Will County Diversity & Inclusion Committee met Sept. 7.
Here are the minutes provided by the committee:
I. CALL TO ORDER
II. PLEDGE OF ALLEGIANCE TO THE FLAG
Ms. Mitchell led the Pledge of Allegiance to the Flag.
III. ROLL CALL
Chair Margaret Tyson called the meeting to order at 10:00 AM
| Attendee Name | Title | Status | Arrived |
| Margaret Tyson | Chair | Present | |
| Denise E. Winfrey | Vice Chair | Present | |
| Julie Berkowicz | Member | Absent | |
| Gretchen Fritz | Member | Absent | |
| Saud Gazanfer | Member | Absent | |
| Raquel M. Mitchell | Member | Present | |
| Sherry Newquist | Member | Absent |
Also present at the Meeting: N. Palmer, B. Adams
Present from the State's Attorney's Office: Toni Renken
IV. MINUTES APPROVAL
1. WC Diversity & Inclusion Committee - Regular Meeting - Jun 1, 2022 10:15 AM
2. WC Diversity & Inclusion Committee - Regular Meeting - Jul 6, 2022 10:00 AM
3. EXEC SESSION Diversity & Inclusion Committee Minutes July 6, 2022 (Executive Session)
V. OLD BUSINESS
1. Diversity and Inclusion Plan Update
(Elaine Bottomley/ Denise Maiolo)
Mrs. Maiolo stated it took us a little bit of time to run our data for these reports, but we weren’t able to run a lot of reports. The report that you see is the summary information that we were asked to provide. This provides a total collection of information of 1 captured date so, it’s as of July 11, 2022. I’m saying that because we don’t have a benchmark. We don’t have a baseline for a lot of comparison just yet. We had shared with you in previous meetings the EEOC Report which is that summary report from the Equal Employment Opportunity Commission that had some of the data from 2020. We are currently in progress of gathering information for 2022 which we will have into next year and at that point we will be able to provide to you a summary of the comparison from where we are at. I am confident that it’s going to be reflective of information that we have and if it isn’t we’ll be able to kind of discuss why there is a transition or factors that impact it. The report itself starts off with some definitions, date of capture (July 11, 2022), etc. This information is a representation of Will County and all our facilities and locations. The EEO-4 Job Classification as Compared to Will County Job Classification, and it gives you the job classifications description. The next pages are a collection of data collection so, we broke these things down by race and ethnicity so you can see the various races of our current makeup of the County as well. It compares employee race data compared to census data. There are some discrepancies but nothing major, but we will look at these areas.
Mrs. Tyson stated keep in mind that this is comparing 2020 data to 2022 data.
Mrs. Maiolo stated I want to say the other efforts that coming to this point in time that we have all our employees in our midst. Meaning it doesn’t encompass our recruitment efforts, job fairs, or other outreach efforts. It doesn’t discuss job classification, job descriptions, educational requirements, a whole lot of things that go into what you look for when we are trying to fill positions. We were tasked at providing employee data as of this point and time.
Ms. Winfrey stated one thing I don’t see is in the first slide categories of positions it doesn’t separate the male/female, race, within each of the groups.
Mrs. Maiolo replied we can get you that data.
Ms. Winfrey stated this does not give us a percentage of our work force by job description, gender, race.
Mrs. Maiolo replied we can amend this and provide you that data at a later date.
Ms. Winfrey stated while you are breaking this down it would also be interesting to see the pay well, average by race.
Mrs. Maiolo replied we can provide you with levels of pay. We will work on it. Ms. Mitchell stated maybe it has to be divided by departments. So, we have to have it by department, race, gender because different departments make different things. We can’t lump all of them together. To get a true picture, we have to put them in their proper department.
Mrs. Maiolo replied it might be easier by classification of the positions. Then we can do it by department. Just because positions have in most areas that I worked classifications was broken down by position across different departments. Based on position titles. Does that make sense?
Ms. Mitchell replied yes.
Mrs. Maiolo stated we are in the process of looking at data from other counties. I’ve gotten paid classification plans from other counties to compare to where we’re at. That’s excluding collective bargaining. One of the questions that was posed to us was what the age of people in each group was. What are our opportunities going forward as I started to suggest is looking at some benchmarking into next year. The data for the EEO report that is coming out into next year and we will try to get that data to you by February to get a report of the comparison of the 2020 EEOP as well as the 2022 data. We will review our recruitment resources. Once this all completed, I will work with Ms. Bottomley and with Mr. Theodore and we can get all this information out on our website. Going into next year we will be making some recommendations. Thank you.
VI. OTHER OLD BUSINESS
VII. NEW BUSINESS
VIII. PUBLIC COMMENT
IX. ANNOUNCEMENTS/REPORTS BY CHAIR
X. EXECUTIVE SESSION
XI. ADJOURNMENT
1. Motion for adjournment was made @ 10:23 a.m.
XII. NEXT MEETING IS SCHEDULED FOR OCTOBER 5, 2022
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