City leaders in St. Paul want to diversify the city's workforce but are having trouble recruiting women and people of color — and getting those they hire to stay.
It's a problem that employers face across many sectors and industries, and one that has become more critical in St. Paul as the city prepares to lose hundreds of employees to retirement within the next few years.
Mayor Melvin Carter made history when he became the capital city's first black mayor this year, and his staff members are mostly women and people of color. But the overall workforce in City Hall doesn't reflect St. Paul's increasingly diverse population.
"Building a city workforce that reflects the diversity of our city has to be a priority," Carter said. "Our ability to hire, retain [and] promote people who know every corner of this city intimately will improve our ability to provide the highest quality public services for all of us."
In the first quarter of 2018, more than 73 percent of city employees were white and more than 69 percent were male, according to data that Chief Equity Officer Toni Newborn and Human Resources Director Andrea Turner presented to the City Council this week. About 59 percent of city residents are white and less than half are men, the data show.
Women and people of color aren't hired by the city as often as men and white people, they aren't promoted as often and they're more likely to leave, the data show. Of 380 people the city hired in 2017, 132 were people of color and 128 were women. Of employees promoted that year, about a third were women or people of color. And while the city's overall turnover rate is less than 8 percent, it's about 8 percent for people of color and about 10 percent for women.
Meanwhile, the city is facing a looming workforce shortage. Between 2018 and 2021, more than half of city employees will be eligible for retirement.
City officials don't have a clear answer for how they're going to close race and gender gaps and fill those jobs. They're trying out different tactics, from recruitment events to on-the-job training to rethinking how employees are hired. They're also working with other local governments to figure out how to attract a diverse range of employees to public sector jobs.