DIVISION 3. - ANALYSIS OF CONDITIONS
Part of the Code of Ordinances of East Providence, RI.
The text
Sec. 11-166. - Underutilization of minorities and women in municipal government.#
(a)
The procedures outlined in this section are designed in part to remedy the disparate staffing and recruitment patterns that have negatively affected the employment opportunities of minorities and females with the city. According to the equal employment opportunity commission, report number four for 1974, there was little progress in terms of the utilization of minorities and women employed by city government.
(b)
Minorities and women were not equitably represented in certain municipal functions within the municipal structure, as indicated in the three charts below:
(1)
Minority utilization (as of January 30, 1976):
Municipal
Function Minority Total Percent
Finance 0 19 0
Public works 3 121 2.4
Police 2 101 1.9
Fire 1 123 .8
Public welfare 0 1 0
Planning 0 6 0
Personnel 1 3 33.3
Library 2 15 13.0
Parks/recreation 1 19 5.3
*Mayor 2 19 10.5
Total 12 427 2.8
*Also includes law, city clerk and canvassing.
(2)
Women utilization (by municipal function as of January 30, 1976):
Municipal
Function Women Total Percent
Finance 12 19 63.0
Public works 7 121 5.6
Police 1 101 .9
Fire 0 123 0
Public welfare 1 1 100.0
Planning 3 6 50.0
Personnel 2 3 66.66
Library 11 15 73.0
Parks/recreation 1 19 5.0
*Mayor 13 19 68.0
Total 51 427 12.0
*Also includes law, city clerk and canvassing.
_____ (3)
Women utilization (by job classification):
Job
Classification Salary Range Women Total
Administrator $12,000.00 up 2 13
Supervisor 9,000.00 to 12,000.00 2 18
Office/clerical 5,382.00 to 9,724.00 45 47
Protective service 9,724.00 to 17,992.00 1 244
Service/maintenance 7,410.00 to 10,166.00 1 125
Total 51 427
_____
(c)
The United States Census Survey statistics of 1970 reveal that of the 48,151 residents in the East Providence area, some 25,274 are women and over 1,682 are classified as nonwhite (classification data pertaining to Cape Verdeans and Portuguese have greatly effected these figures). In view of these statistics, the municipal work force does not reflect the numbers of minorities and women that would reasonably be expected by their availability. Minorities are conspicuously underutilized in administrative, professional, paraprofessional, office and clerical and skilled craft job classifications. Women in city government hold most of the office and clerical positions, but very few are found in the administrative and professional classification. Therefore, the city is legally required to address itself to the elimination of the inequities exemplified above. Through the utilization of affirmative action, the city would also provide a role model for other employers operating in the area, whose equal employment opportunity performance has been lax.
(d)
Heretofore, the stated policy of the city has been one of nondiscrimination. However, this statement of policy did not address itself to the specific problems of minority and women underutilization or concentration in municipal government. Equal employment opportunity for persons seeking employment with the city, regardless of race, religion, color, sex, handicap, national origin or age, requires special affirmative action procedures that would effect all employment practices, including but not limited to, recruiting, hiring, transfer, promotion, training, compensation, benefits, layoff and termination.
(e)
In view of these considerations, the city has developed this affirmative action plan to create an equitable system and eliminate the effects of the nonprogressive employment practices that have impeded equal employment opportunity in the municipal government of this city.
(Rev. Ords. 1987, § 11-166; Ch. 877, § I, 6-6-23)