STAFF REPORT - Alameda-Contra Costa Transit District

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Report No:

Meeting Date:

Alameda-Contra Costa Transit District

STAFF REPORT TO: Operations Committee

AC Transit Board of Directors

FROM: David J. Armijo, General Manager

SUBJECT: Equal Employment Opportunity 2012-13 Fiscal Year End Report

BRIEFING ITEM

RECOMMENDED ACTION(S):

13-158

October 9, 2013

Consider reviewing the Equal Employment Opportunity (EEO) fiscal year-end informational report.

EXECUTIVE SUMMARY:

This report presents annual EEO data and analyses for the period July 1, 2012 to June 30, 2013. The report includes current utilization analyses. These are used to determine whether underutilization of minorities and women exists by comparing the District's workforce with census data of workforce availability from within the counties the District serves, and where the District predominantly recruits new employees. The report includes details on representation of minorities and women by EE0-1 job categories across company levels. Summary analysis of new hire representation both by EE0-1 category, and for all positions combined for the period FY12-13 is also provided along with a discussion on how to meet the District's EEO/Affirmative Action (AA) goals. Information provided in this report will be included in the 3 year Federal Transportation Administration (FTA)/Office of Civil Rights Affirmative Action Equal Employment Opportunity Program and Plan.

BUDGETARY/FISCALIMPACT:

This report is informational only. There is no budgetary or fiscal impact directly associated with this report.

BACKGROUND/RATIONALE:

The District is committed to, and complies with Equal Employment Opportunity (EEO) laws that help prevent discriminatory employment practices. Non-discrimination is emphasized and prevails throughout every aspect of the employment relationship, including recruitment, hiring, promotion, examination, training, performance evaluation, transfer, compensation and benefits, discipline, layoff, recall and termination. All personnel actions are administered in accordance with applicable EEO laws.

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The District is further committed to taking proactive steps in order to encourage minorities and women to apply for employment and advancement within the company. It is a goal of the District to achieve an employee population representative of the locally available workforce. This allows the District to reap the benefits of a diverse workforce. District management and administration continue to encourage and implement employment practices based on fair and equitable job-related criteria.

In an effort to establish a framework for EEO/AA goals and opportunities, the District conducts an annual workforce and availability analysis illustrating the company's utilization of the available labor force, specifically minority and women populations. The analysis includes a statistical breakdown and report by job category according to placement of minority and women populations. Information gathered is compared to local and regional labor force occupational data in order to determine if particular groups are being underutilized and if affirmative action goals should be adjusted.

The EEO Program Administrator also reviews personnel transaction data regularly and reports on personnel transactions on a quarterly and annual basis to ensure that goals are aligned and on target with the District's three-year EEO/AA plan.

All goals are set within a realistic timetable to provide the District with the opportunity to achieve them and correct deficiencies. The EEO Program Administrator, along with Human Resources and District management, analyze employment practices, revise goals, and amend timetables as necessary.

Utilization Analysis: At the close of fiscal year 2013 (FY12-13), the District employed 1947 people, comprised of 37.85% women, 62.15% men and 86.8% minorities. Of this group 62.61% were African American, 11.71% were Hispanic, 12.02% were Asian or Pacific Islander; and 0.46% were American Indian or Alaskan Native. The total Caucasian employee population was 13.2%. A comparison with two prior fiscal years indicates the level of representation for women and minorities has remained constant, but there have been moderate gains in Hispanic and Asian representation.

As noted in the following labor force chart below, the District's total female employee population is 37.85% compared to the female labor force for Alameda and Contra Costa Counties, 46.63%. Minority representation is considerably higher at 86.8% in comparison to the local available labor force at 47.66%. Broken out by racial category, the African American employee population at 62.61% is higher in representation, and Hispanic, 11.71% and Asian, 12.02% representation are lower in comparison to local labor force data at 15.71% and 16.80% respectively.

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Comparison of District Census Data for FY11, FY12, FY13 with Available Workforce Census Data by Count

Description FY10- 11 FY11-12 FY12-13 Alameda & Contra Costa Counties

Women 38.84% 38.64% 37.85% 46.63%

African American 64.92% 63.73% 62.61% 11.00%

Hispanic 10.49% 11.33% 11.71% 15.71%

Asian American /Pacific Island 9.96% 10.70% 12.02% 16.80%

American Indian 0.48% .42% 0.46% .42%

The availability analysis is a comparison of the participation rate of minorities and women at

various levels of the labor force with their availability in the relevant labor market. Information

is cross-referenced by race and gender to ascertain underutilization by occupational categories.

