Minority Incumbency |
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Job Group | American Indian/ Alaskan Native | Asian | Black or African American | Hispanic or Latino | Native Hawaiian or Other Pacific Islander | 2+ Races | Grand Totals | County Totals | Minority Incumbency |
Admin Support | 5 | 3 | 52 | 2 | 62 | 342 | 18.13% | ||
Officials & Administrators | 3 | 3 | 97 | 3.09% | |||||
Para-Professional | 3 | 4 | 4 | 60 | 21 | 92 | 347 | 26.51% | |
Professionals | 5 | 8 | 1 | 72 | 8 | 94 | 553 | 17% | |
Protective Service | 3 | 2 | 12 | 44 | 5 | 8 | 74 | 417 | 17.75% |
Service/Maintenance | 2 | 10 | 12 | 48 | 25% | ||||
Skilled Craft | 2 | 8 | 4 | 14 | 96 | 14.58% | |||
Technicians | 1 | 5 | 14 | 2 | 22 | 146 | 15.07% | ||
GRAND TOTAL | 13 | 22 | 25 | 263 | 5 | 45 | 373 | 2046 | 18.23% |
Gender Incumbency |
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Job Group | Female | Male | Grand Total | Female Incumbency |
Admin Support | 291 | 51 | 342 | 85.09% |
Officials & Administrators | 52 | 45 | 97 | 53.61% |
Para-Professional | 258 | 89 | 347 | 74.35% |
Professionals | 413 | 140 | 553 | 74.68% |
Protective Service |
85 | 332 | 417 | 20.38% |
Service/Maintenance | 13 | 35 | 48 | 27.08% |
Skilled Craft | 3 | 93 | 96 | 3.13% |
Technicians | 64 | 82 | 146 | 43.84% |
GRAND TOTAL | 1179 | 867 | 2046 | 57.62% |
Comparing Incumbency (Current Employee Makeup) to Availability in the Community and Establishment Placement Goals |
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Job Group |
Female Incumbency LC Government |
Female Incumbency LC Census |
Establish Goal? (Y/N) |
If Yes, Goal for Females | Minority Incumbency LC Government |
Minority Incumbency LC Census |
Establish Goal? (Y/N) |
If Yes, Goal for Minorities |
Admin Support | 85.09% | 66.72% | No | 18.13% | 16.10% | No | ||
Officials & Administrators | 53.61% | 41.02% | No | 3.09% | 9.22% | Yes | 4.28% | |
Para-Professional | 74.35% | 69.95% | No | 26.51% | 12.18% | No | ||
Professionals | 74.68% | 48.30% | No | 17% | 9.36% | No | ||
Protective Service | 20.36% | 5.43% | No | 17.75% | 14.48% | No | ||
Service/Maintenance | 27.08% | 21.28% | No | 25% | 19.80% | No | ||
Skilled Craft | 3.13% | 5.43% | Yes | 1.17% | 14.58% | 14.48% | No | |
Technicians | 43.84% | 51.31% | No | 15.07% | 15.79% | No |
*The 80% rule of thumb was followed in declaring underutilization and establishing goals when the actual employment of minorities or females is less than 80% of their availability. If the female/minority incumbency percent (%) is less than the female/minority availability percent (%) and the ratio of incumbency to availability is less than 80%, a placement goal should be included in the appropriate “If Yes” column.
The percentage of incumbent women in jobs decreased slightly from 57.73% in 2021 to 57.62% in 2022, which is still higher than the 56.36% in 2020. The percent of incumbent minorities increased from 11.59% in 2020 to 14.41% in 2021 to 18.23% in 2022.
Female incumbency went down in Officials and Administrators and Para-Professional but remained within the 80% rule of thumb. Female incumbency in Skilled Craft went down and now has a new goal. All other areas of female incumbency went up. Female incumbency for Service/Maintenance increased enough to remove the goal. Minority incumbency went down in Skilled Craft but remained within the 80% rule of thumb. Minority incumbency for Officials and Administrators decreased again and remained outside the 80% rule of thumb, so the goal was increased by 1.72%. Minority incumbency for Protective Services increased from 12.12% in 2021 to 17.75% in 2022 meeting the 80% rule of thumb and removing the goal. Minority incumbency for Skilled Craft decreased from 26.09% in 2021 to 14.58% in 2022, but remained within the 80% rule of thumb, so no goal was added. Minority incumbency for Technicians increased from 10.47% in 2021 to 15.07% in 2022, which now meets the 80% rule of thumb and removed the prior goal.
The total number of goals from last year to this year decreased from 4 to 2. From 2020 to 2021 we decreased from 7 to 4 goals. The goal that was met was female incumbency for Service/Maintenance. An additional goal met was minority incumbency for Protective Services and Technicians. In summary, Larimer County Government made positive progress on its goals, except for two - minority incumbency in Officials and Administrators and female incumbency in Skilled Craft.
Below is a summary of observations from the 2020 Census Data for Larimer County compared to current employee demographics.
- Larimer County’s veteran population in the 2020 Census is 7.5%. Larimer County’s workforce as an employer is 5.09% veteran, which is a .34% decrease from 2021. (2.41% difference)
- Larimer County’s disability population in the 2020 Census is 9.7%. Larimer County’s workforce as an employer is 8.60% disability, which is a 1.3% increase from 2021. (1.1% difference). Larimer County increased our hiring of individuals with disabilities by 1.66% in 2021.
- Asian is 2.4% in the County and 1% as employees. (1.4% difference)
- Black/African American is 1.2% in the County and 1.2% as employees. (0% difference)
- Hispanic is 11.9% in the County and 12.8% as employees. (0% difference)
- American Indian and Alaska Native is 1.1% in the County and .63% as employees. (.47% difference)
- Native Hawaiian or Other Pacific Islander is .1% in the County and .24% as employees (0% difference)
- Two or more races is 2.7% in the County and 2.1% as employees. (.6% difference)
- 10.2% of employees selected not specified for their ethnicity in 2022, which is down from 13.6% in 2021
Last Updated: May 2023