LA County Board

13. Celebrating Women’s History Month: Closing the Gender Pay Gap\nRecommendation as submitted by Supervisors Mitchell and Horvath: Instruct the\nDirector of Personnel, together with the Chief Executive Officer, through the\nLegislative Affairs and Intergovernmental Relations Branch, the Director of\nConsumer and Business Affairs, the Executive Director of the Women and Girls\nInitiative, and other relevant Department Heads to, within 60 days, take\nappropriate action to sign onto the California Commission on the Status of\nWomen and Girls California Equal Pay Pledge, reflecting the County’s\ncommitment to conducting annual Countywide gender pay analyses, reviewing\nhiring and promotion processes and procedures in order to reduce bias and\nstructural barriers for marginalized groups, and promoting equal pay best\npractices; and take the following actions:\nDirect the Chief Executive Officer and the Director of Consumer and\nBusiness Affairs, in collaboration with the Directors of Aging and\nDisabilities, Public Social Services and Personnel, the Chief Executive\nOfficer of the Los Angeles County Employees Retirement Association,\nand other relevant Department Heads, to report back to the Board in\nwriting in 90 days with recommendations on how the County can\nestablish a County retirement readiness assistance program (Program),\nincluding wealth building opportunities, curriculum for those nearing\nretirement, and the exploration of a “Closing the Gap” cash assistance\nprogram to provide unconditional, monthly cash payments to women at or\nnearing retirement age who, in spite of a full work history, are, or will be,\nunable to afford their basic needs once they retire from the workforce,\nas they will fall below the Federal Poverty Level based on all sources of\nincome due to the legacies of pay discrimination, low wages, and lack of\npaid family and medical leave, with the recommendations to also explore\npotential funding sources for the Program; and\nInstruct County Counsel, in coordination with the Directors of Consumer\nand Business Affairs, Personnel, and Economic Opportunity, the Acting\nChief Information Officer, and the Auditor-Controller, and other relevant\nDepartment Heads, to draft a Pay Transparency Board Policy in 120\ndays that would require the following:\nThe Auditor-Controller and Director of Personnel to collaborate\nand publish, on a publicly available dashboard, existing salary and\ndemographic information into one consolidated report, and should\naggregate existing demographic information with existing salary\ninformation for County classifications and contractors, to the\nextent feasible, combining race, ethnicity, gender, age, sexuality,\nCounty item, length of time on current item, type of item (such as\nexecutive, management, or line staff), pay band/step, time since\nlast promotion, and total number of employees within each\nDepartment or contractor agency, in one place, and submit\nconfidential semi-annual reports to the Board consisting of\nindividualized data that may not be publicly available; and to\nde-identify data to ensure employee privacy, including deleting\nemployee names and providing only salary ranges rather than\nprecise figures; and\nInstruct the Interim Chief Information Officer to work with\nDepartments to collect any necessary data not already reflected in\navailable datasets. (24-1004)