The chart below is the workforce availability for Alameda and Contra Costa County by EE0-1

category.

lf .lort· :,i -li\t1

• ' ) ll•r . t ; 1 ]1_ I Availability%

Minorities by Racial Category

EE0-1 Category Total Total

Black Hispanic Asian AlAN NHOPI Females Minorities

Administrative workers 73.54% 51.68% 15.77% 14.49% 16.30% 0.49% 0.60% Craft workers 6.10% 46.80% 7.39% 24.98% 9.44% 0.65% 0.70%

Labors and helpers 13.50% 68.52% 13.17% 43.33% 8.17% 0.40% 0.77% Official and managers 42.37% 33.75% 8.24% 7.70% 14.08% 0.36% 0.21%

Professionals 49.37% 39.15% 7.98% 6.64% 20.93% 0.29% 0.19% Service workers 57.21% 61.85% 15.71% 25.96% 14.82% 0.45% 0.64%

Technicians 50.75% 51.47% 11.49% 10.77% 24.26% 0.31% 0.58% Operatives 27.44% 65.17% 12.41% 26.92% 24.26% 0.53% 0.77%

All Work Categories 46.63% 47.66% 11.00% 15.71% 16.34% 0.42% 0.46% *All data derived from 2000 US Census and Bay Area Census data sources

Each District job classification is categorized in one of nine major EEO categories. The

description of EEO categories in Attachment 1 includes a brief description of the ski lls and

training required for occupations in each category and examples of the job titles that fit each

category.

The workforce summary in Attachment 2 contains goals for FYll-12 as of June 30, 2012 and

FY12-13 as of June 30, 2013. While a concentration of minorities exists across all EE0-1 job

categories, an underutilization of women exists across all categories with the exception of

Operatives. When broken out by racial category, the District is making progress in increasing

Hispanic and Asian representation . However, the data supports the need for the District to

focus its efforts more to recruit, retain and promote women .

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Staff would like to note some challenges in the labor market in certain job categories. Historically, the occupational categories of technician, service worker and laborers and helpers, have been male dominated. Comparing the available labor force data can be problematic due to differences in job groups within categories between the District and the comparison data from the counties. For example, the category of Service Worker in the local labor force availability data includes housekeepers, food service industry workers and personal service worker positions, which are predominantly occupied by women. Jobs that fall into this category at the District such as Service Employee and Janitor traditionally attract male applicants.

Other challenges include a shortage of skilled workers in certain categories such as craft workers and technicians. Further challenges to hiring include the nature of some work, and also as a unionized environment, new employees in skilled trades must begin at the bottom step of the salary progression irrespective of skill level or experience which can be a deterrent to qualified candidates. There are also limitations on promotional opportunities based on collective bargaining agreement seniority constraints.

In general, women are substantially under-represented in the Transportation industry relative to their share of total employment, as reported by the US Bureau of Labor Statistics as of February 2013. Transit agencies also report overall under-representation of women across all job categories with average representation around 27%. These reports also indicate that the level of female representation has remained constant over time.

Recruitment Strategies to Address EEO Goals:

In order to meet the District's EEO goals, the Human Resource's Recruitment staff has

implemented the following recruitment strategies.

Recruitment staff has conducted targeted outreach efforts, specifically reaching out to women

and underutilized minority groups such as Hispanic/Latina and Asian. Job announcements are

sent to the following groups to attract applicants in the categories noted above:

• California Network of Asian Public Administrators

• Canal Alliance [email protected]

• Chinese for Affirmative Action

• Filipino American Development Foundation

• Hispanic Chamber of Commerce of Alameda County

• Oakland Chinatown Chamber of Commerce

• Women In Transportation (San Francisco Chapter)

• Women in Trades

• Spanish Speaking Citizens' Foundation

• Unity Council

Recruitment staff also sends targeted announcements to professional groups who promote the

interest of minority groups such as the California Association of Black Lawyers, Society of

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Hispanic Professional Engineers, Conference of Minority Transit Officials, and California

Network of Asian Public Administrators. The sources vary depending on the specific

recruitment. Staff also maintains a list of diversity sources to disseminate job announcements.

The District also conducts targeted advertising for highly specialized positions. In addition, staff

regularly attends job fairs, including job fairs that promote diversity and veteran applicants.

