QUESTION
What proposals and ideas does the administration have to diversify higher paid senior roles and rectify pay disparities for non-white female employees?
0:59:52
·
4 min
The administration is taking steps to address pay gaps and disparities across the city workforce.
- It is reviewing minimum qualification requirements to expand access to city jobs.
- It has partnered with CUNY for a civil service pathway fellowship allowing seamless entry into civil service for graduates.
- DCAS provides a salary benchmarking tool to guide agencies on fair job offers based on salary data.
- Guidance is given on structured interviewing, justifying promotions, and analyzing demographics of those promoted.
- DCAS will deploy an exit survey in fiscal year 2025 to collect data on attrition among EEO groups like women and people of color.
Farah N. Louis
0:59:52
Non white female employees are concentrated in particularly low paying roles, even relative to white female employees and non white male employees.
1:00:02
As we see in this graph, for every dollar earned by white male employees, all other workers earn an average of only 82ยข.
1:00:11
Does the administration have proposals and ideas to to diversify higher paid senior roles and what more can the administration do to rectify this issue?
Katrina Porter
1:00:25
So thank you for that.
1:00:27
As I stated, the administration is committed to addressing, you know, pay gaps and and despair 70s across the city, and we've been doing many things to address this.
1:00:38
I would just go back to the efforts that we're that we're undertaking around minimum qualification requirements Mhmm.
1:00:46
Expanding, you know, access to city jobs, I would also like to highlight our partnership with CUNY, the civil service pathway fellowship.
1:00:55
It's a 2 2 year fellowship for for CUNY Grads, which will allow them a seamless entry into civil service.
1:01:03
And what else are we doing?
1:01:06
We we have many different programs going on, but those are the the 2 most impactful ones.
1:01:12
That we're dealing with right now.
1:01:16
And then just going back to that that evaluation of the data, the Buddhistela will help us focus our efforts to better address this.
Farah N. Louis
1:01:25
And I just wanna say, if you guys agree to all of our bills, it'll help Your number is too big.
Katrina Porter
1:01:32
Sylvia, do you wanna add?
UNKNOWN
1:01:33
Sure.
1:01:34
I just wanted to add also, we have a a tool, which is the salary benchmarking tool.
1:01:39
And that also has we've shared it with agencies, so it allows them to, as well, use the tool when they're considering how to make these job offers with the minimum mean, medium, and maximum salary of certain salaries within certain job groupings.
1:01:56
So that helps them to to, you know, level the data compare the salary information against other agencies of a similar size and function.
1:02:05
And that brings a little bit more to how they're able to assess and make fair job offers.
1:02:12
So we've tried to provide a lot of guidance as well around their interviewing and structured interviewing and consistency and how they approach and assess candidates that way as well.
1:02:25
Also the way that they interview people in making sure that questions are consistent among the groups of applicants for those positions.
1:02:33
And also their given guidance on how to indicate in their annual EEO plans, how they have tried develop and implement protocols for entitled promotions and salary increases.
1:02:46
They're required to include justifications about their promotions.
1:02:49
Obviously, that's a this in general.
1:02:52
And their advice review on a regular basis, the demographics of those who receive promotions and to share the information in the aggregate with their agency head in human resources.
1:03:02
They wanna see what barriers there are for selection and promotion.
1:03:06
So it's just want to know that want you to know that we're offering that kind of guidance.
Farah N. Louis
1:03:10
I have a quick follow-up to that based on the responses we received during today's hearing, When looking at these trends, does decast have any data on the casualty of trends?
1:03:21
Whether that is through exit interviews, through agencies, and with DECAS efforts with DECAS efforts to reduce attrition, amongst EEO groups, such as women and people of color, helped by mandating these agencies, providing data to decast.
1:03:37
So would you guys be able to provide that.
1:03:39
It it sounds a lot like what chair William has mentioned earlier.
1:03:43
It'll be good to highlight that further.
Katrina Porter
1:03:45
Yes.
1:03:46
We do deploy exit survey.
1:03:49
We will be deploying an exit survey through local law 130, so we're in the process of collecting data from agencies
Farah N. Louis
1:03:55
Mhmm.
Katrina Porter
1:03:55
So that we can put together the survey for released during the beginning of fiscal year 25.
1:04:01
So we should have more data soon.
