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I’m looking for resources on how agencies conduct an equity analysis of their workforce. That is, how an agency should analyze workforce diversity, the representation of different protected groups, promotion and award rates and their impact on these groups, etc. This is part of an some research I’m doing to benchmark best practices in how agencies should approach this.
We use a self-identification process for our employees, see attached file. Employees are asked to complete when they are hired. As well, regular emails (a few times a year) are sent to all employees asking those that haven’t self-identified to do so. We have an employment equity section that controls, analyzes and interprets the data. Our own internal data is then compared to the available labour market to determine which area we may have a gap in.
Hope this helps, if you need more info let me know.
Canada Revenue Agency
My two cents:
-Should be framed in relevance to % of differented protected groups in the general U.S. population? That’s how I’ve often seen it framed. For example (numbers are made up but trend is true), U.S. hispanics represent 15% of U.S. population and only 7% of feds. Thus underrepresented
You should consult the uniform guidelines (see attached.) They provide the standard for statistical calculations of adverse impact, especially in regard to hiring and promotion rates.
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