DEPARTMENT OF PUBLIC WORKS

2012 GENDER ANALYSIS UPDATE

On July 25, 2012, Mohammed Nuru, Director of the Department of Public Works (DPW), provided an update on the agency’s gender analysis that was originally conducted in 1999, including an update of the ethnicity and gender breakdown and a comparison of staff at DPW vs. the San Francisco Labor Pool. Here is the report drawn from the minutes of the Commission meeting:

Mr. Nuru informed the Commission that DPW’s goal is to retain, develop, and recruit a capable, motivated, and diverse workforce. DPW sends out open position postings to at least 2 diversity sources and ensures hiring interview panels are diverse. DPW hopes to incorporate diversity training in manager and supervisor training programs by September 2012, diversity training in new employee orientations by March 2013, and establish and implement diversity training program by June 2013. DPW continues to employ a diverse workforce, using web job advertisement to enhance recruitment efforts.

DPW created a Women’s Diversity Initiative Group to address the decline in the number of women in non-traditional and management positions within the organization over the past years. The department’s Strategic Plan includes the goal to deliver world class public service. To accomplish this, DPW is committed to retaining, developing, and recruiting a capable, motivated, and diverse workforce. The objectives are to increase women in DPW’s workforce and management positions, as well as create an organizational culture that encourages employees to recognize and embrace the different approaches used by people of diverse genders, disabilities and cultures.

Commissioner Gamez requested clarification on the organization chart and the San Francisco labor pool data chart. She asked Director Nuru about outreach to diversity resources. He explained that job advertisements in industry journals are very expensive and can cost thousands of dollars. Commissioner Gamez urged broad dissemination of job advertisements.

Commissioner Shorter asked about the value of federal stimulus programs in San Francisco and local hire. Director Nuru explained that a major challenge has been that these programs are short-term; employees are temporary and must be let go. As for local hire, there is a concern that the availability of local workers may not meet demand.

Vice President Kirshner-Rodriguez asked if labor unions have programs that expressly recruit women to apprenticeships. Director Nuru was not aware of any. She also asked about impending retirements. Director Nuru has made succession planning a priority and views succession as an opportunity to promote women to senior positions.

President Soo requested information about possible incentives for labor unions to be more inclusive of women. Director Nuru stated that he would be happy to work with the Commission on this. She also asked about recruiting at local universities. Director Nuru explained that the department is committed to an open process that is fair to both internal and external candidates. She asked about public safety concerns in light of the recent assault in Glen Park. Director Nuru explained that public safety is a high priority within the Department.

Commissioner Gamez asked about the internship programs offered by the department. Mr. Nuru reported that the DPW hired 200 summer interns, 5 Project Pull interns, as well asvarious internships in architecture. Commissioner Gamez requested the gender breakdown of the internship programs.

Dr. Murase explained that she served as the CEDAW Task Force Chair in 1999 and one of the key outcomes of the original DPW gender analysis was the formation of the Women's Diversity Initiative Group through the initiative of then-Director (now-Mayor) Edwin Lee. She asked about the impact of the group on the department as a whole. Director Nuru stated that he receives regular reports from the group and that concerns raised are treated seriously. He believes that through this process, the group improves the work environment at the department.