HomeMy Public PortalAboutMSD Workforce Final Report 6.10.22METROPOLITAN SEWER DISTRICT WORKFORCE REPORT
FINAL REPORT (JUNE 2022)
PREPARED BY
Mason Tillman Associates, LTD
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Table of Contents
LEGAL FRAMEWORK FOR SETTING LOCAL CONSTRUCTION AND PROFESSIONAL
SERVICE EMPLOYMENT GOALS ...................................................................................2
LEGAL FRAMEWORK FOR SETTING APPRENTICE PROGRAM GOALS...............................4
LEGAL FRAMEWORK FOR SETTING PROFESSIONAL SERVICE EMPLOYMENT GOALS FOR
CONTRACTORS ...........................................................................................................5
LEGAL FRAMEWORK FOR SETTING LOCAL EMPLOYMENT GOALS ..ERROR! BOOKMARK
NOT DEFINED.
OVERVIEW .................................................................................................................6
METHODOLOGY ..........................................................................................................7
DATA SOURCE ............................................................................................................7
DATA LIMITATIONS ....................................................................................................9
UTILIZATION OF ALL WORKERS ................................................................................ 10
UTILIZATION OF CONSTRUCTION WORKERS .............................................................. 12
UTILIZATION OF PROFESSIONAL SERVICE WORKERS .................................................. 20
UTILIZATION OF CONSTRUCTION APPRENTICE WORKERS ........................................... 28
OVERVIEW OF AVAILABILITY ANALYSIS ................................................................... 36
DATA SOURCE .......................................................................................................... 36
RELEVANT OCCUPATIONS ......................................................................................... 36
AVAILABILITY OF ALL WORKERS .............................................................................. 38
AVAILABILITY OF CONSTRUCTION TRADE WORKERS ................................................. 40
AVAILABILITY OF PROFESSIONAL SERVICE WORKERS ............................................... 48
AVAILABILITY OF CONSTRUCTION APPRENTICE ......................................................... 56
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OVERVIEW OF DISPARITY ANALYSIS ......................................................................... 58
METHODOLOGY ........................................................................................................ 58
DISPARITY ANALYSIS: ALL WORKERS....................................................................... 59
DISPARITY ANALYSIS: CONSTRUCTION WORKERS ..................................................... 61
DISPARITY ANALYSIS: PROFESSIONAL SERVICE WORKERS ........................................ 69
DISPARITY ANALYSIS: CONSTRUCTION APPRENTICE .................................................. 77
DISPARITY SUMMARY ............................................................................................... 85
OVERVIEW OF ANECDOTAL ANALYSIS ...................................................................... 87
METHODOLOGY ........................................................................................................ 87
FINDINGS.................................................................................................................. 87
SUMMARY ................................................................................................................ 95
INTRODUCTION ......................................................................................................... 95
EVALUATION OF THE 2012 GOAL ATTAINMENT ......................................................... 95
2021 EMPLOYMENT GOAL ........................................................................................ 97
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List of Tables
TABLE 1: LIST OF CONSTRUCTION SOC JOB TITLES ......................................................................7
TABLE 2: LIST OF PROFESSIONAL SERVICE SOC JOB TITLES..........................................................8
TABLE 3: CONSOLIDATED CONSTRUCTION TRADE EEO JOB TITLES ..............................................9
TABLE 4: CONSOLIDATED CONSTRUCTION APPRENTICE EEO JOB TITLES ......................................9
TABLE 5: CONSOLIDATED PROFESSIONAL SERVICES EEO JOB TITLES ...........................................9
TABLE 6: WORKFORCE UTILIZATION: BOTH INDUSTRIES ............................................................. 11
TABLE 7: WORKFORCE UTILIZATION DATA: ALL CONSTRUCTION TRADE WORKERS ................... 13
TABLE 8: WORKFORCE UTILIZATION DATA: LABORERS AND HELPERS ........................................ 15
TABLE 9: WORKFORCE UTILIZATION DATA: OPERATORS ............................................................ 17
TABLE 10: WORKFORCE UTILIZATION DATA: TRADESMAN ......................................................... 19
TABLE 11: WORKFORCE UTILIZATION DATA: EXECUTIVE/SENIOR OFFICERS AND MANAGERS ..... 21
TABLE 12: WORKFORCE UTILIZATION DATA: PROFESSIONALS AND TECHNICIANS ....................... 23
TABLE 13: WORKFORCE UTILIZATION DATA: SALES AND SERVICE WORKERS ............................. 25
TABLE 14: WORKFORCE UTILIZATION DATA: ADMINISTRATIVE SUPPORT WORKERS ................... 27
TABLE 15: WORKFORCE UTILIZATION DATA: CONSTRUCTION APPRENTICE WORKERS ................ 29
TABLE 16: WORKFORCE UTILIZATION DATA: LABORERS AND HELPER APPRENTICES................... 31
TABLE 17: WORKFORCE UTILIZATION DATA: OPERATOR APPRENTICES ...................................... 33
TABLE 18: WORKFORCE UTILIZATION DATA: TRADESMAN APPRENTICES .................................... 35
TABLE 19: RELEVANT EEO JOB TITLES BY CENSUS CODE .......................................................... 37
TABLE 20: WORKFORCE AVAILABILITY DATA: BOTH INDUSTRIES ............................................... 39
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TABLE 21: WORKFORCE AVAILABILITY: ALL CONSTRUCTION WORKERS .................................... 41
TABLE 22: WORKFORCE AVAILABILITY: LABORERS AND HELPERS .............................................. 43
TABLE 23: WORKFORCE AVAILABILITY: OPERATORS .................................................................. 45
TABLE 24: WORKFORCE AVAILABILITY: TRADESMAN ................................................................. 47
TABLE 25: WORKFORCE AVAILABILITY: EXECUTIVE OFFICERS AND MIDDLE OFFICERS ............... 49
TABLE 26: WORKFORCE AVAILABILITY: PROFESSIONAL WORKERS AND TECHNICIANS ................ 51
TABLE 27: WORKFORCE AVAILABILITY: ADMINISTRATIVE SUPPORT WORKERS .......................... 53
TABLE 28: WORKFORCE AVAILABILITY: SALES AND SERVICE WORKERS ..................................... 55
TABLE 29: WORKFORCE AVAILABILITY: CONSTRUCTION APPRENTICES....................................... 57
TABLE 30: DISPARITY ANALYSIS: BOTH INDUSTRIES JANUARY 1, 2014 TO DECEMBER 31, 2017 .. 60
TABLE 31: DISPARITY ANALYSIS: ALL CONSTRUCTION JANUARY 1, 2014 TO
DECEMBER 31, 2017 ................................................................................................. 62
TABLE 32: DISPARITY ANALYSIS: LABORERS AND HELPERS JANUARY 1, 2014 TO
DECEMBER 31, 2017 ................................................................................................. 64
TABLE 33: DISPARITY ANALYSIS: OPERATORS JANUARY 1, 2014 TO DECEMBER 31, 2017............ 66
TABLE 34: DISPARITY ANALYSIS: TRADESMAN JANUARY 1, 2014 TO DECEMBER 31, 2017 .......... 68
TABLE 35: DISPARITY ANALYSIS: EXECUTIVE OFFICERS AND MIDDLE OFFICERS
JANUARY 1, 2014 TO DECEMBER 31, 2017 ................................................................. 70
TABLE 36: DISPARITY ANALYSIS: PROFESSIONAL WORKERS AND TECHNICIANS
JANUARY 1, 2014 TO DECEMBER 31, 2017 ................................................................. 72
TABLE 37: DISPARITY ANALYSIS: ADMINISTRATIVE SUPPORT WORKERS JANUARY 1, 2014 TO
