of comparison(supervisors and
managers within the Officials and Administrators Occupational Category); however, if we used the labor force
data for Officials and Administrators,the data shows minority groups and female employees exceeded the
County's labor force percentages for Officials and Administrators (see page 33 and 34).
Our Disability Program evaluates our Americans with Disabilities Act(ADA)Transition Plan for facilities
(buildings,parks, etc.)to ensure that we are not discriminating against individuals (employees and the public)
with disabilities, Many public requests have been referred to other agencies because they were outside our
jurisdiction.
Another requirement of our ADA Program is for departments to review whether the services, programs, and
activities they provide to employees and the public are accessible to individuals with disabilities. Departments
are completing their survey so that before the end of this calendar year, all of the County's services, programs,
and activities will have been reviewed.
We have also implemented a program to assist employees with disabilities receive assistance when requesting
reasonable accommodations to perform their jobs. A large number of employees have received special
equipment and other accommodations including adjustments to their work station to assist them in performing
their job.
The outstanding issues that will impact our employment programs are the same issues facing the County: the
County's budget, local and national economy, lay offs, employee workload, and Other Post Employment
Benefits (OPEB) costs. Regardless of these issues, the County and departments have demonstrated our progress
in achieving parity goals, and are committed to continuing to improve the County workforce by achieving our
employment goals.
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