The District has also hosted a one-day job fair, which attracted applicants from various counties

in the Bay Area.

In addition, the recruitment staff maintains relationships with One Stop Employment Centers

that assist with promoting jobs at the District. This gives District presence not only in our

service area, but also in neighboring communities where additional talent can be drawn.

Applicant data is tracked by individual recruitment, cross-referenced by race and gender throughout the applicant flow, to monitor the selection process to ensure there is no adverse impact to minority and female applicants through the competitive selection process.

District policies and procedures have been developed that provide all applicants and employees equal employment opportunities. Attachment 3 has the breakout of women and minority new hire data by EE0-1 category for FY12-13. Although the District's workforce increased by 87 employees during the past fiscal year, 93% of the positions were non-managerial Transportation and Maintenance positions. A summary of the data incorporating all employees across all job categories is detailed below.

New hire employee percentage for women and minorities for FY12-13 Description FY12-13

Women 36.15%

African American 53.08%

Hispanic 14.62%

Asian American /Pacific Island 18.08%

American Indian 1.15%

Although efforts to increase the representation of women have not been realized as reflected in the hiring data for FY12-13, the level of representation has remained stable over time. Hispanic and Asian hires increased in FY12-13 moving closer to the workforce availability data.

An analysis of promotional data indicates a slightly higher rate of promotions for women, 40.5%, and 69% of minorities, for the period July 1, 2012 to June 30, 2013. Attachment 4 shows the breakout of women and minority promotions by EE0-1 category for FY12-13. A summary of the data incorporating all job categories is detailed below.

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Promotions by percentage for women and minorities for FV 12-13 ' Description FV12-13

Women 40.5%

African American 33.33%

Hispanic 14.29%

Asian American /Pacific Island 21.43%

American Indian 0.00%

Workforce development:

Attracting, developing and retaining a diverse workforce is central to the District's continuing success as well as the continuing success of public transportation. The industry faces a severe shortage of skilled and seasoned employees as thousands of workers from the baby-boom generation approach retirement over the next five to ten years. Other significant workforce challenges facing the public transportation industry include a generally tight labor market and an increase in technological requirements across job functions.

The District has an opportunity for targeted campaigns using branding to improve the image of public transportation as a career to reach out to new generations and talent pools using social media tools and other technologies in an effort to attract women and minorities to the industry. Some efforts already undertaken by Staff include feedback and interview skills training and the development of partnerships with agencies such as Private Industry Council to develop training for current and future employees to provide new hire and promotional opportunities. Staff is collaborating with local community colleges in an effort to attract talent through internships and at the entry level.

The District recognizes the need to address the underutilization of women and intends to do so by continuing to implement employment practices that encourage women and minorities to apply for available positions. The District will continue to make a concentrated outreach effort to recruit, retain and promote women consistent with applicable EEO laws. District management will also continue to encourage and implement employment practices based on fair and equitable job-related criteria.

ADVANTAGES/DISADVANTAGES

The advantage of this report is to inform the Board of employment practices in compliance with FTA and other applicable EEO regulations and laws.

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AlTERNATIVE ANAL VSIS

This report is informational only. There is no alternative analysis associated with this report.

PRIOR RELEVANT BOARD ACTIONS/POLICIES: AC Transit Board Policy# 202- Equal Employment Opportunity, adopted 3/28/90

AC Transit Board Policy and General Manager Administrative Regulation# 204- Prohibiting All Forms of unlawful employment discrimination, including other forms of harassment, adopted

8/12/98

FTA/Office of Civil Rights: 2012 AC Transit Affirmative Action Equal Employment Opportunity Program and Plan

ATTACHMENTS

1. EE0-1 Description of Job Categories at the District

2. Workforce Summary with Goals

3. New hire data for FY12-13 for women and minorities across EE0-1 job categories

4. Promotion data for women and minorities across EE0-1 job categories for FY12-13

Department Head Approval: David J. Armijo, General Manager

Reviewed by: David A. Wolf, General Counsel Kurt De Stigter, Chief Human Resources Officer

Prepared by: Sherri A. Stokes, EEO Compliance Program Administrator

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EE0-1 Description of Job Categories at the District

Report No. 13-158 ATIACHMENT 1

Officials and Managers category is divided into the following two subcategories: Executive/Senior Level Officials and Managers and First/Mid-Level Officials and Managers. These subcategories are intended to mirror the employer's well-established hierarchy of management positions.

