Report of EEO-1 information from FSNY.
AAvis.r contains R code to make graphs.
eeo.csv contains EEO-1 information.
affirmative.do contains Stata code to estimate workforce availability.
author: Tyler Hamashima, Human Resources Intern
date: February 24th, 2017
Diversity, no matter the form, is a crucial component of workplace productivity. Differing thoughts and backgrounds contribute to various insights and perspectives otherwise untapped. It is therefore necessary that hiring trends are inspected to ensure that workforce compositions are optimal and fair. Before continuing, a common misconception of opposers of affirmative action should be addressed. This is the idea that affirmative action is unfair on the basis that workers should be hired purely on skill, and not any characteristic like gender or race. This view misses the mark on the purpose of affirmative action - it is not to hire people based on any inherent characteristic, but rather it is to ensure that a company is not mistakingly executing their hiring process in a way that, intended or not, promotes biases and leaves out certain groups.
This analysis examines internal information on Family Services’ employees to see whether their demographics align with those of the available workers in the area. Both gender and ethnicity are taken into consideration, and are examined across the different job groups: Executive, Professionals, Mid-Level, Administrative Support, and Service Workers. The following sections include the results, concluding statements, and an appendix containing the methodology.
The following figures and tables show the current state of demographics of Family Services, both by itself and in relation to the surrounding areas. The job groups are are defined as follows:
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Executive/Senior Level
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First/Mid Level
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Professionals
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Administrative Support
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Service Workers
Figure 1 shows the ethnic composition of workers within Family Services. Figure 2 then takes this one step further and separates by gender, as well.
Table 1: Placement of Incumbents in Job Groups
| Job Group | Total Number of Incumbents | Number of Females | Female Inmcumbency | Number of Non-Whites | Non-White Incumbency |
|---|---|---|---|---|---|
| 1 | 8 | 4 | 50.0% | 0 | 0.0% |
| 2 | 19 | 18 | 94.7% | 3 | 15.8% |
| 3 | 93 | 81 | 87.1% | 26 | 28% |
| 4 | 43 | 42 | 97.7% | 13 | 30.2% |
| 5 | 10 | 3 | 30.0% | 7 | 70.0% |
These statistics can also be seen in Table 1, above. While these numbers are helpful in summarizing the demographics of Family Services, they alone can not determine whether there is need for affirmative action. To determine this, the internal demographics need to be compared to the available workers in the area, for the given job groups. Table 2, below, shows the 95% confidence interval for both the non-white and female availability, which is to say that there is a 95% chance that the true proportion of non-white and female workers in the area fall somewhere between the lower and upper bounds of this interval.
Table 2: 95% Confidence Interval for Non-Whites and Females, by Job Group
| Job Group | Non-White Lower | Non-White Upper | Female Lower | Female Upper |
|---|---|---|---|---|
| 1 | 7.3% | 15.3% | 50.1% | 61.9% |
| 2 | 7.2% | 16.3% | 43.9% | 57.8% |
| 3 | 9.1% | 18.4% | 75.0% | 85.8% |
| 4 | 12.1% | 13.6% | 50.3% | 52.3% |
| 5 | 13.3% | 15.4% | 16.4% | 26.2% |
Figures 4 and 5 visualize the estimates given in Table 2 and the demographics of Family Services workers presented in Table 1.
From Figures 4 and 5 it is easy to see that Family Services surpasses the expected intervals for each job group, with the exception of the Executive/Senior Level group. In this category there are zero people of color and a percentage of women that just falls into the confidence interval. While this may be cause for a slight concern, given the number of executives that compose their group, the likelihood of an all white group is not improbable. If one were to assume that applicants are chosen randomly out of a group of equally qualified candidates, the probability of an all white group is between 26% and 56%. Further analysis may be necessary to investigate potential biases: there is room to study the demographics of applicants, the callbacks, and the final hires across positions.
