New York City Council     Members

This bill creates an Office of Diversity and Inclusion within the Department of Citywide Administrative Services. The Office is tasked with compiling and releasing employment statistics related to recruitment, hiring and promotion of city employees, disaggregated by gender, race, civil service title classification, and other categories as appropriate. The Office is also responsible for creating directives, policies, procedures, and measurable goals that endeavor to diversify the city’s workforce. The Office must also submit an annual report to the Mayor, City Council, the Equal Employment Practices Commission, the City Civil Service Commission, and make such reports available online.

  • Laid Over in Committee


Committee on Civil Service and Labor
Laid Over by Committee
Committee on Civil Service and Labor
Hearing Held by Committee
Committee on Civil and Human Rights
Laid Over by Committee
Committee on Civil and Human Rights
Hearing Held by Committee
City Council
Referred to Comm by Council
City Council
Introduced by Council

Int. No. 752


By Council Members Cumbo and Brannan


A Local Law to amend the New York city charter, in relation to creating an office of diversity and inclusion within the department of citywide administrative services


Be it enacted by the Council as follows:

Section 1. Chapter 35 of the New York city charter is amended by adding a new section 814.1 to read as follows:

§ 814.1 Office of diversity and inclusion. a. Definitions.

Director. The term “director” means the director of the office of diversity and inclusion.

Office. The term “office” means the office of diversity and inclusion.

b. The commissioner shall establish an office of diversity and inclusion. Such office shall be headed by a director who shall be appointed by the mayor or by the commissioner.

c. Powers and duties. The director shall have the power and duty to:

1. Compile and report on statistics relating to hiring, salary and promotion for all city agencies disaggregated by race, gender, civil service classification and other categories as appropriate, and make such reports publicly available online on an annual basis.

2. Set measurable numerical benchmarks and citywide standards with the goal of achieving a representative city government workforce that proportionately reflects the gender, racial, ethnic, linguistic and sexual diversity of the city’s residents.

3. Review the recruitment, hiring, promotion and compensation practices of all city agencies and issue directives and measurable annual goals for each city agency in relation to such practices. Such review shall assess whether such practices are consistent and effective in diversifying the make-up of city agency workforces. Such review shall also analyze systemic barriers in hiring and promotion, and make recommendations to minimize such barriers.

4. Ensure accountability by evaluating each city agency in accordance with the directives, procedures and goals set by the office pursuant to paragraphs 2 and 3 of this subdivision. The office shall ensure that each evaluation shall include, but not be limited to, the following: (i) an explanation of how the office set the goals for the relevant agency; (ii) a determination for each city agency of whether such agency is compliant with such directives, procedures and goals; (iii) an analysis of whether and how such directives, procedures and goals should be expanded or modified for the next annual reporting period, with a view towards improving upon prior benchmarks; and (iv) any other information the office deems relevant. The evaluations shall be compiled and included in an annual report to the mayor, the city council, the equal employment practices commission and the city civil service commission. Such report shall be made publicly available on the city’s website.

5. Develop policies and best practices to ensure that adequate support, training and mentorship is made available to underrepresented city employees to assist with career advancement in the civil service.

6. Develop recruitment, hiring and promotion procedures that address unconscious biases and systemic barriers to achieve greater diversity in the recruitment and promotion of city employees. Provide trainings for city agency employees responsible for recruitment, hiring and promotion on such procedures.

7. Advise and consult with the mayor, commissioner and the heads of city agencies to routinely review and improve the city agency efforts to recruit, hire and promote diverse candidates.

d. Report. The first report required by paragraph 4 of subdivision c of this section is due within 18 months of the effective date of the local law that added this section, and annually thereafter.

§ 2.  Paragraph 19 of subdivision a of section 815, as amended by local law 59 for the year 1996, is amended to read as follows:

(19) To establish measures and programs to ensure a fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with, the agency and, in accordance with the uniform procedures and standards established by the department of citywide administrative services for this purpose, to adopt and implement an annual plan to accomplish this objective. Copies of such plans shall be filed with the mayor, council, department of citywide administrative services, equal employment practices commission, and city civil service commission and shall be made available for reasonable public inspection. In carrying out duties related to this paragraph, the heads of city agencies shall cooperate fully with the department of citywide administrative services’ office of diversity and inclusion in accordance with section 814.1; and

 § 3. This local law takes effect 120 days after it becomes law.


LS 1911