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Meeting Name: Committee on Civil and Human Rights Agenda status: Final
Meeting date/time: 4/23/2018 1:00 PM Minutes status: Final  
Meeting location: Council Chambers - City Hall
Jointly with the Committee on Civil Service and Labor
Published agenda: Agenda Agenda Published minutes: Minutes Minutes  
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Int 0633-2018 *Laurie A. Cumbo  Reporting of pay and employment equity data.IntroductionThe purpose of the proposed bill is to find and eliminate instances of pay disparity within the city workforce. Pay disparity can be based on gender, race, age, or any other protected class enumerated in the City’s Human Rights Law. The Administration, through the Mayor’s Office of Data Analytics (MODA), will be required to report on an annual basis, aggregated data from every City agency looking at gender, ethnicity and race and $2.5K, $5K and $10K pay bands to find instances of pay disparities. After receiving the data from DCAS, MODA shall issue a report to the mayor and the speaker no later than May 31st annually. This report shall aggregate data from each agency showing the frequency of full- and part-time and seasonal employees by agency, EEO-4 job group, pay band ($10K) and racial group and gender. This same report will be posted publicly on the MODA website and the Open NY website. The Council, on an annual basis, will be given 90 day access through a computer application to employment level data for all City workers to conduct its own analysis.Hearing Held by Committee  Action details Not available
Int 0633-2018 *Laurie A. Cumbo  Reporting of pay and employment equity data.IntroductionThe purpose of the proposed bill is to find and eliminate instances of pay disparity within the city workforce. Pay disparity can be based on gender, race, age, or any other protected class enumerated in the City’s Human Rights Law. The Administration, through the Mayor’s Office of Data Analytics (MODA), will be required to report on an annual basis, aggregated data from every City agency looking at gender, ethnicity and race and $2.5K, $5K and $10K pay bands to find instances of pay disparities. After receiving the data from DCAS, MODA shall issue a report to the mayor and the speaker no later than May 31st annually. This report shall aggregate data from each agency showing the frequency of full- and part-time and seasonal employees by agency, EEO-4 job group, pay band ($10K) and racial group and gender. This same report will be posted publicly on the MODA website and the Open NY website. The Council, on an annual basis, will be given 90 day access through a computer application to employment level data for all City workers to conduct its own analysis.Laid Over by Committee  Action details Not available
Int 0752-2018 *Laurie A. Cumbo  Create an office of diversity and inclusion within the department of citywide administrative services.IntroductionThis bill creates an Office of Diversity and Inclusion within the Department of Citywide Administrative Services. The Office is tasked with compiling and releasing employment statistics related to hiring, salary and promotion of city employees, disaggregated by gender, race, civil service title classification, and other categories as appropriate. The Office is also responsible for creating directives, policies, and procedures that endeavor to diversify the city’s workforce. This includes developing recruitment, hiring, and career advancement procedures that address unconscious and systemic barriers to achieve greater diversity in the recruitment and advancement of city employees, and training city agency employees responsible for recruitment, hiring and career advancement. The Office must also submit an annual report to the Mayor, City Council and the Equal Employment Practices Commission, and make such reports available online.Hearing Held by Committee  Action details Not available
Int 0752-2018 *Laurie A. Cumbo  Create an office of diversity and inclusion within the department of citywide administrative services.IntroductionThis bill creates an Office of Diversity and Inclusion within the Department of Citywide Administrative Services. The Office is tasked with compiling and releasing employment statistics related to hiring, salary and promotion of city employees, disaggregated by gender, race, civil service title classification, and other categories as appropriate. The Office is also responsible for creating directives, policies, and procedures that endeavor to diversify the city’s workforce. This includes developing recruitment, hiring, and career advancement procedures that address unconscious and systemic barriers to achieve greater diversity in the recruitment and advancement of city employees, and training city agency employees responsible for recruitment, hiring and career advancement. The Office must also submit an annual report to the Mayor, City Council and the Equal Employment Practices Commission, and make such reports available online.Laid Over by Committee  Action details Not available
Int 0755-2018 *Mathieu Eugene  Requiring the equal employment practices commission to analyze and report annually on citywide racial and ethnic classification underutilization.IntroductionThe bill would require the Equal Employment Practices Commission (EEPC) to analyze and report annually on whether agencies are meeting their racial and ethnic affirmative employment objectives and, when not, identify the underutilized groups and provide recommendations on corrective action. The EEPC would also be required to review the city’s racial and ethnic classification categories, and provide recommendations on whether such categories accurately capture the racial and ethnic composition of the city’s government workforce. Finally, the EEPC would be required to provide recommendations to strengthen agency affirmative employment plans, and improve diversity in recruitment, selection, retention and promotion of City government employees. The reporting requirement would be repealed ten years after the law takes effect.Hearing Held by Committee  Action details Not available
Int 0755-2018 *Mathieu Eugene  Requiring the equal employment practices commission to analyze and report annually on citywide racial and ethnic classification underutilization.IntroductionThe bill would require the Equal Employment Practices Commission (EEPC) to analyze and report annually on whether agencies are meeting their racial and ethnic affirmative employment objectives and, when not, identify the underutilized groups and provide recommendations on corrective action. The EEPC would also be required to review the city’s racial and ethnic classification categories, and provide recommendations on whether such categories accurately capture the racial and ethnic composition of the city’s government workforce. Finally, the EEPC would be required to provide recommendations to strengthen agency affirmative employment plans, and improve diversity in recruitment, selection, retention and promotion of City government employees. The reporting requirement would be repealed ten years after the law takes effect.Laid Over by Committee  Action details Not available
Int 0756-2018 *Mathieu Eugene  Requiring DCAS to review and report annually on the city’s efforts to collect racial and ethnic demographic information, including a review of racial classification categories and employee response rates.IntroductionThe bill would require the Department of Citywide Administrative Services (DCAS) to include in its annual report an analysis of employee response rates to the city’s efforts to collect racial demographic information of city employees, and whether changes in the racial and ethnic classification categories have had an impact on employee response rates. Further, DCAS would be required to review the racial and ethnic classification categories used to collect demographic information and provide recommendations for how to improve the use of such categories to reflect the City’s workforce.Hearing Held by Committee  Action details Not available
Int 0756-2018 *Mathieu Eugene  Requiring DCAS to review and report annually on the city’s efforts to collect racial and ethnic demographic information, including a review of racial classification categories and employee response rates.IntroductionThe bill would require the Department of Citywide Administrative Services (DCAS) to include in its annual report an analysis of employee response rates to the city’s efforts to collect racial demographic information of city employees, and whether changes in the racial and ethnic classification categories have had an impact on employee response rates. Further, DCAS would be required to review the racial and ethnic classification categories used to collect demographic information and provide recommendations for how to improve the use of such categories to reflect the City’s workforce.Laid Over by Committee  Action details Not available
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