Budget Message / Highlights - Metropolitan Water Reclamation ...

METROPOLITAN WATER RECLAMATION DISTRICT OF GREATER CHICAGO
2009 BUDGET
HUMAN RESOURCES
2009 BUDGET NARRATIVE (continued)
The District’s minority workforce percentage as of June 30,
2008, was 38.3 percent, which compares favorably with the
Cook County minority labor force availability rate of 33
percent. The District’s female workforce percentage as of
June 30, 2008 was 25.3 percent which equals the Cook
County female labor force availability rate of 25 percent,
when adjusted for District-specific occupations. There is an
under-representation of minorities and/or females within
specific job classifications in the building trades,
professional, engineering, and managerial categories.
Hispanic
4.8%
Racial Distribution of District Employees
African
American
24.3%
Asian
8.8%
American
Indian
0.4%
White
61.7%
Percentage of District Employees Who Are Minorities or Females
2004 2005 2006 2007 2008 2009 Projected
Minorities 37.6% 37.8% 37.9% 37.9% 37.9% 38.3%
Females * 26.3% 26.5% 27.1% 25.5% 26.5% 25.3%
It is important to note that a majority of the District’s job categories include classifications that are nontraditional for women.
Nontraditional occupations, as defined by the U.S. Department of Labor, are those occupations wherein 25 percent or fewer
women have the requisite skills or work in that occupation.
The District-specific group includes only job classifications found at the Metropolitan Water Reclamation District. It does not
include classifications such as teachers, registered nurses and social workers that are included in the Cook County data.
Ongoing improvement in minority and female representation is expected through continued efforts to build relationships with
organizations that are significant recruitment sources for women and minorities, as well as placing recruitment advertisements
in minority and female publications, and continuing college recruitment activities.
The adjacent table shows that minority
and female promotional appointments Minority and Female Percentage of Promotions & New Hires Since 2003
have averaged 32.8 percent and 31.5 50%
Minority Promotions Female Promotions
percent, respectively, of all promotional
45% Minority New Hires Female New Hires
appointments made during the six years
reported. Similarly, the table also shows 40%
that minority and female new
35%
appointments have represented 34.0
percent and 30.2 percent, respectively, 30%
of all new appointments during the
same time frame.
25%
20%
15%
10%
5%
0%
2003 2004 2005 2006 2007 2008
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