San Mateo County

Equal Employment

Opportunity Plan



for a

Four Year Period Ending December 31, 2005

adopted by




1st District 3rd District

Supervisor Supervisor


2nd District 4th District

Supervisor Supervisor



5th District


Table of Contents

The Equal Employment Opportunity Committee for the County of San Mateo is pleased to present this Equal Employment Opportunity Plan and Report. This document is intended to be a Countywide guide for a plan of action and reference resource.

The 2002-2005 Equal Employment Opportunity Plan is a combined four-year plan and report. It details the progress made during the past three years (2002-2005) and outlines recommended objectives for the next four years (2002-2005). The Committee believes this document reinforces equal employment opportunities throughout every level of the County as an organization with emphasis on hiring, promotions and career development opportunities.

The purpose of the Equal Employment Opportunity Plan is to commit the County of San Mateo to a program that makes equal employment opportunity a reality for all County employees. The plan will accomplish this purpose by:

Re-affirming the County's commitment to Equal Employment Opportunity and Federal Affirmative Action in its employment practices.

Defining specific action steps to:

Recognizing the County's expanding workforce by fostering and supporting programs that enhance this diversity.

Assigning responsibility and accountability for the success of the Equal Employment Opportunity Program to department heads, managers and supervisors.

Committee Members:


Comments and suggestions regarding this plan are welcomed and should be directed to: Mary Kabakov, Equal Employment Opportunity Manager, Employee and Public Services Department, 455 County Center, Redwood City, CA 94063, e-mail: mkabakov@co.sanmateo.ca.us or call (650) 363-4340. This plan is available for download at http://www.co.sanmateo.ca.us/eps/eeo.

It is our hope that the 2002-2005 Equal Opportunity Employment Plan reaffirms the County of San Mateo's commitment to the principles and philosophy of equal employment opportunity and reinforces the need for efforts to ensure that our County workforce is best able to serve the needs of our diverse community.

To assure support and success of this Equal Employment Opportunity Plan and to meet the established objectives, the following persons have been assigned specific responsibilities:









The Board of Supervisors of the County of San Mateo takes this opportunity to express its philoshy that an essential component of excellence in County government is the diversity of its community. As a result of our long-standing commitment to equal employment opportunity, San Mateo County has become a model of diversity among public sector entities.

We recognize, welcome, and appreciate our increasingly diverse workforce. This diversity not only allows us to respond to the needs of our customers in a more effective and culturally sensitive manner, it also provides a reflection of the community we serve.

As we begin the 21st Century committed to the acceptance of a diverse workplace, community, country and world, let us enjoy our differences and value the people who exhibit them.

Through adoption of this policy, the Board of Supervisors commits the County and all employees to a diverse, results-oriented, equal employment opportunity environment aimed at a balanced workforce free of illegal discrimination.

While the County recognizes English as the primary language of the workplace and encourages its mastery, it also acknowledges the fact that other languages are both necessary and welcome in providing the best service possible to the residents of our County. For employees for whom English is a second language, the County affirms the right to speak another language freely without threat of discrimination or reprisal. It is important, however, that the right to speak a language other than English is not used as a tool to exclude or demean co-workers.

The Board of Supervisors hereby restates its commitment to ensuring that no employee, applicant, or independent contractor (as independent contractor is defined by the California Fair Employment and Housing Act), shall be discriminated against based on sex, pregnancy, childbirth or related medical conditions, race, veteran status, religion, color, national origin or ancestry, physical or mental disability, medical condition, marital status, age, sexual orientation, use of family medical leave, or any other basis protected by federal or state law. This policy shall apply to all employment practices.

The County will take positive measures toward eliminating artificial barriers to employment and achieving equal opportunity through its continued implementation and coordination of the County's Equal Employment Opportunity Plan, and through its review and evaluation of hiring and promotional policies and procedures.

It is the policy of the Board of Supervisors that equal employment opportunity is consistent with the basic merit system principle that all persons be afforded equal access to positions in public service based on their ability to do the job. Hiring will be made solely on the basis of job-related criteria, and all employment decisions will be made on the basis of merit, in conformity with these principles of equal opportunity.