DECEMBER 31, 2017 ................................................................................................. 74
TABLE 38: DISPARITY ANALYSIS: SALES AND SERVICE WORKERS JANUARY 1, 2014 TO
DECEMBER 31, 2017 ................................................................................................. 76
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TABLE 39: DISPARITY ANALYSIS: ALL CONSTRUCTION APPRENTICE JANUARY 1, 2014 TO
DECEMBER 31, 2017 ................................................................................................. 78
TABLE 40: DISPARITY ANALYSIS: LABORER AND HELPER APPRENTICE JANUARY 1, 2014 TO
DECEMBER 31, 2017 ................................................................................................. 80
TABLE 41: DISPARITY ANALYSIS: OPERATOR APPRENTICE JANUARY 1, 2014 TO
DECEMBER 31, 2017 ................................................................................................. 82
TABLE 42: DISPARITY ANALYSIS: TRADESMAN APPRENTICE JANUARY 1, 2014 TO
DECEMBER 31, 2017 ................................................................................................. 84
TABLE 43: DISPARITY ANALYSIS SUMMARY BY ETHNICITY ........................................................ 86
TABLE 44: DISPARITY ANALYSIS SUMMARY ............................................................................... 86
TABLE 45: 2012 CONSTRUCTION TRADES GOAL STATUS ............................................................. 96
TABLE 46: 2012 PROFESSIONAL SERVICE GOAL STATUS ............................................................. 96
TABLE 47: 2012 APPRENTICE CONSTRUCTION GOAL STATUS ...................................................... 97
TABLE 48: 2021 CONSTRUCTION TRADE GOALS ......................................................................... 97
TABLE 49: 2021 PROFESSIONAL SERVICE GOALS ........................................................................ 97
TABLE 50: 2021 CONSTRUCTION APPRENTICE GOALS ................................................................. 98
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Introduction
In 2019, the St. Louis Metropolitan Sewer District (MSD) commissioned Mason Tillman
Associates, Ltd. to update its 2012 Metropolitan Sewer District Workforce Study (2012 Workforce
Study.) The statistical findings in the 2012 Workforce Study determined employment goals for
minority and female construction workers and professional service employees. On April 22, 2013,
in response to the Study recommendations, the MSD Board of Trustees adopted Resolution No.
3080 to set workforce goals. The workforce goals and program measures in the Resolution were
incorporated into MSD’s Community Benefits Agreement, which was approved on December 4,
2013. Provisions in the Community Benefits Agreement include the provisions in the Resolution
for workforce training, business development, elimination of barriers to workforce diversity and
contracting with local businesses.
The 2019 Workforce Study Update is an evaluation of the attainment of the construction and
professional services employment goals stipulated in MSD’s Community Benefits Agreement and
the definition of new employment goals based on current workforce.
Study Methodology
The analysis adheres to the federal guidelines for calculating workforce goals. The 201 4 to 2017
workforce data analyzed were derived from MSD’s records. The data quantifying the workforce
available in MSD’s service area were extracted from United States Census Bureau American
FactFinder™. The utilization data were compared to the availability workforce to determine
whether (1) the construction trade and professional services workforce goals defined in the 2012
Workforce Study were attained during the 2014 to 2017 study period and (2) the workforce
utilization during the study period was in parity with the most recent availability.
MSD Diversity’s MWBE Utilization and Workforce Program Policy Guidelines require prime
contractors to submit workforce utilization reports to MSD. The workforce reports are submitted
to MSD monthly for construction or construction-related work and quarterly for professional
services, and list individual workers by job category, gender, ethnicity, and the number of hours
of work performed per worker. The analyses measure the level of minority and female employment
on MSD’s construction contracts and determine the availability of minorities and female
construction workers in the City and County of St. Louis.
Using the results of the utilization and availability analyses, a disparity analysis is performed
measuring the percentage of available minority and female workers employed on MSD’s
construction contracts. Each statistical analysis in this report is broken down by Construction
Trade and Professional Services Employment Goals. Within these categories, the data are further
analyzed by job category.
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In addition to the statistical analyses, interviews were also conducted to assess the experiences of
minority and female workers on construction projects funded by MSD or other agencies in the City
and County of St. Louis. The interview responses supplement the statistical findings and play an
integral role in the overall report. Finally, based on the study’s determinations and an assessment
of the attainment of past goals, amendments to participation levels are proposed and new goals are
defined.
A key difference should be taken into consideration when reviewing this 2019 Workforce Study
Update that differentiates it from the 2012 Workforce Study. At the time that the 2012 Workforce
Study was conducted, no utilization data had yet been collected. Therefore, the 2012 Workforce
Study only defined and established goals. In contrast, the 2019 Workforce Study Update is able to
use collected workforce data to assess the attainment of past goals and define new goals moving
forward as needed.
Guidelines for Goal Setting
Legal Framework for Setting Construction and Professional
Service Employment Goals
The standard for setting the minority and female employment goals for the construction trades and
apprentices, and for professional services contracts, is derived from the methodology set forth in
Executive Order (Order) 11246 and the Code of Federal Regulations. The United States
Department of Labor Office of Federal Contract Compliance Program (OFCCP) is responsible for
the administration and enforcement of the Order. The methodology to set placement (employment)
goals, in conjunction with enforcement and review standards has been set forth by OF CCP in the
Code of Federal Regulations (CFR), 41 CFR Part 60-2.11.1 The Order is the standard for setting
employment goals when a project is federally funded. The National Apprenticeship Act (Act) and
29 CFR Parts 29 and 30 are the standards for setting apprentice goals.
While there is no mandate for MSD to use the federal standard for calculating employment goals
because the CIRP is funded through user fees and bonds and federal financial support is not
anticipated, 41 CFR Part 60-2.11 and 29 CFR Part 29 are the best available tools for setting
employment goals. They are rigorous and can produce defensible numerical goals for hiring both
tradespersons, apprentices, and management and technical professional service workers for the
CIRP projects.
The regulations also stipulate the affirmative action steps required to ensure compliance with the
non-discrimination provision of the Order. Under the Order, the numerical goals are not intended
to measure the effectiveness of affirmative action efforts to prevent discrimination in the industry.
Under the Order, the initial minority and female construction employment goals tabulated from
1 “41 CFR Ch. 60,” U.S. Department of Labor, Office of Federal Contract Compliance Programs, December 14, 2012,
http://www.gpo.gov/fdsys/pkg/CFR-2006-title41-vol1/pdf/CFR-2006-title41-vol1-sec60-2-11.pdf
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the 1970 Census were published by the DOL in the Federal Register on October 3, 1980, 45 FR
65979, 65984, as Appendix B-80 and on December 30, 1980, 45 FR 85750, 85751.
