HomeMy WebLinkAboutItem #60 - Discussion ItemCITY OF MIAMI, FLORIOA
INTER -OFFICE MEMORANDUM
TO: Honorable Mayor and Members of
the City Commission
FROM+ Cesar H. Odio to
City Manager
oo,m APR 41986
RILE:
SUBJECT: Affirmative Action Annual
Report - June 1985
REFERENCESc
ENCLOSURES:
Attached for your review is the Affirmative Action Annual Report
for June 1985. The Affirmative Action Plan, Section 131 approved
by the City Commission on January 11, 1978 requires that this
report be prepared by the Affirmative Action Office for your review
and included on the Commission agenda for discussion.
The report indicates that the City continues to make strides in
achieving a workforce inclusive of all segments of the City of
Miami community. Minorities and women comprise 70% of the work-
fo=cet 33% (1,243) Hispanics, 30% (1,141) Blacks and women as a
group 23% (766).
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Eighty-eight percent (88%) of all new hires and 82% of all promotions
were minorities and women.
There is evidence that minorities and women are being redistributed
into jobs other than service as reflected by the significant increase
in their representation in the managerial, professional, and protective
service classifications.
For the first time in the City's history minorities head the City
administration and major departments such as Police, Solid Waste,
Personnel, Planning, -Community Development, Finance, Parks and
Recreation, Planning and Zoning Boards Administration, Conferences
and Conventions, and Communications. Additionally, minorities
and women are the majority of sworn personnel in the Police
Department and are represented at every rank.
In spite of these impressive statistics, the City has not yet
reached the long term goal of a workforce whidh reflects the ethnic
and sex composition of the community. A significant gap remains
between the percentage of women and. Hispanics employed in City
government and their availability in the workforce. The salary
disparity between anglo males and minorities and between men and
women is substantial, most notably in the upper income brackets.
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Honorable Mayor and Members of
the City Commission
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For these reasons the City should resist challenges to the Consent
Decree and Civil Service Rules which would eliminate the very remedies,
such as goals and timetables, which have proven so successful. The
inclusion of Affirmative Action within the new Department of Internal
Audits and Reviews was designed to give more prominance and enforce-
ment power to the Affirmative Action Program.
To further address these problems I am proposing that Affirmative
Action review all hires and promotions requested via Form 922. This
will insure that all departments are adequately responsive to achieving
minority hiring and promotion goals.
The reorganization was accomplished with the intent of maintaining
an ethnic and sex balance. A comparison of June 1985 and current
figures, as of February 1986, indicates women have increased their
numbers from 23% to 24% and improved their representation within the
categories of Official/Administrator from 15% to'17.5% and Professional
from 24% to 25%. Similar improvements have also occurred amongst
Black and Hispanic employees.
In summary, despite the perception that Affirmative Action Programs
are being dismantldd, support for equal employment opportunity remains
strong in the City of Miami. Employment practices throughout the City
and department -wide will reflect an equitable representation of
minorities and women approximating the City of Miami population.
HMD:cf