The County considers violation of this policy on the basis of any of these categories to constitute misconduct that undermines the integrity of the employment relationship. Corrective action up to, and including dismissal shall be taken against individuals who violate any provision of this policy.

It is the policy of San Mateo County to maintain an environment free from illegal harassment in the workplace. The County will not tolerate any action by any employee which illegally harasses, disrupts, or interferes with another's work performance; or which creates an intimidating, offensive, or hostile work environment.

San Mateo County encourages its employees to respect the differences of others. Employees are expected to act in a responsible, professional manner and to contribute to a productive work environment that is free from harassing or disruptive activity. All employees can expect to work in an environment free from harassing behaviors.

This policy unequivocally extends to all forms of harassment based on the criteria set forth in Section II-C. The County considers harassment on the basis of any of these categories to constitute misconduct that undermines the integrity of the employment relationship. Corrective action up to, and including, dismissal shall be taken against individuals who violate this policy.

Harassment is a systematic persecution through persistent and conscious behavior that intimidates, threatens, degrades, torments, or places demands upon another, to the extent that it creates a pervasively hostile work environment.

Harassing behavior includes, but is not limited to:

In addition to the above, sexual harassment shall include unwelcome, unwanted, sexual advances or overtures, requests for sexual favors, and other verbal, physical or body language of a sexual nature.

The actions above will be considered sexual harassment when:

Retaliation is defined as unlawful punishment of an employee because that employee reported unlawful discriminatory conduct, or participated in an investigation of discrimination. The most obvious types of retaliation are denial or promotion, refusal to hire, denial of job benefits, demotion, suspension and discharge. Other types of adverse action include threats, reprimands, negative evaluations, or harassment. The source of retaliation may be from a manager or supervisor toward an employee, or it may be from on employee or group of employees toward another employee.

The Board recognizes that the ability to communicate, report, and oppose illegal activity is the singular most effective tool employees and applicants retain to prevent and stop such activity. If retaliation for reporting or opposing illegal activity were permitted to go unremedied, it would have a chilling effect upon the willingness of employees and applicants to speak out against, or oppose, such illegal activity.

As such, the County maintains a zero tolerance policy against acts of retaliation. County employees are forbidden to retaliate against the good faith efforts of any employee or applicant in reporting any violation of this Comprehensive Equal Opportunity Policy. Corrective action up to, and including dismissal shall be taken against individuals in violation of any provision of this policy.

All County employees (including managers and supervisors) have the responsibility to:

All Managers and Supervisors have additional responsibility to:


· The 2000 Preliminary Labor Force census data was used in determining available workforce representation for ethnicity and gender in preparing this report.

· The following section analyzes the County's progress in its efforts; compares the workforce from 1999 to 2001 by ethnicity, gender and occupational categories; and identifies areas of over and under-representation.

· The 2001 actual County combined minority employee workforce is 49.2%, exceeding the available community workforce of 48.6% by 0.6%.

· San Mateo County employee representation exceeds the available workforce for:

· San Mateo County continues to be under-represented for the following:










Officials and Administrators: Occupations in which employees set broad policies, exercise overall responsibility for execution of these policies, or direct individual departments or special phases of the agency's operations, or provide specialized consultation on a regional, district, or area basis. Includes: department heads, division chiefs, directors, deputy directors, controllers, Judges, sheriffs, captains, inspectors, building inspectors, assessors, labor relations workers, tax appraisers, investigators, coroners, program managers, and health services managers.

Professionals: Occupations that require specialized and theoretical knowledge which is usually acquired through college training or work experience and other training that provides comparable knowledge. Includes: personnel, social workers, probation officers, doctors, psychologists, registered nurses, dieticians, lawyers, system analysts, accountants, engineers, employment and vocational rehabilitation counselors, teachers or instructors, Sheriff's captains and lieutenants, librarians, and management analysts.