The minority construction employment goal was representative of the minority male and female
percentages in the Civilian Labor Force2 within either the Standard Metropolitan Statistical Area
(SMSA)3 or the Economic Area (EA.)4 There are 183 SMSAs defined along county lines covering
the entire country in accordance with commuting patterns based on US Census Bureau data.5 The
minority construction employment goal for MSD’s relevant SMSA (St. Louis, MO-IL) was
calculated in 1980 as 14.7 percent. The 6.9 percent female construction employment goal, set in
1980 pursuant to 41 CFR Part 60-4.6, is a national standard, not based on either SMSA or EA data.
The 6.9 percent female employment goal was extended indefinitely in 1980.
The minority or female employment goals that the Office of Federal Contract Compliance
Programs (OFCCP) originally published in 1980 have not been updated. However, the regulations
permit local governments to establish higher minority and female construction employment goals.6
In accordance with the OFCCP’s Technical Assistance Guide for Federal Construction Contractors
(OFCCP Guide), agency-specific goals for minority and female construction employment should
be based on the availability of the appropriate workforce.7 The OFCCP Guide is the standard
adhered to in setting employment goals for MSD’s CIRP construction contracts.
The State of Missouri also has affirmative action standards for minority and female construction
employment. The Governor’s Executive Order No. 94-03 was enacted in 1994. Article XIII of the
Executive Order requires that all construction contracts8 with the State contain a clause prohibiting
discriminatory practices. Article XIII also requires contractors who employ at least 50 persons to
maintain an affirmative action program. While contractors are not required to attain minority
utilization goals to receive state funds, they are required to establish non-discriminatory selection
standards for hiring minority workers. All local governments within the State of Missouri are
requested to cooperate with the standards set forth in the Executive Order.9
2 Consists of the employed and the experienced unemployed who are not in the military or institutionalized.
3 SMSAs are geographical areas defined by the United States Office of Management and Budget , and are based on population, non-agricultural
employment, population density, and commuting patterns.
4 The EA is used in geographical areas where SMSA data are not available. EAs are defined by the United States Department of Commerce
and represent areas that include the places of work and residence for most workers.
5 MSD’s SMSA is comprised of the following counties: Clinton, IL; Madison, IL; Monroe, IL; St. Clair, IL; Franklin, MO; Jeffers on, MO; St.
Charles, MO; St. Louis, MO; and St. Louis City, MO.
6 “United States Department of Labor, Employment Standards Administration,” Office of Federal Contract Compliance Programs, Tec hnical
Assistance Guide for Federal Construction Contractors, E-1.
https://www.dol.gov/sites/dolgov/files/ofccp/Construction/files/ConstructionTAG.pdf
7 41 CFR Part 60-4.6.
9 “Executive Order No. 94-03,” Missouri Secretary of State, December 14, 2012,
http://www.sos.mo.gov/library/reference/orders/1994/eo94_003.asp
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This study examines the MSD prime contractor’s compliance with the workforce goals calculated
in the 2012 Workforce Study and defines current workforce goals based on the 2014-2018 EEO
Tabulation.
Legal Framework for Setting Apprentice Program Goals
Apprenticeship programs have long been recognized as the primary entry to employment in the
construction trades. The National Apprenticeship Act (Act), promulgated in 1937, was enacted to
secure apprentice benefits and to safeguard apprentices’ welfare. Regulations to implement the
Act (29 USC 50) were set forth in 29 CFR Part 29. The United States Department of Labor Office
of Apprenticeship (OA) is the federal agency responsible for the administration of the National
Apprenticeship System. The OA regulates and standardizes training and provides technical
assistance to potential and current sponsors of apprentice training programs.
Regulations addressing discrimination in apprentice programs were set forth in 29 CFR Part 30.
Under the provisions of 29 CFR Part 30.4, sponsors are required to adopt an Affirmative Action
Plan (AAP). The plan is intended to go beyond passive nondiscrimination and must include
procedures, methods, and programs for the active recruitment of minorities and females into
apprentice training programs.10 An AAP should also provide adequate outreach and recruitment,
with the expressed interest of increasing minority and female apprentice participation.
Affirmative action steps listed in the regulations include the dissemination of the apprentice
program, admission requirements, available opportunities, application procedures, participation in
workshops and employment services. The affirmative action steps also include cooperation with
local school boards, vocational systems, and an internal structure to support institutional buy-in.
However, the range of services included in a sponsor’s affirmative action program is dependent
on the program’s size and resources available to the program sponsor.
MSD has established apprentice goals as an affirmative step to ensure participation of minority
and female apprentices on its CIRP construction projects.
10 Id.
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Legal Framework for Setting Professional Service Employment
Goals for Contractors
Under the federal regulations, the process to set employment goals for professional services
contracts differs from the standards for setting goals for construction contracts. The OFCCP does
not set goals for professional services contractors, instead requiring professional service
contractors to establish employment goals based on the availability of minorities and females in
their reasonable recruitment area. Federal regulations also require professional services contractors
to produce an Affirmative Action Plan (AAP).
The purpose of the AAP is to identify any job categories within the contractors employ that have
an underutilization of available minorities or females.11 As detailed in 41 CFR Part 60-2.11, the
AAP must classify each employee within one of nine US Equal Employment Opportunity
Commission (EEOC) job categories. The classification is by the employee ethnicity and gender,
job title and rank, from the lowest paid to the highest paid. The percentage of minority and female
employees in each job category shall be compared to the availability of minorities and females in
each job category within the contractor’s reasonable recruitment area.
For any underutilized ethnic or gender group, numerical employment goals, based on the group’s
availability, are calculated to achieve parity within the job category. Numerical goals provide a
standard to measure the effectiveness of an AAP. They are not a quota, nor do they permit the
hiring or advancement of unqualified employees.12 Good Faith Efforts to achieve the goals are
therefore set by the contractor but should minimally include activities to increase the pool of
qualified candidates.13 This standard for the contractor’s goal setting is used to set employment
goals for MSD’s CIRP construction program.
Study Methodology
Data from 2014 to 2017 representing the minority and female workers MSD’s construction and
professional service prime contractors and subcontractors employed on the CIRP projects were
used to determine if the employment goals set forth in the Workforce Study completed in 2012
had been met. To set goals for the 2021 Workforce Study, data from the United States Census
Bureau American FactFinder™ were used to determine the availability of construction and
professional service workers.
11 “Facts on Executive Order 11246 — Affirmative Action,” U.S. Department of Labor, Office of Federal Contract Compliance Programs,
December 14, 2012, http://www.dol.gov/ofccp/regs/compliance/aa.htm#.UL-dNOS_LXQ
12 “Equal Employment Opportunity (EEO) Terminology,” U.S. National Archives and Records Administration , December 11, 2012,
http://www.archives.gov/eeo/terminology.html
13 “Basic EEO Requirements Under Executive Order 11246,” U.S. Department of Labor, Office of Federal Contract Compliance
Programs, December 14, 2012, http://www.dol.gov/ofccp/regs/compliance/pdf/SBGuide.p df
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Workers’ hours are reported by ethnicity, gender, and job category. The construction hours are
reported by construction trade as either journeyman or apprentice. The construction trades reported
include the following:
• Construction Workers: Laborer, operator, pipe fitter, carpenter, electrician, boiler maker,
iron worker, roofer, painter, cement finisher, mason tender, insulator, sheet metal worker,
brick layer, sprinkler fitter, cement mason, communication technician, glazier, teamster,
asbestos worker, and others.
