A call for a city of New Bern Affirmative Action Plan on hiring practices has gained some traction.
The New Bern People’s Assembly proposal drew supportive public feedback during two weekend meetings at Henderson Park.
Each session attracted upwards of two-dozen people in favor of the plan, with audiences equally black and white.
“I think this is a community issue and I am really concerned about it,” said Brenda McGee, retired from the school system and active in women’s causes and advocacy for children. “It’s not one race or the other, it’s about the community working together to help the people of New Bern overall. I feel strongly about that.”
New Bern People Assembly members Antoinette Boskey and Jim Hackett presented the plan, explaining it with passionate rhetoric and statistics from April, 2020 on the city’s 456 filled jobs.
Hackett, head of the Assembly’s Employment Work Group that is writing the action plan proposal for presentation to city Aldermen, said the numbers came from the city.
Hackett said the city’s black population is 32 percent (more than 9,000 people), but the city workforce is 18.6 percent black,” he said, adding that 77 percent of employees are white.
Along lines of gender, he noted 78 percent overall were male, 22 percent female.
Cory Hunter is a retired corporate executive who is politically active in the George Street precinct with a focus on predominately black Duffyfield.
She was shocked after hearing the numbers.
“The situation is actually worse than what I imagined it might be – the inequity of the employment by gender and by color,” she said. “I think everyone needs to get on board with this. A healthy Duffyfield or a healthy Pembrook is going to be good, not just for the residents, but for the overall community. At a very base level, employed people pay taxes.”
Boskey said earlier than most black city employees are in Utilities or Parks and Recreation, the only department with a majority staff composed of people of color – 58 percent.
Boskey said the Assembly committee will take feedback from the sessions and prepare a final version.
“We will send it for final review from everyone who has participated, as well as the Assembly members and then get on the (Aldermen) agenda,” she said afterwards.
One point of feedback questioned making sure the plan had accountability.
“There is accountability in the document, but no timeline,” Hackett said. “We will add a timeline. The city has to give the people an annual report on how they are progressing with this plan.”
The Sun Journal has requested current data from the city on the number of employees; a numbers breakdown by race in departments; and numbers for minorities in department head and supervisory positions.
Hackett’s presentation also included 11 points in the draft plan, beginning with the creation of a new position, Director of Affirmative Action. It also includes topics ranging from job recruitment and outreach to the hiring process, training, terminations and promotions.
Boskey said the plan will be finalized and presented to the Aldermen.
It is multiple pages and includes these condensed major implementation points.
1. Create Director of Affirmative Action
To assist the city of New Bern in complying with federal regulations related to fair hiring and work practices, the Director of Affirmative Action will ensure that all employees are treated equally, regardless of their gender, ethnic background or disability.
2. Recruitment
Actively recruit individuals in protected groups by reaching out to traditional sources of support. – identifying and recruiting minorities (people of color), women, people with disabilities and Vietnam-era veterans for city employment.
3. Hiring Process
Hiring standards will adhere to all legal requirements and be reasonable, objective, and job related. A description of the qualifications and required skills will be based on valid job requirements only. The city will strive to reach parity by adopting a vigorous policy that welcomes applicants from traditionally under-represented groups.
4. Work Environment
Make a commitment to recruiting, hiring, developing and promoting a diverse workforce that mirrors the people who live and do business in the city of New Bern.
5.Training
Ensure that protected group members who are already employed in the city are aware of opportunities and programs for training and career development.
6. Promotions
Ensure that a fair promotion procedure is established and followed. Accordingly, all current job vacancies will be publicized throughout the city.
7. Terminations and Lay-off
In the event of a lay-off, affirmative action principles are maintained, consistent with law. Assure that an exit interview is held to determine if affirmative action rights have been abridged.
8. Discipline
Ensures that termination procedures comply with affirmative action policies. Subject to confidentiality requirements, the city’s records of all disciplinary actions shall show race, sex, disability, and/or Vietnam- era veteran status, the formal charges, findings, and sanctions imposed.
9. Anti-discrimination and anti-harassment policies.
10. Affirmative Action Complaint Resolution process.
It will include confidentiality and protection against retaliation.
11. Provide an Equal Employment Opportunity Resource Directory.
Charlie Hall can be reached at 252-635-5667 or 252-259-7585, or charlie.hall@newbernsj.com. Follow him on Facebook at Charlie Hall.
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