Executive/Senior Level Officials and Managers - Individuals, who plan, direct and formulate policies, set strategy and provide the overall direction of enterprises/organizations for the development and delivery of products or services, within the parameters approved by boards of directors or other governing bodies. Residing in the highest levels of organizations, this executive plans, directs or coordinates activities, with the support of subordinate executives and staff managers.

First/Mid-Level Officials and Managers - Individuals who serve as managers, other than those who serve as Executive/Senior Level Officials and Managers, including those who oversee and direct the delivery of products, services or functions at group, regional or divisional levels of organizations. These managers receive direction from the Executive/Senior Level management and typically lead major business units. They implement policies, programs and directives of executive/senior management through subordinate managers and within the parameters set by Executive/Senior Level management.

Professionals - Most jobs in this category require bachelor degrees, and/or professional certification. In some instances, comparable experience may establish a person's qualifications.

Technicians - Jobs in this category include activities that require applied scientific skills, usually obtained by post-secondary education of varying lengths, depending on the particular occupation, recognizing that in some instances additional training, certification, or comparable experience is required.

Administrative Support Workers - These jobs involve non-management tasks providing administrative and support assistance, primarily in office settings.

Craft Workers (formerly Craft Workers (Skilled)) - Most jobs in this category include higher skilled occupations in construction (building trades craft workers and their formal apprentices) and natural resources extraction workers.

Laborers and Helpers (formerly Laborers (Unskilled)) - Jobs in this category include workers with more limited skills who require only brief training to perform tasks that require little or no independent judgment.

Service Workers -Jobs in this category include food service, cleaning service, personal service, and protective service activities. Skill may be acquired through formal training, job-related training or direct experience.

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Report No. 13-158 ATTACHMENT 1

Operatives (formerly Operatives (Semi-skilled)) - Most jobs in this category include intermediate skilled occupations and include workers who operate machines or factory-related processing equipment. Most of these occupations do not usually require more than several months of training.

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Workforce Summary

Workforce Summary with Goals FY 2012 (data as of 6/

All Employees Minorities Females

Workforce Summary with Goals 201 3 Q4 (data as of 6/30/2013)

All Employees Minorities Females

Availability % in Workforce (2000

Data)

% of UnderUtilization

Report No . 13-158

ATIACHMENT 2

Goals

Goals

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Administrative Ethnicity Support Workers

Male Female

Black 0 2

Hispanic 0 0

White 0 0

Asian 1 1

AmerIndian 0 0

Pacific Is 0 0

Non Spec 0 0 Total 1 3

Craft Workers

EEO - 1 New Hire Summer by Gender and Ethnicity

FY 12-13

Executive/Sr First/Mid Level Level Officials Officials Operatives Professionals

Male Female Male Female Male Female Male Female Male Female

2 0 1 0 1 0 61 63 0 3

0 0 1 0 0 1 23 10 0 0

1 0 1 0 2 2 14 4 1 1

0 0 0 0 0 0 40 2 2 0

0 0 0 0 0 0 1 2 0 0

0 0 0 0 0 0 6 0 0 0

0 0 0 0 0 0 1 0 0 1

3 0 3 0 3 3 146 81 3 5

Service Workers Technicians Total Male Female Male Female

2 2 1 0 138

2 0 1 0 38

0 0 0 0 26

1 0 0 0 47

0 0 0 0 3

0 0 0 0 6

0 0 0 0 2

5 2 2 0 260

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Administrative Ethnicity Support Workers

Male Female

Black 0 3

Hispanic 0 0

White 0 0

Asian 0 0

AmerIndian 0 0

Pacific Is 0 0

Non Spec 0 0

Total 0 3

Craft Workers

EE0-1 Promotions Summary Gender and Ethnicity

FV12-13

Executive/Sr First/Mid Level Level Officials Officials Operatives Professionals

Male Female Male Female Male Female Male Female Male Female 0 0 0 0 1 1 0 0 3 4

3 0 0 0 1 0 0 0 0 0

1 0 4 0 2 0 0 0 0 5

2 0 1 0 3 1 0 0 0 1

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0 0

6 0 5 0 7 2 0 0 3 10

Service Workers Technicians Total

-Male Female Male Female

1 1 0 0 14

2 0 0 0 6

1 0 0 0 13

0 0 0 1 9

0 0 0 0 0

0 0 0 0 0

0 0 0 0 0

4 1 0 1 42

STAFF REPORT - Alameda-Contra Costa Transit District

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