Work hours for professional services contracts were reported in the following job groups:
• Professional Services: Executives, senior officers and managers; first/mid-level
officers/managers; professionals; technicians; sales workers; administrative support
workers; craft workers; operators; laborers and helpers; and service workers.
To determine if the employment goals established in the 2012 Workforce Study and incorporated
into the 2013 Community Benefits Agreement had been met, a statistical analysis was undertaken.
The analysis compared the percent of workers utilized in each industry to the availability statistics
derived from the 2014-2018 EEO Tabulation US Census data.
The recommended construction and professional service goals proposed for the 2021 Workforce
Study were derived from an analysis of the employment data published in the 2014-2018 EEO
Tabulation.
In addition to the statistical analyses of the workforce MSD’s contractors employed, interviews
were conducted with minority and female workers to assess their experiences working on
construction projects funded by MSD and other agencies in the City and County of St. Louis. The
anecdotal accounts supplemented the statistical findings and described the work environment that
the minority and female workers experienced.
Workforce Utilization Analysis
Overview
An analysis of the prime contractors and subcontractors utilization of workers in the construction
trades and professional service employees was performed. The analysis of the construction trades
combined the journeyman and apprentice hours. A separate analysis was also performed on the
apprentice hours. The combined construction hours, apprentice hours, and the professional
service hours are each analyzed by job categories.
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Methodology
The methodology applied in determining if the 2013 MSD workforce goals had been met during
the 2014 to 2017 study period followed the analytical standards set forth in City of Richmond v.
J.A. Croson Co. (Croson).14 This section presents the analysis of the utilization of minority and
female workers by MSD’s construction and construction related professional service prime and
subcontractors.
Under a fair and equitable system, according to 41 CFR Part 60-1, the percentage of labor hours
worked by minorities and females should be relatively close to the percentage of available
minorities and females in the workforce. These percentages are used to ultimately calculate the
disparity ratio, addressed in the disparity analysis section of this report.
Data Source
Workforce data for MSD construction trade and construction related professional service contracts
were compiled from MSD’s online Diversity Reporting system. In compliance with MSD
Diversity’s MWBE Utilization and Workforce Program Policy Guidelines, prime and
subcontractors submitted their workforce utilization data through the online portal. Monthly
submittal of construction reports and a quarterly submittal of professional service reports were
required. Reports were required even when the contractor performed no work. The online form
required reporting the total workforce hours by gender, ethnicity, and job category. A distinction
between professional service forms and construction forms is the listed job categories. In addition,
the construction form records the hours worked by apprentice and journeyman.
Mason Tillman was provided access to the online portal to retrieve both the monthly and quarterly
reports for the January 1, 2014 to December 31, 2017 study period. The Construction Workforce
Utilization form listed 21 Standard Occupational Classification (SOC) job titles.
Table 1: List of Construction SOC Job Titles
List of Construction Trade and Apprentice SOC Job Titles
Laborer Insulator
Operator Sheet Metal Worker
Pipe Fitter Brick Layer
Carpenter Sprinkler Fitter
Electrician Cement Mason
14 City of Richmond v. J.A. Croson Co., 488 U.S. 469 (1989). Please note that in Adarand Constructors, Inc. v. Federico Peña, 115 S.Ct. 2097
(1995), the Court applied the same standards to federal Disadvantaged Business Enterprise programs.
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Boiler Maker Communication Technician
Iron Worker Glazier
Roofer Teamster
Painter Asbestos Worker
Cement Finisher Other
Mason Tender
Table 2: List of Professional Service SOC Job Titles
List of Professional Service EEO Job Titles
Executive, Senior Officers and Managers Sales Workers
First / Mid-Level Officers / Managers Administrative Support Workers
Professionals Craft Workers
Technicians Operators
Laborers and Helpers Other
The 21 SOC job titles used on the Construction Workforce Utilization form and the 10 used on the
Professional Services Workforce Utilization form were bridged to the census codes to produce one
coding system for the analysis. The SOC job titles were further consolidated in order to ensure
sufficient data for each grouping. Tables 3, 4, and 5 list the consolidated SOC job titles.
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Table 3: Consolidated Construction Trade EEO Job Titles
List of EEO Job Titles
Laborers and Helpers
Operators
Tradesman
Table 4: Consolidated Construction Apprentice EEO Job Titles
List of EEO Job Titles
Laborers and Helpers
Operators
Tradesman
Table 5: Consolidated Professional Services EEO Job Titles
List of EEO Job Titles
Administrative Support Workers Professional Workers and Technicians
Executive and Middle Officers Sales and Service Workers
Data Analyzed
There were 26,466 Workforce Utilization forms available for analysis. Only 4,800 contained data
and these reported 2,575,632 hours worked. Most of the forms reported zero hours. Utilization
reports are verified against certified payroll, and eSigned that the form is accurate. The MSD
Diversity Reporting System captures the number of hours worked by ethnic and gender group
within each job category.
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Utilization of All Workers
1. Workforce Utilization: Both Industries
Table 6 summarizes the hours worked on all MSD’s construction and professional service
contracts. Minorities performed 29.29% of the hours worked on MSD contracts, women performed
6.45%, and Caucasian males performed 67.38%.
African Americans represented 591,179, or 22.95%, of the hours worked on all MSD contracts.
Asian Americans represented 10,428, or 0.40%, of the hours worked on all MSD contracts.
Hispanic Americans represented 115,588, or 4.49%, of the hours worked on all MSD contracts.
Native Americans represented 37,170, or 1.44%, of the hours worked on all MSD contracts.
Caucasian Females represented 85,919, or 3.34%, of the hours worked on all MSD contracts.
Caucasian Males represented 1,735,348, or 67.38%, of the hours worked on all MSD contracts.
Minorities represented 754,365, or 29.29%, of the hours worked on all MSD contracts.
Women represented 166,052, or 6.45%, of the hours worked on all MSD contracts.
Minorities and Women represented 840,284, or 32.62%, of the hours worked on all MSD
contracts.
