City Talks A Good Stick,,,,,,

City Hall diversity lagging
April 04, 2009 Royson James
Toronto once challenged its fire and police departments to hire more women and people of colour. It was among the first in Canada to draft employment equity plans. Almost three decades later, it doesn't even know how many non-whites or women work at City Hall.
Even as the police department reports steady progress – racial minorities comprise 10 per cent of senior Toronto police brass, 17 per cent of all officers and 22 per cent of civilians – City Hall languishes.
Only very recently did it secure an estimate of diversity among its managers. A workforce survey for non-unionized staff in 2007 shows 14 per cent are from racial minorities – less than one-third the population average.
Recent defections to other cities saw Toronto lose three non-white senior managers, so the numbers are even worse.
Officials blame the unions for balking at employee surveys and post-amalgamation chaos after 1998. And they blame Mike Harris for ending the collection of employment data along racial lines.
But they admit Toronto must get tough with itself, or risk ridicule. After all, Toronto's motto is Diversity Our Strength.
"We've talked the talk, we need to improve on how we walk the walk," says Councillor Joe Mihevc, a member of the committee that drafted Toronto's 2003 action plan for eliminating racism and discrimination.
"Frankly, we need to firm up our resolve," he said yesterday.
City manager Joe Pennachetti agrees: "It's a strategic goal for us to ensure our workforce represents the population. It's a key objective for me. We know there's a lot of work to be done."
The slow progress, or more pointedly, lack of clear evidence of progress, is baffling.
Toronto had the first mayor's race relations committee in Canada. It waged battles with the fire department and police to improve hiring practices.
Its first employment equity officer, Mary Bruce, staged a protest with other women wearing black when the Art Eggleton regime passed over an outstanding female candidate for city solicitor. Tears were shed; accusations flew.
Volumes of policies and position papers and council decisions and declarations and work plans ensued. Delegations lined up to study the model city. But now, the slippage is clear.
The TTC quickly furnishes numbers on the diversity of its workforce: 18 per cent women, 30 per cent racial minorities, 3.5 per cent disabled, 1.5 per cent aboriginal.
Senior TTC management? Almost all white males, spokesperson Brad Ross admits. "We recognize we have work to do at the senior level."
Police recruits for the past three years consistently reflect as much as one-third visible minorities. Fourteen per cent of the senior ranks are women.
Meanwhile, at City Hall, human resources staff are trying to get an employee survey done by the end of the year, now that the union is more amenable.
The city has made huge gains in attracting non-whites to its boards and agencies. And it completed a division-by-division action plan to improve access and equity. Challenges persist.
"We've taken things for granted," Mihevc said. "You assume that you're a leader. You don't ask the tough questions. You are not challenged enough. You rest on your laurels. And before you know it, others pass you.
"The banks are the leaders in access and equity."
Imagine that. The symbol of big business may be performing better than the City of Toronto on matters of diversity in the workplace.