Signed executive orders promoting gender equity and inclusion
The City is protecting and empowering New Yorkers of all genders and setting an example for other workplaces when it comes to fairness and inclusion. In March 2016, the mayor signed an executive order affirming the rights of transgender and gender non-conforming New Yorkers to use single-sex City facilities consistent with their gender identity.
The City also took steps to close the gender pay gap. In November 2016, the mayor signed an executive order prohibiting City agencies from asking job applicants about their salary history, and in May 2017 signed legislation banning all New York City employers from inquiring about a job applicant’s past salary history.
Conducted robust outreach to advance diversity in FDNY and NYPD
As part of the City’s mission to improve the way it recruits a diverse workforce, the Fire Department of New York (FDNY) and the New York Police Department (NYPD) have continued efforts to ensure that the members of their departments better reflect the people they serve.
In October 2014, FDNY named its first chief diversity and inclusion officer and in 2015 created its first-ever women’s outreach coordinator position and a LGBTQ outreach coordinator position. FDNY also planned and implemented the most successful firefighter recruitment campaign in the department’s history. As a result of a $10 million campaign that included more than 10,000 recruitment events across the city, a record 46,305 people took the 2017 firefighter exam. For the first time, people of color made up the majority of the test takers and more women—more than twice as many as in 2012—took the exam than ever before.
From October 2016 to March 2017, NYPD ran the recruitment campaign, “It’s You We Want—Bring Who You Are,” which featured radio ads, television commercials, and banners, billboards, and transit platform ads placed in predominantly Black, Hispanic, and Asian neighborhoods. The department’s efforts also included outreach to CUNY students, clergy, and local organizations, as well as presentations at public high schools with diverse student bodies. In addition, the department implemented new beard and religious head covering policies and transgender policies. In January 2018, NYPD created the Office of Equity and Inclusion with the aim of making the NYPD workplace more supportive of and responsive to the diverse needs of its members and the communities they serve.
Created a pipeline for more teachers
The City believes that a diverse teacher population is critical to improving student outcomes. Currently, there is a disproportionately low percentage of male teachers of color compared with the percentage of male students of color in City public schools. NYC Men Teach, operated in partnership by the New York City Young Men’s Initiative (YMI), City University of New York (CUNY), and the Department of Education (DOE), seeks to put an additional 1,000 men of color on track to become New York City public school teachers by December 2018. The program includes academic supports for CUNY students, as well as targeted recruitment, mentoring, and professional development for DOE personnel.
In the City’s workforce, hiring in eight out of the ten largest job categories is more than 50 percent racially diverse—and six out of the ten are majority female.
The City received the Forum on Workplace Inclusion 2017 Winds of Change Award, which is presented to an organization that has demonstrated a strong commitment to promoting diversity and inclusion in the workplace.
The City of New York has repeatedly achieved a perfect score of 100 on the Human Rights Campaign Municipality Index for its inclusive LGBTQ policies.