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Table 6: Workforce Utilization: Both Industries
Amount Percent
of Hours of Hours
African Americans 591,179 22.95%
Asian Americans 10,428 0.40%
Hispanic Americans 115,588 4.49%
Native Americans 37,170 1.44%
Caucasian Females 85,919 3.34%
Causasian Males 1,735,348 67.38%
TOTAL 2,575,632 100.00%
Amount Percent
of Hours of Hours
African American Females 78,082 3.03%
African American Males 513,097 19.92%
Asian American Females 768 0.03%
Asian American Males 9,660 0.38%
Hispanic American Females 1241 0.05%
Hispanic American Males 114,347 4.44%
Native American Females 42 0.00%
Native American Males 37,128 1.44%
Caucasian Females 85,919 3.34%
Causasian Males 1,735,348 67.38%
TOTAL 2,575,632 100.00%
Amount Percent
of Hours of Hours
Minorities 754,365 29.29%
Women 166,052 6.45%
Minorities and Women 840,284 32.62%
Minorities and Women
Ethnicity
Ethnicity and Gender
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Utilization of Construction Workers
1. Construction Trade Workers: All Construction Trade Workers
Table 7 summarizes the total hours worked by all construction trade workers on MSD’s
construction contracts. Minorities performed 29.45% of all construction hours worked on MSD
contracts; women performed 6.09%; and Caucasian males performed 67.53%. This section
includes both journeyman and apprentice construction workers.
African Americans represented 589,010, or 23.15%, of all construction trade hours worked on
MSD contracts.
Asian Americans represented 8,826, or 0.35%, of all construction trade hours worked on MSD
contracts.
Hispanic Americans represented 114,337, or 4.49%, of all construction trade hours worked on
MSD contracts.
Native Americans represented 37,094, or 1.46%, of all construction trade hours worked on MSD
contracts.
Caucasian Females represented 76,769, or 3.02%, of all construction trade hours worked on MSD
contracts.
Caucasian Males represented 1,718,071, or 67.53%, of all construction trade hours worked on
MSD contracts.
Minorities represented 749,267, or 29.45%, of all construction hours trade worked on MSD
contracts.
Women represented 154,898, or 6.09%, of all construction trade hours worked on MSD
contracts.
Minorities and Women represented 826,036, or 32.47%, of all construction trade hours worked
on MSD contracts.
13
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Final Report
St. Louis MSD
Workforce Study
Table 7: Workforce Utilization Data: All Construction Trade Workers
Amount Percent
of Hours of Hours
African Americans 589,010 23.15%
Asian Americans 8,826 0.35%
Hispanic Americans 114,337 4.49%
Native Americans 37,094 1.46%
Caucasian Females 76,769 3.02%
Causasian Males 1,718,071 67.53%
TOTAL 2,544,107 100.00%
Amount Percent
of Hours of Hours
African American Females 77,194 3.03%
African American Males 511,816 20.12%
Asian American Females 255 0.01%
Asian American Males 8,571 0.34%
Hispanic American Females 680 0.03%
Hispanic American Males 113,657 4.47%
Native American Females 0 0.00%
Native American Males 37,094 1.46%
Caucasian Females 76,769 3.02%
Causasian Males 1,718,071 67.53%
TOTAL 2,544,107 100.00%
Amount Percent
of Hours of Hours
Minorities 749,267 29.45%
Women 154,898 6.09%
Minorities and Women 826,036 32.47%
Minorities and Women
Ethnicity
Ethnicity and Gender
14
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
2. Construction Trade Workers: Laborers and Helpers
Table 8 summarizes the hours worked by laborers and helpers on MSD’s construction contracts.
Minorities performed 33.55% of the laborers and helpers hours worked on MSD contracts; women
performed 6.90%; and Caucasian males performed 63.53%.
African Americans represented 473,621, or 26.44%, of the laborers and helpers hours worked on
MSD construction contracts.
Asian Americans represented 3,147, or 0.18%, of the laborers and helpers hours worked on MSD
construction contracts.
Hispanic Americans represented 107,365, or 5.99%, of the laborers and helpers hours worked on
MSD construction contracts.
Native Americans represented 16,968, or 0.95%, of the laborers and helpers hours worked on
MSD construction contracts.
Caucasian Females represented 52,235, or 2.92%, of the laborers and helpers hours worked on
MSD construction contracts.
Caucasian Males represented 1,138,257, or 63.53%, of the laborers and helpers hours worked on
MSD construction contracts.
Minorities represented 601,101, or 33.55%, of the laborers and helpers hours worked on MSD
construction contracts.
Women represented 123,617, or 6.90%, of the laborers and helpers hours worked on MSD
construction contracts.
Minorities and Women represented 653,336, or 36.47%, of the laborers and helpers hours
worked on MSD construction contracts.
15
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 8: Workforce Utilization Data: Laborers and Helpers
Amount Percent
of Hours of Hours
African Americans 473,621 26.44%
Asian Americans 3,147 0.18%
Hispanic Americans 107,365 5.99%
Native Americans 16,968 0.95%
Caucasian Females 52,235 2.92%
Causasian Males 1,138,257 63.53%
TOTAL 1,791,593 100.00%
Amount Percent
of Hours of Hours
African American Females 70,687 3.95%
African American Males 402,934 22.49%
Asian American Females 64 0.00%
Asian American Males 3,083 0.17%
Hispanic American Females 632 0.04%
Hispanic American Males 106,733 5.96%
Native American Females 0 0.00%
Native American Males 16,968 0.95%
Caucasian Females 52,235 2.92%
Causasian Males 1,138,257 63.53%
TOTAL 1,791,593 100.00%
Amount Percent
of Hours of Hours
Minorities 601,101 33.55%
Women 123,617 6.90%
Minorities and Women 653,336 36.47%
Minorities and Women
Ethnicity
Ethnicity and Gender
16
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
3. Construction Trade Workers: Operators
Table 9 summarizes the hours worked by operators on MSD’s construction contracts. Minorities
performed 19.27% of the operator hours worked on MSD contracts; women performed 5.08%; and
Caucasian males performed 76.66%.
African Americans represented 79,637, or 14.54%, of the operator hours worked on MSD
contracts.
Asian Americans represented 2,190, or 0.40%, of the operator hours worked on MSD contracts.
Hispanic Americans represented 4,677, or 0.85%, of the operator hours worked on MSD
contracts.
Native Americans represented 19,095, or 3.49%, of the operator hours worked on MSD contracts.
Caucasian Females represented 22,259, or 4.06%, of the operator hours worked on MSD
contracts.
Caucasian Males represented 420,021, or 76.66%, of the operator hours worked on MSD
contracts.
Minorities represented 105,599, or 19.27%, of the operator hours worked on MSD construction
contracts.
Women represented 27,829, or 5.08%, of the operator hours worked on MSD construction
contracts.
Minorities and Women represented 127,858, or 23.34%, of the operator hours worked on MSD
construction contracts.
17
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 9: Workforce Utilization Data: Operators
Amount Percent
of Hours of Hours
African Americans 79,637 14.54%
Asian Americans 2,190 0.40%
Hispanic Americans 4,677 0.85%
Native Americans 19,095 3.49%
Caucasian Females 22,259 4.06%
Causasian Males 420,017 76.66%
TOTAL 547,875 100.00%
Amount Percent
of Hours of Hours
African American Females 5,569 1.02%
African American Males 74,068 13.52%
Asian American Females 0 0.00%
Asian American Males 2,190 0.40%
Hispanic American Females 0 0.00%
Hispanic American Males 4,677 0.85%
Native American Females 0 0.00%
Native American Males 19,095 3.49%
Caucasian Females 22,259 4.06%
Causasian Males 420,017 76.66%
TOTAL 547,875 100.00%
Amount Percent
of Hours of Hours
Minorities 105,599 19.27%
Women 27,829 5.08%
Minorities and Women 127,858 23.34%
Minorities and Women
Ethnicity
Ethnicity and Gender
18
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
4. Construction Trade Workers: Tradesman
Table 10 summarizes the hours worked by tradesman on MSD’s construction contracts. Minorities
performed 20.80% of the tradesman hours worked on MSD contracts; women performed 1.69%;
and Caucasian males performed 78.09%.