The data used comes from the FSI and HVMH EEO-1 Reports from 9/30/2016 and the ACS 2011-2013 3-year estimates. Areas assumed for estimated worker populations include the counties of Dutchess, Ulster, Orange, Putnam, and Columbia. Individuals were classified as an “available worker" if they were a citizen, in the workforce, between the ages of 18 and 65, and met the requirements for one of the job groups described below:
Group 1: Executive/Senior Level Officials and Managers
Criteria:
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Master’s degree
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Degree in relevant fieldOR working in relevant occupation
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Age greater than 35 (assumes the average age of masters degree is 32 and they work upon completion, proxy for 3 years of experience)
Group 2: First/Mid-Level Officials and Managers
Criteria:
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Master’s degree
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Degree in relevant fieldOR working in relevant occupation
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Age greater than 29
Group 3: Professionals
Criteria:
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Master’s degree
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Degree in relevant fieldOR working in relevant occupation
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Age greater than 31
Group 4: Administrative Support Workers
Criteria:
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High school degree or GED or AA and older than 21 OR Bachelor’s degree and no minimum age
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Less than Master’s Degree
Group 5: Service Workers
Criteria:
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High school degree or GED
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Working in relevant occupation
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Less than a Bachelor’s degree
Relevant Degree Fields
Codes correspond to ACS degree codes
Group 1: Executive/Senior Level Officials and Managers
1904 .ADVERTISING AND PUBLIC RELATIONS
1901 .COMMUNICATIONS
2301 .EDUCATIONAL ADMINISTRATION AND SUPERVISION
5401 .PUBLIC ADMINISTRATION
5403 .HUMAN SERVICES AND COMMUNITY ORGANIZATION
5404 .SOCIAL WORK
6103 .HEALTH AND MEDICAL ADMINISTRATIVE SERVICES
6203 .BUSINESS MANAGEMENT AND ADMINISTRATION
6209 .HUMAN RESOURCES AND PERSONNEL MANAGEMENT
Group 2: First/Mid-Level Officials and Managers
1901 .COMMUNICATIONS
1904 .ADVERTISING AND PUBLIC RELATIONS
2301 .EDUCATIONAL ADMINISTRATION AND SUPERVISION
5202 .CLINICAL PSYCHOLOGY
5203 .COUNSELING PSYCHOLOGY
5206 .SOCIAL PSYCHOLOGY
5401 .PUBLIC ADMINISTRATION
5403 .HUMAN SERVICES AND COMMUNITY ORGANIZATION
6103 .HEALTH AND MEDICAL ADMINISTRATIVE SERVICES
6108 .PHARMACY PHARMACEUTICAL SCIENCES AND ADMINISTRATION
6203 .BUSINESS MANAGEMENT AND ADMINISTRATION
Group 3: Professionals
2303 .SCHOOL STUDENT COUNSELING
5202 .CLINICAL PSYCHOLOGY
5203 .COUNSELING PSYCHOLOGY
5205 .INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY
5206 .SOCIAL PSYCHOLOGY
5299 .MISCELLANEOUS PSYCHOLOGY
5403 .HUMAN SERVICES AND COMMUNITY ORGANIZATION
5404 .SOCIAL WORK
6100 .GENERAL MEDICAL AND HEALTH SERVICES
6103 .HEALTH AND MEDICAL ADMINISTRATIVE SERVICES
6104 .MEDICAL ASSISTING SERVICES
6105 .MEDICAL TECHNOLOGIES TECHNICIANS
6107 .NURSING
6109 .TREATMENT THERAPY PROFESSIONS
6110 .COMMUNITY AND PUBLIC HEALTH
Group 4: Administrative Support Workers
N/A
Group 5: Service Workers
N/A
Relevant Occupations
Codes correspond to ACS occupation codes
Group 1: Executive/Senior Level Officials and Managers
0010 .MGR-CHIEF EXECUTIVES AND LEGISLATORS
0020 .MGR-GENERAL AND OPERATIONS MANAGERS
0230 .MGR-EDUCATION ADMINISTRATOR
0350 .MGR-MEDICAL AND HEALTH SERVICES MANAGERS
0420 .MGR-SOCIAL AND COMMUNITY SERVICE MANAGERS
Group 2: First/Mid-Level Officials and Managers
0020 .MGR-GENERAL AND OPERATIONS MANAGERS
0060 .MGR-PUBLIC RELATIONS AND FUNDRAISING MANAGERS
0100 .MGR-ADMINISTRATIVE SERVICES MANAGERS
0120 .MGR-FINANCIAL MANAGERS
0136 .MGR-HUMAN RESOURCES MANAGERS
0137 .MGR-TRAINING AND DEVELOPMENT MANAGERS
0350 .MGR-MEDICAL AND HEALTH SERVICES MANAGERS
0420 .MGR-SOCIAL AND COMMUNITY SERVICE MANAGERS
Group 3: Professionals
2000 .CMS-COUNSELORS
2010 .CMS-SOCIAL WORKERS
2015 .CMS-PROBATION OFFICERS AND CORRECTIONAL TREATMENT SPECIALISTS
2016 .CMS-SOCIAL AND HUMAN SERVICE ASSISTANTS
2025 .CMS-MISCELLANEOUS COMMUNITY AND SOCIAL SERVICE SPECIALISTS
INCLUDING HEALTH EDUCATORS AND COMMUNITY HEALTH WORKERS
3255 .MED-REGISTERED NURSES
3500 .MED-LICENSED PRACTICAL AND LICENSED VOCATIONAL NURSES
3600 .HLS-NURSING, PSYCHIATRIC, AND HOME HEALTH AIDES
Group 4: Administrative Support Workers
N/A
Group 5: Service Workers
4220 .CLN-JANITORS AND BUILDING CLEANERS
4230 .CLN-MAIDS AND HOUSEKEEPING CLEANERS
4250 .CLN-GROUNDS MAINTENANCE WORKERS
3930 .PRT-SECURITY GUARDS AND GAMING SURVEILLANCE OFFICERS
Note: For complete Stata and R scripts to replicate this study, please email tyhamashima@vassar.edu