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Small Agency Affirmative Action and Workforce Diversity Report Overview

This report provides insights into the 33 small agencies under signed Service Level Agreements with Small Agency HR Shared Services within the Department of Enterprise Services. A notable increase in headcount by 182 employees from the Office of Administrative Hearings has prompted significant changes. Key issues include the development of consistent policies on reasonable accommodation and affirmative action. The overall percentage of persons of color within these agencies has increased by 2%. Future strategies aim to enhance diversity recruitment amidst budget constraints.

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Small Agency Affirmative Action and Workforce Diversity Report Overview

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  1. DES Small Agency Affirmative Action Report Workforce Diversity Profile Agency Priority: Medium • This report represents the 33 Small Agencies that are currently under signed Service Level Agreements with Small Agency HR Shared Services within the Department of Enterprise Services. (SASS) The total headcount number increased significantly due to the addition of the Office of Administrative Hearings . (+182 employees) Key Current Issues: • SASS has developed templates for reasonable accommodation, affirmative action and sexual harassment policies so that small agencies all have consistent policies for these important areas . SASS is currently working with agencies to distribute and provide training to staff on these policies. • The small agencies represented in this report have had a increase in the overall percentage of persons of color by 2%. The percentages for three of the four Persons of Color categories (Black, Hispanic, and Asian) each increased by 1%. Only the percentage of Native American staff remained the same. • Future Strategies: • What are the agency’s or institution’s primary strategies to address these key issues? • Due to current budget constraints, many small agencies do not anticipate filling many positions over the next year. The SASS recruitment team will continue to work with the Ethnic Commissions and the Office of State HR Director diversity outreach team to ensure we are reaching persons of color during the recruitment process. We will monitor the applicant flow information to determine our success in these efforts. Permanent & Non-Permanent Employees Data as of June 2011 Source: HRMS BI

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