African Americans represented 35,753, or 17.47%, of the tradesman hours worked on MSD
contracts.
Asian Americans represented 3,490, or 1.71%, of the tradesman hours worked on MSD contracts.
Hispanic Americans represented 2,295, or 1.12%, of the tradesman hours worked on MSD
contracts.
Native Americans represented 1,031, or 0.50%, of the tradesman hours worked on MSD contracts.
Caucasian Females represented 2,274, or 1.11%, of the tradesman hours worked on MSD
contracts.
Caucasian Males represented 159,797, or 78.09%, of the tradesman hours worked on MSD
contracts.
Minorities represented 42,568, or 20.80%, of the tradesman hours worked on MSD construction
contracts.
Women represented 3,452, or 1.69%, of the tradesman hours worked on MSD construction
contracts.
Minorities and Women represented 44,842, or 21.91%, of the tradesman hours worked on MSD
construction contracts.
19
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 10: Workforce Utilization Data: Tradesman
Amount Percent
of Hours of Hours
African Americans 35,753 17.47%
Asian Americans 3,490 1.71%
Hispanic Americans 2,295 1.12%
Native Americans 1,031 0.50%
Caucasian Females 2,274 1.11%
Causasian Males 159,797 78.09%
TOTAL 204,639 100.00%
Amount Percent
of Hours of Hours
African American Females 938 0.46%
African American Males 34,815 17.01%
Asian American Females 192 0.09%
Asian American Males 3,298 1.61%
Hispanic American Females 48 0.02%
Hispanic American Males 2,247 1.10%
Native American Females 0 0.00%
Native American Males 1,031 0.50%
Caucasian Females 2,274 1.11%
Causasian Males 159,797 78.09%
TOTAL 204,639 100.00%
Amount Percent
of Hours of Hours
Minorities 42,568 20.80%
Women 3,452 1.69%
Minorities and Women 44,842 21.91%
Minorities and Women
Ethnicity
Ethnicity and Gender
20
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Utilization of Professional Service Workers
1. Professional Service Workers: Executive/Senior Officers
Table 11 summarizes the hours worked by executive/senior officers and managers on MSD’s
professional service contracts. Minorities performed 6.27% of the executive/senior officer and
manager hours worked on MSD contracts; women performed 20.61%; and Caucasian males
performed 74.57%.
African Americans represented 61, or 1.53%, of the executive/senior officer and manager hours
worked on MSD professional service contracts.
Asian Americans represented 75, or 1.88%, of the executive/senior officer and manager hours
worked on MSD professional service contracts.
Hispanic Americans represented 86, or 2.16%, of the executive/senior officer and manager hours
worked on MSD professional service contracts.
Native Americans represented 28, or 0.70%, of the executive/senior officer and manager hours
worked on MSD professional service contracts.
Caucasian Females represented 764, or 19.16%%, of the executive/senior officer and manager
hours worked on MSD professional service contracts.
Caucasian Males represented 2,974, or 74.57%, of the executive/senior officer and manager hours
worked on MSD professional service contracts.
Minorities represented 250, or 6.27%, of the executive/senior officer and manager hours worked
on MSD professional service contracts.
Women represented 822, or 20.61%, of the executive/senior officer and manager hours worked
on MSD professional service contracts.
Minorities and Women represented 1,014, or 25.43%, of the executive/senior officer and
manager hours worked on MSD professional service contracts.
21
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 11: Workforce Utilization Data: Executive/Senior Officers and Managers
Amount Percent
of Hours of Hours
African Americans 61 1.53%
Asian Americans 75 1.88%
Hispanic Americans 86 2.16%
Native Americans 28 0.70%
Caucasian Females 764 19.16%
Causasian Males 2,974 74.57%
TOTAL 3,988 100.00%
Amount Percent
of Hours of Hours
African American Females 6 0.15%
African American Males 55 1.38%
Asian American Females 31 0.78%
Asian American Males 44 1.10%
Hispanic American Females 7 0.18%
Hispanic American Males 79 1.98%
Native American Females 14 0.35%
Native American Males 14 0.35%
Caucasian Females 764 19.16%
Causasian Males 2,974 74.57%
TOTAL 3,988 100.00%
Amount Percent
of Hours of Hours
Minorities 250 6.27%
Women 822 20.61%
Minorities and Women 1,014 25.43%
Minorities and Women
Ethnicity
Ethnicity and Gender
22
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
2. Professional Service Workers: Professionals and Technicians
Table 12 summarizes the hours worked by professionals and technicians on MSD’s professional
service contracts. Minorities performed 17.16% of the professional hours worked on MSD
contracts; women performed 5.53%; and Caucasian males performed 55.98%.
African Americans represented 1,621, or 6.82%, of the professional and technician hours worked
on MSD professional service contracts.
Asian Americans represented 1,405, or 5.91%, of the professional and technician hours worked
on MSD professional service contracts.
Hispanic Americans represented 1,006, or 4.23%, of the professional and technician hours worked
on MSD professional service contracts.
Native Americans represented 46, or 0.19%, of the professional and technician hours worked on
MSD professional service contracts.
Caucasian Females represented 6,384, or 26.86%, of the professional and technician hours
worked on MSD professional service contracts.
Caucasian Males represented 13,302, or 55.98%, of the professional and technician hours worked
on MSD professional service contracts.
Minorities represented 4,078, or 17.16%, of the professional and technician hours worked on
MSD professional service contracts.
Women represented 7,699, or 32.40%, of the professional and technician hours worked on MSD
professional service contracts.
Minorities and Women represented 10,462, or 44.02%, of the professional and technician hours
worked on MSD professional service contracts.
23
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 12: Workforce Utilization Data: Professionals and Technicians
Amount Percent
of Hours of Hours
African Americans 1,621 6.82%
Asian Americans 1,405 5.91%
Hispanic Americans 1,006 4.23%
Native Americans 46 0.19%
Caucasian Females 6,384 26.86%
Causasian Males 13,302 55.98%
TOTAL 23,764 100.00%
Amount Percent
of Hours of Hours
African American Females 505 2.13%
African American Males 1,116 4.70%
Asian American Females 362 1.52%
Asian American Males 1,043 4.39%
Hispanic American Females 422 1.78%
Hispanic American Males 584 2.46%
Native American Females 26 0.11%
Native American Males 20 0.08%
Caucasian Females 6,384 26.86%
Causasian Males 13,302 55.98%
TOTAL 23,764 100.00%
Amount Percent
of Hours of Hours
Minorities 4,078 17.16%
Women 7,699 32.40%
Minorities and Women 10,462 44.02%
Minorities and Women
Ethnicity
Ethnicity and Gender
24
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
3. Professional Service Workers: Sales and Service Workers
Table 13 summarizes the hours worked by sales and service workers on MSD’s professional
service contracts. Minorities performed 6.24% of the service hours worked on MSD contracts;
women performed 9.36%; and Caucasian males performed 85.62%.
