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The Impact of Proposition 209 on Public Employment in California Michael D. Sumner, PhD Thelton E. Henderson Center for Social Justice UC Berkeley School of Law California Equal Rights Professionals (CAERP) Conference June 17, 2009
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Proposition 209 SEC. 31. (a) The state shall not discriminate against, or grant preferential treatment to, any individual or group on the basis of race, sex, color, ethnicity, or national origin in the operation of public employment, public education, or public contracting.
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The Aftermath Public contracting Public education
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Public Contracting - Caltrans % to certified DBEs
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Public Employment Trends up to 1990 and through today Key factors regarding public employment: Stability Strength of programs Past history
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Public Employment – Methodology Raw Data: Data for civil servants obtained from the California State Personnel Board Data for working age population obtained from US Census estimates Analyses: Quantitative analyses of workforce diversity Future studies will look at job quality, including promotions and wages
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Population Characteristics
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California Working Age Population and Civil Workforce
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Civil Service Departments Department Number of EmployeesPercentage of Total Corrections & Rehabilitation57,95827% Transportation21,70310% CA Highway Patrol10,1894% Mental Health97824%
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Analyses by Gender
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Representation, by Gender
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Representation and Working Age Pop., by Gender
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Representation, by Gender
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Gov. Wilson signs Exec. Order W-124-95 Proposition 209 on ballot Proposition 209 passes Proposition 209 enacted Connerly v. SPB Gov. Wilson signs Exec. Order W-172-98 Elimination of goals and disparity- reduction requirements
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Analyses by Race/Ethnicity
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California Working Age Population
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California Working Age Population and Civil Servants
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Representation, by Race/Ethnicity
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Representation, Relative to Working Age Population
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Analyses by Race/Ethnicity and Gender
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Representation for White Americans and People of Color, by Gender
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Representation, Relative to Working Age Population
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Representation, by Race/Ethnicity and Gender: White Americans
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Representation, by Race/Ethnicity and Gender: Hispanic/Latino Americans
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Representation, by Race/Ethnicity and Gender: African Americans
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Representation, by Race/Ethnicity and Gender: Asian Pacific Islander Americans
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Further Analyses
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Wages for Full-time Employees, by Race and Gender
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Wage Disparity Index for Full-time Employees, Relative to White Men
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Workforce Diversity, Career Executive Assignment Category
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CEA, Relative to Working Age Population
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CEA, Relative to Overall Workforce Diversity
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Summary White men White women Men of color Women of color
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Impact of Proposition 209 Absence of clear negative trends Longer study Success of past programs Limited success of past programs –Agency by agency approach needed Absence of clear positive trends
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Recommendations Data collection & continued research Equal opportunity programs, utilizing legal best practices, within the boundaries of the law Next steps: –Reports on job quality in public employment in California –Report on best practices in public employment and public contracting
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Acknowledgements Thank you to: Ariana Ceja Jessica Borja Monique W. Morris Mary Louise Frampton Mary Elliott Wilda White Major funding provided by: Fulfilling The Dream Fund/Public Interest Projects Contact: Michael Sumner: msumner@law.berkeley.edumsumner@law.berkeley.edu www.law.berkeley.edu/HendersonCenter.htm
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