County Aims To Improve Diversity With Updated Hiring Practices

Tuscaloosa AL

18 November, 2021

7:38 AM

Description

TUSCALOOSA, AL — Tuscaloosa County officials hope to address racial disparities in the county's hiring practices through a long list of recommendations provided by a committee tasked with examining the longstanding issue. Click here to subscribe to our free Tuscaloosa Daily newsletter and breaking news alert District 4 Commissioner Reginald Murray, the only Black elected official on the Tuscaloosa County Commission, headed up the special committee and reported its findings during the Commission's regular meeting Wednesday morning. The findings presented were similar, if not identical, to those provided by Murray and others several times in the lead-up to Wednesday. The results focused not just on an overall lack of minority representation in county jobs, but a noticeably low number of Black employees in management positions. Myriad numbers were provided to underscore Murray's point, which also focused on perceived inequities in hiring within the City of Northport and the City of Tuscaloosa. In a county whose population is more than 30%, Murray and others argue that representation in the county's employment demographics falls well short of being in line with racial makeup of Tuscaloosa County. As far as Tuscaloosa County is concerned, though, Murray stressed that only two county departments are primarily made up of minority employees at present — the County Maintenance Department and the Tuscaloosa County Jail. In an effort to promote inclusivity, Murray proposed a 15-point set of recommendations to retool and modernize the county's hiring practices, most of which were met with favorable responses from his fellow commissioners. After receiving some support and a range of questions, Murray was quick to point out that the recommendations were just that and not something the County would be bound to at this stage. Indeed, each measure would require its own separate vote by the full Commission if any public funds are spent during each item's implementation. "We have some good recommendations," Probate Judge Rob Robertson commented. "Some of them are measurable and some are less so, but it gets us into an improved process. It won't happen next week, but gives us goals to work to for us to improve ... I don't know if the Commission can say 'Yes we are going to do exactly these things,' but setting them as goals seems very appropriate." The measure to accept the recommendations passed unanimously after being seconded by District 2 Commissioner Jerry Tingle, with the most vocal support coming for upgrades to technology used during the employment screening and hiring processes. Access to technology has long been viewed as a primary barrier for those living below the poverty line, with the newly-passed recommendations lining up with a wider push by the county to upgrade its online capabilities. Apart from the new goals with respect to hiring, Murray also pushed for a county hiring freeze until the racial disparities could be addressed. Murray has teased the possibility before, with the idea consistently failing to receive even the slightest support on the Commission. However, Murray made a formal motion Wednesday morning for the county to freeze all of its hiring, which failed to garner a second and did not make it to a full commission vote. "I'm not even sure this is legal," Tingle openly pondered when considering such an action. Undeterred, Murray pointed out that County Attorney Robert Spence was not in attendance Wednesday to provide clarity on matter, so Murray stated he would return in two weeks with more context relating to the Commission's ability to freeze hiring. Here's a look at the 15 recommendations accepted by the County Commission Wednesday ... Evaluate job exams. Murray pointed out that several of the exams are outdated and should be reviewed. Update all exams and job descriptions. Schedule appointments for applicants and prospective employees to take exams on a computer provided by the county. Develop software to grade tests in a fair and objective manner. Allow passing candidates the chance to take the test again to better their score. The recommendations call for allowing a passing candidate up to three chances to take the test, with the highest score being the one considered. Outsourcing employment testing. This concept is currently being researched by County Administrator Melvin Vines and would effectively remove any perceived racial bias when it comes to the testing process. Provide email reminders to candidates for testing by way of a six-month file update. Provide modern technology for the testing to be conducted on. District 3 Commissioner Mark Nelson, who has been a vocal proponent for upgrading the county's technological assets, expressed his support for the Advertise job opportunities at various locations in the courthouse, in addition to other places like the United Way's website, social media and recruiting boards. Add detailed job descriptions to the County Courthouse website. Provide management training to those promoted to supervisory and management positions. Hire the best candidates for jobs with consideration given to diversity in county departments. "Quality employment versus quantity employment" — meaning making a concerted effort to have more minority representation in leadership and management positions, as opposed to just filling open slots with minority candidates for the sake of demographics. Hire a Human Resources consultant. This was a point of debate ahead of the vote, as the Commission has been in the process of working to hire an HR professional. Explore the advantages and disadvantages of the Personnel Board vs. the Civil Service Board. The next regular meeting of the Tuscaloosa County Commission is set for Dec. 1 at 9 a.m. Have a news tip or suggestion on how I can improve Tuscaloosa Patch? Maybe you're interested in having your business become one of the latest sponsors for Tuscaloosa Patch? Email all inquiries to me at [email protected]