African Americans represented 30, or 5.20%, of the sales and service worker hours worked on
MSD professional service contracts.
Asian Americans represented 2, or 0.35%, of the sales and service worker hours worked on MSD
professional service contracts.
Hispanic Americans represented 4, or 0.69%, of the sales and service worker hours worked on
MSD professional service contracts.
Native Americans represented 0, or 0.00%, of the sales and service worker hours worked on MSD
professional service contracts.
Caucasian Females represented 47, or 8.15%, of the sales and service worker hours worked on
MSD professional service contracts.
Caucasian Males represented 494, or 85.62%, of the sales and service worker hours worked on
MSD professional service contracts.
Minorities represented 36, or 6.24%, of the sales and service worker hours worked on MSD
professional service contracts.
Women represented 54, or 9.36%, of the sales and service worker hours worked on MSD
professional service contracts.
Minorities and Women represented 83, or 14.38%, of the sales and service worker hours worked
on MSD professional service contracts.
25
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 13: Workforce Utilization Data: Sales and Service Workers
Amount Percent
of Hours of Hours
African Americans 30 5.20%
Asian Americans 2 0.35%
Hispanic Americans 4 0.69%
Native Americans 0 0.00%
Caucasian Females 47 8.15%
Causasian Males 494 85.62%
TOTAL 577 100.00%
Amount Percent
of Hours of Hours
African American Females 3 0.52%
African American Males 27 4.68%
Asian American Females 0 0.00%
Asian American Males 2 0.35%
Hispanic American Females 4 0.69%
Hispanic American Males 0 0.00%
Native American Females 0 0.00%
Native American Males 0 0.00%
Caucasian Females 47 8.15%
Causasian Males 494 85.62%
TOTAL 577 100.00%
Amount Percent
of Hours of Hours
Minorities 36 6.24%
Women 54 9.36%
Minorities and Women 83 14.38%
Minorities and Women
Ethnicity
Ethnicity and Gender
26
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
2. Professional Service Workers: Administrative Support Workers
Table 14 summarizes the hours worked by administrative support workers on MSD’s professional
service contracts. Minorities performed 22.97% of the service hours worked on MSD contracts;
women performed 80.69%; and Caucasian males performed 15.86%.
African Americans represented 457, or 14.30%, of the administrative support hours worked on
MSD contracts.
Asian Americans represented 120, or 3.75%, of the administrative support hours worked on MSD
contracts.
Hispanic Americans represented 155, or 4.85%, of the administrative support hours worked on
MSD contracts.
Native Americans represented 2, or 0.06%, of the administrative support hours worked on MSD
contracts.
Caucasian Females represented 1,955, or 61.17%, of the administrative support hours worked on
MSD contracts.
Caucasian Males represented 507, or 15.86%, of the administrative support hours worked on
MSD contracts.
Minorities represented 734, or 22.97%, of the administrative support hours worked on MSD
professional service contracts.
Women represented 2,579, or 80.69%, of the administrative support hours worked on MSD
professional service contracts.
Minorities and Women represented 2,689, or 84.14%, of the administrative support hours
worked on MSD professional service contracts.
27
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 14: Workforce Utilization Data: Administrative Support Workers
Amount Percent
of Hours of Hours
African Americans 457 14.30%
Asian Americans 120 3.75%
Hispanic Americans 155 4.85%
Native Americans 2 0.06%
Caucasian Females 1,955 61.17%
Causasian Males 507 15.86%
TOTAL 3,196 100.00%
Amount Percent
of Hours of Hours
African American Females 374 11.70%
African American Males 83 2.60%
Asian American Females 120 3.75%
Asian American Males 0 0.00%
Hispanic American Females 128 4.01%
Hispanic American Males 27 0.84%
Native American Females 2 0.06%
Native American Males 0 0.00%
Caucasian Females 1,955 61.17%
Causasian Males 507 15.86%
TOTAL 3,196 100.00%
Amount Percent
of Hours of Hours
Minorities 734 22.97%
Women 2,579 80.69%
Minorities and Women 2,689 84.14%
Minorities and Women
Ethnicity
Ethnicity and Gender
28
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Utilization of Construction Apprentice Workers
1. Construction Apprentice Workers: All Apprentice Workers
Table 15 summarizes the hours worked by all construction apprentice workers MSD’s construction
contracts. Minorities performed 53.37% of all construction hours worked on MSD contracts;
women performed 18.57%; and Caucasian males performed 39.17%.
African Americans represented 126,218, or 44.72%, of all construction apprentice hours worked
on MSD contracts.
Asian Americans represented 2,512, or 0.89%, of all construction apprentice hours worked on
MSD contracts.
Hispanic Americans represented 18,641, or 6.61%, of all construction apprentice hours worked
on MSD contracts.
Native Americans represented 3,239, or 1.15%, of all construction apprentice hours worked on
MSD contracts.
Caucasian Females represented 21,057, or 7.46%, of all construction apprentice hours worked on
MSD contracts.
Caucasian Males represented 110,551, or 39.17%, of all construction apprentice hours worked on
MSD contracts.
Minorities represented 150,609, or 53.37%, of all construction apprentice hours worked on MSD
contracts.
Women represented 52,397, or 18.57%, of all construction apprentice hours worked on MSD
contracts.
Minorities and Women represented 171,666, or 60.83%, of all apprentice construction hours
worked on MSD contracts.
29
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 15: Workforce Utilization Data: Construction Apprentice Workers
Amount Percent
of Hours of Hours
African Americans 126,218 44.72%
Asian Americans 2,512 0.89%
Hispanic Americans 18,641 6.61%
Native Americans 3,239 1.15%
Caucasian Females 21,057 7.46%
Causasian Males 110,551 39.17%
TOTAL 282,217 100.00%
Amount Percent
of Hours of Hours
African American Females 31,316 11.10%
African American Males 94,902 33.63%
Asian American Females 0 0.00%
Asian American Males 2,512 0.89%
Hispanic American Females 24 0.01%
Hispanic American Males 18,617 6.60%
Native American Females 0 0.00%
Native American Males 3,239 1.15%
Caucasian Females 21,057 7.46%
Causasian Males 110,551 39.17%
TOTAL 282,217 100.00%
Amount Percent
of Hours of Hours
Minorities 150,609 53.37%
Women 52,397 18.57%
Minorities and Women 171,666 60.83%
Minority and Women
Ethnicity
Ethnicity and Gender
30
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
2. Construction Apprentice Workers: Laborers and Helper Apprentices
Table 16 summarizes the hours worked by laborers and helper apprentices on MSD’s construction
contracts. Minorities performed 60.89% of the laborers and helper apprentice hours worked on
MSD contracts; women performed 18.66%; and Caucasian males performed 32.55%.
African Americans represented 111,270, or 50.87%, of the laborers and helper apprentice hours
worked on MSD construction contracts.
Asian Americans represented 2,318, or 1.06%, of the laborers and helper apprentice hours worked
on MSD construction contracts.