Technicians: Occupations that require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized post-secondary school education or equivalent on-the-job training. Includes: computer programmers, drafters, surveyors, licensed practical nurses, technical illustrators, technicians (medical, dental, electronic, physical sciences), benefits analysts, communications dispatchers, family support officers, and park rangers.

Protective Service Workers: Occupations in which workers are entrusted with public safety, security, and protection from destructive forces. Includes: deputy sheriffs, bailiffs, correctional officers, sergeants and lieutenants , harbor patrol officers, wardens, and district attorney inspectors.

Paraprofessionals: Occupations in which workers perform some of the duties of a professional or technician in a supportive role that usually require less formal training and/or experience normally required for professional or technical status. Such positions may fall within an identified pattern of staff development and promotion under a "New Careers" concept. Includes: research assistants, medical aids, community workers, shelter care counselors, library assistants, licensed vocational nurses, food service workers, and medical service assistants.

Administrative Support (including Clerical and Sales): Occupations in which workers are responsible for internal and external communication, recording and retrieval of data and/or information, and other paperwork required in an office. Includes: administrative secretaries, fiscal office assistants, clerk-typists, court transcribers, payroll clerks, office machine and computer operators, telephone operators, legal assistants, mail services driver, cashiers, medical office assistants and patient services attendants.

Skilled Craft Workers: Occupations in which workers perform jobs that require special manual skill and a thorough and comprehensive knowledge of the processes involved in the work which is acquired through on-the-job training and experience or apprenticeship or other formal training programs. Includes: auto mechanics and repairers, electricians, heavy equipment operators, stationary engineers, painters, skilled machining occupations, and carpenters.

Service-Maintenance: Occupations in which workers perform duties that result in or contribute to the comfort, convenience, hygiene or safety of the general public or that contribute to the upkeep and care of buildings, facilities, or grounds of public property. Workers in this group may operate machinery. Includes: bus drivers, transportation drivers, custodians, utility workers, construction laborers, park rangers (maintenance), and craft apprentices/trainees/ helpers.

Adverse Impact or Adverse Effect: The showing that an employment practice, procedure, or test has hampered the employment opportunity of one or more members of a protected group.

Affected Class: Members of an applicant group who, by virtue of past discrimination, continue to suffer the present effects of that discrimination.

Applicant Flow Analysis: A statistical analysis conducted to determine if any portion of the examination process is having an adverse impact upon protected group members.

Artificial Barriers: Requirements, procedures, or standards for employment that are not related to successful job performance.

Auxiliary Aides and Services: To include qualified interpreters or other effective methods of making aurally delivered materials available to those with hearing impairments; qualified readers, taped text or other effective methods of making visual materials available to those with visual impairments; acquisition or modification of equipment or devices, or other similar services and actions.

Bona Fide Occupational Qualification (BFOQ): A situation where a member of only one protected group is appropriate in an occupation because of function, authenticity, or genuineness or as required by law.

Criteria: Quantifiable measures of job performance or success, as indicated in supervisor's ratings or training evaluations.

Disability: A person who has a physical or mental impairment that limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment.

Discrimination: The showing that a practice, procedure, or test has an adverse effect on at least one protected group and is not job related.

Disparate Treatment: When members of a protected group have been denied the same employment, promotion, transfer, benefits, or membership opportunities that have been made available to other employees or applicants.

Equal Employment Opportunity: A condition under which all employment practices including selection, transfer, promotion, termination, compensation, and other benefits are implemented on the basis of valid, job-related requirements without regard to race, creed, national origin, color, religion, age, physical handicap, sex, or sexual orientation.

Job-Related Qualifications: Requirements that are realistically related to the actual duties of the job. These requirements consist of the actual knowledge and skills required to perform those duties determined by a thorough job analysis.

Merit Systems: Selection of persons for employment based on ability.

Protected Group: Groups protected against discrimination by law or policy. These groups include, but are not limited to, race, sex, sexual orientation, national origin, religion, physical handicap, and age.

Selection Device: Tests, educational and work history data, interviews, and other tools to determine relative levels of job qualifications.

Validity: The extent to which a selection procedure samples the content of the job. Theoretically, a valid selection procedure is predictive of job success.

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