Minority Incumbency | |||||||||
| 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 | 58 | 1 | 6 | 73 | 351 | 20.80% | |
| Officials & Administrators | 1 | 1 | 100 | 1% | |||||
| Para-Professional | 2 | 3 | 4 | 66 | 25 | 100 | 250 | 28.57% | |
| Professionals | 6 | 7 | 3 | 70 | 12 | 98 | 546 | 17.95% | |
| Protective Service | 3 | 4 | 8 | 45 | 4 | 13 | 77 | 410 | 18.78% |
| Service/Maintenance | 2 | 4 | 3 | 9 | 53 | 16.98% | |||
| Skilled Craft | 2 | 8 | 5 | 15 | 103 | 14.56% | |||
| Technicians | 1 | 5 | 9 | 5 | 20 | 125 | 13.79% | ||
| GRAND TOTAL | 13 | 22 | 23 | 261 | 5 | 69 | 393 | 2058 | 19.10% |
Gender Incumbency | ||||
| Job Group | Female | Male | Grand Total | Female Incumbency |
| Admin Support | 297 | 54 | 351 | 84.62% |
| Officials & Administrators | 53 | 47 | 100 | 53% |
| Para-Professional | 267 | 83 | 350 | 76.29% |
| Professionals | 399 | 147 | 546 | 73.08% |
| Protective Service | 92 | 318 | 410 | 22.44% |
| Service/Maintenance | 13 | 40 | 53 | 24.53% |
| Skilled Craft | 2 | 101 | 103 | 1.94% |
| Technicians | 62 | 83 | 145 | 42.76% |
| GRAND TOTAL | 1185 | 873 | 2058 | 57.58% |
Comparing Incumbency (Current Employee Makeup) to Availability in the Community and Establishment Placement Goals | ||||||||
| 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 | 84.62% | 66.72% | No | 20.80% | 16.10% | No | ||
| Officials & Administrators | 53% | 41.02% | No | 1% | 9.22% | Yes | 6.37% | |
| Para-Professional | 76.29% | 69.95% | No | 28.57% | 12.18% | No | ||
| Professionals | 73.08% | 48.30% | No | 17.95% | 9.36% | No | ||
| Protective Service | 22.44% | 5.43% | No | 18.78% | 14.48% | No | ||
| Service/Maintenance | 24.53% | 21.28% | No | 16.98% | 19.80% | No | ||
| Skilled Craft | 1.94% | 5.43% | Yes | 2.4% | 14.56% | 14.48% | No | |
| Technicians | 42.76% | 51.31% | No | 13.79% | 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 to 57.58% in 2023, 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 and to 19.10% in 2023.
Female incumbency went down in all areas except for Protective Services and remained within the 80% rule of thumb except for Skilled Craft. Protective Services increased from 20.38% to 22.44%. Total minority incumbency increased from 18.23% in 2022 to 19.10% in 2023. Minority incumbency for Officials and Administrators decreased again and remained outside the 80% rule of thumb, so the goal was increased by 2.09%. Minority incumbency increased for Admin Support, Para-Professional, Professionals, and Protective Services. There was a slight decrease in minority incumbency in Skilled Craft and Technicians. The greatest decrease of minority incumbency was 8.02% in Service/Maintenance, although the incumbency rate remained within the 80% rule of thumb and didn’t require a new goal.
Our goals did not change and the same two remain in place to increase incumbency of women in Skilled Craft jobs and minorities in Officials and Administrators.
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 6.9%. Larimer County’s workforce as an employer is 5.08% veteran, which is a .01% decrease from 2022 and .34% decrease from 2021 to 2022. (1.82% difference)
- Larimer County’s disability population in the 2020 Census is 10%. Larimer County’s workforce as an employer is 10.06%, which is up from 8.60% disability in 2022, which is a 1.46% increase. From 2021 to 2022 there was 1.3% increase (no difference). Larimer County increased our hiring of individuals with disabilities by 1.66% in 2021 from 2020.
- Asian is 2.12% in the County and 1% as employees. (1.12% difference)
- Black/African American is .96% in the County and 1.1% as employees. (0% difference)
- Hispanic is 12.22% in the County and 12.7% as employees. (0% difference)
- American Indian and Alaska Native is .65% in the County and .63% as employees. (.02% difference)
- Native Hawaiian or Other Pacific Islander is .1% in the County and .24% as employees (0% difference)
- Two or more races is 7.91% in the County and 3.3% as employees. (4.61% difference)
- .3% of employees selected not specified for their ethnicity in 2023, which is down from 10.2% in 2022 and 13.6% in 2021
In 2019 Larimer County Government, as an employer, had 13.18% of its employees’ self-report as a minority. In 2023, 19.10% of employees self-reported as a minority. That is a 5.92% increase over 5 years.
In 2019 Larimer County Government, as an employer, had 59.41% employees report being women. In 2023, it was 57.58%, which is a 1.83% decline in 5 years of women.
LAST UPDATED: April 2024
