Identify opportunities to enhance recruitment, hiring, employee development, and promotional processes to reflect the value of having the perspectives of people of color represented at all levels in the County workforce.
Summary of Objective Implementation Status
Human Resources, in conjunction with the Office of Equity, continues to identify opportunities and implement strategies that support making the County workforce reflect the demographics of the community.
In Calendar Year 2022, efforts related to this goal were focused in several key areas:
Key Milestone Update
As stated in the implementation plan, there are two types of data that Human Resources is utilizing to evaluate the County’s success in making the organization’s workforce reflect the demographics of the community: 1) Applicant Data and 2) Employee Data. This data is compared against the Community’s available labor force, which is defined as individuals between 20-64 years of age.
The following report shows the total population and percentage of the population, of Sonoma County’s available labor force, in each demographic category as collected in the US Census.
Community Available Labor Force (20-64 years old)*
|Race/Ethnicity||Total Population||% of Population|
|Some Other Population||46,693||13%|
|Multiple Races (two plus races)||33,974||9%|
*Source: U.S. Census Bureau Esri forecasts for 2022
Race/Ethnicity data that is collected by the County from applicants and employees is in alignment with the demographics we are required to collect and report to the EEOC on a biannual basis. These categories include Hispanic, White, African American/Black, American Indian, Asian, Pacific Islander, Multiple Races, and Decline to State. As a result, the County does not collect and report out data regarding individuals who identify in the Census category of “some other population,” which creates inconsistency when trying to align data between various reports. Therefore, for purposes of evaluating the County’s success in making the workforce more reflective of the Community’s local labor force, comparisons can only be made in relation to the data the County collects.
The following table shows the race/ethnicity of individuals who applied for positions through the County’s applicant tracking system in calendar year 2020 compared to those who applied in calendar year 2022 (through November 15, 2022). The data indicates that 46% of the County’s applicants in 2022 are BIPOC, which represents a 3% increase over the number of BIPOC applicants in 2020 (43%). The number of Hispanic applicants for County positions has increased 5%, from 22% to 27%, during the last two years.
Multiple Races (two plus races)
Decline to State
A review of employee data shows that the number of BIPOC employees has increased 3% over the past two years from 28% to 31%. During the same timeframe, the number of Hispanic County employees has increased 2% during the last two years, from 20% to 22%, while most other BIPOC demographic categories remained flat. The increase in Hispanic or Latin workforce, coupled with a 5% decrease in the number of white employees, is an indication that work performed by Human Resources and County departments related to this strategic plan pillar are effectuating change. In looking across all races/ethnicities, the demographics of the County’s overall workforce is largely reflective of the available labor force of our community.
|Race/Ethnicity||July 1, 2020||July 1, 2022|
|American Indian/Alaska Native||1%||1%|
|Native Hawaiian/Pacific Islander||<1%||<1%|
|Multiple Races (two plus races)||1%||2%|
Coordination and Partnership Update
The Countywide telework policy was completed in May 2022. The release of the employee engagement survey has been postponed until April 2024. The Human Resources Workforce Development Unit is currently developing a mid-management training program which is targeted for release in the first half of 2023.
Community, Equity, and Climate Update
To date, Human Resources requested and received $50,000 in funding related to this strategic plan goal to develop the Employee Demographic Dashboard. As of December 2022, a portion of the funding has been utilized to purchase software and hire an extra-help employee to develop the dashboard. The project is within cost. At this time, it is not anticipated that additional funding will be needed related to this initiative. However, additional funding may be requested in future years as project plans are developed and if additional strategies are identified.