The Decline in Affirmative Action in Madison

Brenda Konkel and I often have difficulty coming to terms in defining a problem. On the question of Affirmative Action (AA), or the lack of it, in recent years by the City of Madison, to date we are in agreement.

Some more thoughts:

• A solid AA program is not based on quotas. It may have numeric goals, but not quotas.
• The success of the program is based on the commitment of the leader and the leader instilling that commitment in the entire organization, particularly with the AA and HR directors and all of the division and department heads.
• Recruitment is the key. The use of professional societies is critical, but so is using the network of organizations committed to the hiring of women and non-whites. I assume that the city AA office knows all of them.
• Statistical records are critical. For thirty-five years there should be reports indicating the number of various AA hires in city employment, top management positions, and committees.
  • I suggest that Ald. Konkel's resolution include specific language asking for counts in these areas and similar numbers going back every ten years.
  • The resolution should also cover a review of city recruiting practices and compare those practices to successful programs.
  • Finally the resolution should take some standard positions including all department and division head vacancies for the past twenty years and review the number of applicants, including those from targeted groups to see if city hiring programs are succeeding.

Nowhere is the admonition "Out of sight, out of mind," so true as in Affirmative Action.

Finally, there is a right and a wrong way of hiring. The hiring of the Facilities and Sustainability Manager is nothing short of scandalous.

A cursory look at the submitted qualifications of the applicant and the job specifications are simply stunning.

In the almost forty years since I first took office on the city council, I have never seen such a blatant violation and manipulation of the civil service process.

I hope that if the applicant does not refuse the position, that there is a legal challenge to the appointment.

More on this to come if the Madison newspapers do not follow up. Minimally the Madison City Council should adopt a resolution requesting the Personnel Board to look into this matter.

Comments

[Vicky Selkowe]

Paul - You might want to know that I've recently been elected Chair of the City's Affirmative Action Commission (I've served on it since 2004, as Vice-Chair for the last year) and these are all issues the Commission has been discussing in recent months and that we will be developing, in partnership with the AA/DCR staff, more specific plans around in months to come. As you'll recall, the Department of Civil Rights (which I initially and vociferiously opposed)created a new recruiter position, now filled by Harper Donahue. Mr. Donahue is impressive. He is sharp, tenacious and creative and determined to look at ways of increasing applications from minorities and women as well as finding ways to retain these employees. He is building relationships with city department heads and also targeting particular city departments which lag far behind in their hiring & retain rates. Let me know if you'd like more information.
Vicky