City Council Recommendations for Next Steps Per September 6, 2016 Staff Report

  • Authorize City Manager to add one Full-Time Equivalent Diversity Manager and increase the expense budget to cover costs associated with position ($180,000}
  • Director City Manager to develop a Diversity Inclusion Plan with input of interested community groups, city staff and City Council
  • Continuing using the Budget and Audit Committee to monitor and assess all diversity and equity issues.
  • A Report Card presented by Councilmember Angelique Ashby to the City Council concerning Gender Parity in the City of Sacramento
  1. Hire a Diversity Manager
  2. Develop an overall framework for diversity and Inclusion in all City departments.
  3. Direct the City Manager to work with the Council,City Staff and the community to develop a Diversity and Inclusion Action Plan that includes:
    • Fairness in hiring and compensation (hiring,promotions,and attrition)
    • Improving city employee’s skills (mentorship, training,and discipline)
    • Fairness in procurement and contracting (utilize minority and female small businesses that have inclusive workforce representation.
    • Equity in boards and commissions (creating inclusive public forums that reflect City demographics)
  4. Utilize the Budget and Audit Committee as the lead to continue monitoring diversity issues.
    • Establish clear goals,benchmarks and timelines in Diversity and Inclusion Plan.
    • Encourage ongoing participation from City staff and community groups
    • Utilize Council Workshops as needed to engage full council.

Potential Opportunity Areas for inclusion in the City’s adopted Diversity and Inclusion Plan:

  • Managing Unconscious Bias
  • Ensuring Diversity on Hiring Panels
  • Refining Job Descriptions
  • Increasing Advertising of Employment Opportunities
  • Improving Recruitment Flyers
  • Enhancing the city’s Website Branding
  • Improving Recruitment Testing
  • Establishing Restorative Processes
  • Expanding City Staff Training
  • Enhancing Employee Input
  • Developing School Pipeline/Outreach Programs
  • Providing Internships and Expanded Volunteer Programs
  • Improving Promotional Opportunities
  • Increasing the Amount of City Employment Workshops
  • Promoting the City of Sacramento
  • Monitoring the Progress of the City’s Diversity Efforts Annually


Audit Findings

  1. Employment Gaps for African Americans: There is a disproportionate number of African Americans in city positions, particularly in public safety
  2. Employment Gaps for all Minorities: Racial and gender disparity are also apparent for other minorities, especially Latinos and women.
  3. Lack of Diversity in Management: Revealed more profound inequities at the management and executive levels of all minorities and women.
  4. Pay Equity Issues: Minorities and women tend to be in fewer well paid positions.

City Action Taken in 2016

As a result of the feedback provided at the African American meetings,the City Council and Budget and Audit Committee  took the following actions:

  • 4/27 Mayor and Council commit to taking action on diversity and inclusion
  • 5/10 Mayor Pro-Tern Carr (Council) directed City Auditor, with assistance from independent Budget Analyst, to conduct assessment of the diversity of City of Sacramento employees compared to demographics of Sacramento residents.
  • 5/17 Councilmember Warren asks Auditor to emphasize Police Department and $1M diversity expense 6/9 Budget and Audit Committee reviews preliminary audit data
  • 7/19 Budget  and Audit Committee  reviews final audit and key findings
  • 8/4 Council receives final audit and requests City Manager to develop recommendations
  • 9/6 Mayor and City Manager (Director of Human Resources) presents recommendations

Mayor Johnson, Rick Jennings, Allen Warren and Larry Carr met with 26 employees.

The group talked about what is working well in the City and what is not. The Mayor and Councilmembers assured the group of the opportunity to address and rectify the situation.  Follow up meetings with the group were held on May 23rd, June 22nd, July 11th  and August 22nd  which resulted in feedback from employees,  action items and Council recommendations for improving diversity in the City of Sacramento.

Listed are the challenges and opportunities raised by the group:

  • Lack of overall diversity. City workforce does not reflect the community
  • Little or no representation in management
  • Lack of diversity in public safety, particularly command
  • Unfair treatment and discrimination. There are different standards
  • Salary and pay equity issues
  • Cultural challenges within the organization
  • Diversity is not a priority
  • Implicit bias in hiring decisions
  • No mechanism to train or mentor individuals for positions
  • No upward mobility
  • People are not aware of management openings; don’t even try for promotions
  • Lack of training inside and outside of City Hall for recruitment
  • No way to monitor/track progress
  • Lack of diversity in procurement and business contracting
  • No infrastructure for employees to communicate or advocate to management
  • Concern over new City Manager hiring process and understanding of his/her priorities


  • Create an action plan;”Diversity and inclusion plan”
  • Install accountability  in the plan policies with goals,benchmarks, and timelines
  • Create professional development and mentorship programs
  • Develop trainings and recruitment programs
  • Develop hiring panels for staff to participate
  • Improve communications between management and staff
  • Create a permanent 3rd part grievance system to ensure process
  • Create ways to facilitate conversations/dialogue about staff issues
  • Utilize all staff meetings to discuss diversity issues
  • Create vehicle for African American staff participation to carry out plan and advocate
  • Evaluate best practices within city departments
  • Enhance outreach/recruitment at events throughout the city
  • Utilize outside groups (Urban League, Observer, NAACP, SETA,colleges/universities)
  • Become a model for other cities
  • New City Manager and team must value diversity