The Office of Equity and Racial Justice (OERJ) has developed the Equity Dashboard, a comprehensive public dashboard to demonstrate our commitment to transparency and accountability to equitable results. This Employee Diversity summary highlights the City’s workforce diversity data and will serve as a tool to support our long-term goals to increase and cultivate diversity, equity and inclusion in the City’s departments. Moving forward, OERJ looks forward to building additional components to this dashboard. For definitions and additional frequently asked questions, please scroll below the dashboard.
Use the menu in the upper left of the Dashboard to move between the following:
Here, take a look at Chicago’s current workforce and see how it compares to the population that City employees serve.
This page will allow you to better understand the workforce by each department or for multiple departments. Use the panel on the left to select the department or department you wish to see.
Overview - These charts breakdown the total population of new City employees for each year (within the past 10 years). By showing the breakdown of new employees by ethnicity/race, gender and age, the charts help show how the City workforce is changing over time.
Filter - Use this tool to understand different cross sections of the workforce over time. Here you can filter by gender or age range.
Workforce Data: All workforce data comes from the Chicago Integrated Personnel and Payroll Systems (ChIPPS).
Comparison Data: The comparison data is from the American Community Survey (ACS) by the US Census Bureau (2018). For further info on the ACS data please click here. The ethnicity/race and gender breakdown of the workforce is compared to the whole population of Chicago, while age breakdown is compared to Chicago’s population 18 and older.
The Bureau of Labor Statistics (BLS) is also referenced as it holds significant data regarding the City workforce. Demographic categories used by BLS include sex, age, race, and ethnic origin. The comparison data we have here is limited to persons of working age, defined as 16 years and older. The comparison data here is limited to persons age 18 and older. For further info on the BLS data please click here.
Ethnicity / Race
Race and ethnicity are two concepts both related to human ancestry. Race is defined as “a category of humankind that shares certain distinctive physical traits.” The term ethnicities is more broadly defined as “large groups of people classed according to common racial, national, tribal, religious, linguistic, or cultural origin or background.” The City of Chicago includes people of Hispanic origion within the designated groups, while national Census Data considered this to be an ethnicity. In this Dashboard, we refer to Ethnicity/Race to include individuals who may identify as Hispanic.
Senior Manager positions are positions (1) not covered by a CBA; (2) not career service Positions (i.e. they are employees-at-will); (3) not Exempt; and (4) involve significant managerial responsibilities.
An exempt position that involves policy making to an extent or is confidential in such a way that political affiliation is an appropriate consideration for the effective performance of the job.
Covered positions are set forth using hiring practices that: base employee selection on a Candidate's knowledge, skills and ability to perform effectively on the job; provide equal employment opportunity to all qualified Applicants; prohibit the entry of Political Reasons or Factors and other Improper considerations into any stage of the selection and hiring processes for Covered Positions; provide the Hiring Authority with maximum lawful discretion in making selection decisions; and create a transparent hiring system that minimizes the ability to manipulate employment decisions.
Any feedback, concerns or request can be sent to: OERJ@cityofchicago.org
Positions represented by a labor organization (i.e., union) for the purpose of establishing, through the process of collective bargaining, certain provisions covering wages, and other terms and conditions of employment for the employees represented by the labor organization
Where and when is this data from?
The data comes from the Department of Human Resources’ Chicago Integrated Personnel and Payroll Systems (ChIPPS) system. The time stamp at the top right-hand side of the page indicates when the data is pulled. The data is refreshed each day.
Why is this data slightly different from the Inspector General’s employee dashboard?
You may find slight discrepancies between this page and the Inspector General’s (OIG) data portal. The goal for the OERJ Workforce Equity Dashboard is to highlight the City’s workforce diversity data in an accessible and user-centered way. In general, these are minor differences can be attributed to how frequently we pull the data and some small differences in categorization.
Which Departments are included in the Dashboard and why?
The following departments are included because they are under the city’s formal budget. Other city agencies - such as Chicago Public Schools and the Chicago Park District - have their own agency budgets and HR systems. Administrative Hearings
Animal Care & Control
Board of Ethics
Budget & Management (OBM)
Business Affairs & Consumer Protection (BACP)
Chicago Board of Elections
Civilian Office of Police Accountability (COPA)
Commission on Human Relations (CCHR)
Cultural Affairs & Special Events (DCASE)
Family & Support Services (DFSS)
Finance (the Comptroller's Office)
Human Resources (DHR)
Inspector General (OIG)
License Appeal Commission (LAC)
Mayor's Office for People with Disabilities
Office of Emergency Management & Communications (OEMC)
Planning and Development (DPD)
Public Health (CDPH)
Public Library (CPL)
Public Safety Administration
Streets and Sanitation (DSS)