Hispanic Americans represented 18,484, or 8.45%, of the laborers and helper apprentice hours
worked on MSD construction contracts.
Native Americans represented 1,112, or 0.51%, of the laborers and helper apprentice hour worked
on MSD construction contracts.
Caucasian Females represented 14,339, or 6.56%, of the laborers and helper apprentice hours
worked on MSD construction contracts.
Caucasian Males represented 71,201, or 32.55%, of the laborers and helper apprentice hours
worked on MSD construction contracts.
Minorities represented 133,183, or 60.89%, of the laborers and helper apprentice hours worked
on MSD construction contracts.
Women represented 40,817, or 18.66%, of the laborers and helper apprentice hours worked on
MSD construction contracts.
Minorities and Women represented 147,522, or 67.45%, of the laborers and helper apprentice
hours worked on MSD construction contracts.
31
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 16: Workforce Utilization Data: Laborers and Helper Apprentices
Amount Percent
of Hours of Hours
African Americans 111,270 50.87%
Asian Americans 2,318 1.06%
Hispanic Americans 18,484 8.45%
Native Americans 1,112 0.51%
Caucasian Females 14,339 6.56%
Causasian Males 71,201 32.55%
TOTAL 218,723 100.00%
Amount Percent
of Hours of Hours
African American Females 26,478 12.11%
African American Males 84,792 38.77%
Asian American Females 0 0.00%
Asian American Males 2,318 1.06%
Hispanic American Females 0 0.00%
Hispanic American Males 18,484 8.45%
Native American Females 0 0.00%
Native American Males 1,112 0.51%
Caucasian Females 14,339 6.56%
Causasian Males 71,201 32.55%
TOTAL 218,723 100.00%
Amount Percent
of Hours of Hours
Minorities 133,183 60.89%
Women 40,817 18.66%
Minorities and Women 147,522 67.45%
Minority and Women
Ethnicity
Ethnicity and Gender
32
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
3. Construction Apprentice Workers: Operator Apprentices
Table 17 summarizes the hours worked by operator apprentices on MSD’s construction contracts.
Minorities performed 28.57% of the operator apprentice hours worked on MSD contracts; women
performed 24.03%; and Caucasian males performed 57.67%.
African Americans represented 9,945, or 23.20%, of the operator apprentice hours worked on
MSD contracts.
Asian Americans represented 157, or 0.37%, of the operator apprentice hours worked on MSD
contracts.
Hispanic Americans represented 28, or 0.07%, of the operator apprentice hours worked on MSD
contracts.
Native Americans represented 2,115, or 4.93%, of the operator apprentice hours worked on MSD
contracts.
Caucasian Females represented 5,901, or 13.77%, of the operator apprentice hours worked on
MSD contracts.
Caucasian Males represented 24,721, or 57.67%, of the operator apprentice hours worked on
MSD contracts.
Minorities represented 12,245, or 28.57%, of the operator apprentice hours worked on MSD
construction contracts.
Women represented 10,303, or 24.03%, of the operator apprentice hours worked on MSD
construction contracts.
Minorities and Women represented 18,146, or 42.33%, of the operator apprentice hours worked
on MSD construction contracts.
33
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 17: Workforce Utilization Data: Operator Apprentices
Amount Percent
of Hours of Hours
African Americans 9,945 23.20%
Asian Americans 157 0.37%
Hispanic Americans 28 0.07%
Native Americans 2,115 4.93%
Caucasian Females 5,901 13.77%
Causasian Males 24,721 57.67%
TOTAL 42,867 100.00%
Amount Percent
of Hours of Hours
African American Females 4,402 10.27%
African American Males 5,543 12.93%
Asian American Females 0 0.00%
Asian American Males 157 0.37%
Hispanic American Females 0 0.00%
Hispanic American Males 28 0.07%
Native American Females 0 0.00%
Native American Males 2,115 4.93%
Caucasian Females 5,901 13.77%
Causasian Males 24,721 57.67%
TOTAL 42,867 100.00%
Amount Percent
of Hours of Hours
Minorities 12,245 28.57%
Women 10,303 24.03%
Minorities and Women 18,146 42.33%
Minority and Women
Ethnicity
Ethnicity and Gender
34
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
4. Construction Apprentice Workers: Tradesman Apprentices
Table 18 summarizes the hours worked by tradesman apprentices on MSD’s construction
contracts. Minorities performed 25.12% of the tradesman apprentice hours worked on MSD
contracts; women performed 6.19%; and Caucasian males performed 70.92%.
African Americans represented 5,003, or 24.25%, of the tradesman apprentice hours worked on
MSD contracts.
Asian Americans represented 38, or 0.18%, of the tradesman apprentice hours worked on MSD
contracts.
Hispanic Americans represented 129, or 0.62%, of the tradesman apprentice hours worked on
MSD contracts.
Native Americans represented 12, or 0.06%, of the tradesman apprentice hours worked on MSD
contracts.
Caucasian Females represented 818, or 3.96%, of the tradesman apprentice hours worked on
MSD contracts.
Caucasian Males represented 14,629, or 70.92%, of the tradesman apprentice hours worked on
MSD contracts.
Minorities represented 5,181, or 25.12%, of the tradesman apprentice hours worked on MSD
construction contracts.
Women represented 1,277, or 6.19%, of the tradesman apprentice hours worked on MSD
construction contracts.
Minorities and Women represented 5,999, or 29.08%, of the tradesman apprentice hours worked
on MSD construction contracts.
35
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 18: Workforce Utilization Data: Tradesman Apprentices
Amount Percent
of Hours of Hours
African Americans 5,003 24.25%
Asian Americans 38 0.18%
Hispanic Americans 129 0.62%
Native Americans 12 0.06%
Caucasian Females 818 3.96%
Causasian Males 14,629 70.92%
TOTAL 20,628 100.00%
Amount Percent
of Hours of Hours
African American Females 436 2.11%
African American Males 4,567 22.14%
Asian American Females 0 0.00%
Asian American Males 38 0.18%
Hispanic American Females 24 0.12%
Hispanic American Males 105 0.51%
Native American Females 0 0.00%
Native American Males 12 0.06%
Caucasian Females 818 3.96%
Causasian Males 14,629 70.92%
TOTAL 20,628 100.00%
Amount Percent
of Hours of Hours
Minorities 5,181 25.12%
Women 1,277 6.19%
Minorities and Women 5,999 29.08%
Minority and Women
Ethnicity
Ethnicity and Gender
36
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Workforce Availability Analysis
Overview of Availability Analysis
The 2019 United States Census American Community Survey (ACS) data were used to derive the
availability of workers listed in the MSD’s Workforce Utilization Form. The Census releases the
ACS data every five years. ACS,15 which is a mandatory nationally representative survey that
ascertains demographic information, including current occupation EEO Tabulations, reports
workforce data by SOC job titles. The workforce data were downloaded from the table titled “EEO
2r. Detailed Census Occupation by Sex and Race/Ethnicity for Residence Geography, Citizen
Universe: Civilian labor force 16 years and over who are US citizens EEO Tabulation 2014-2018
(5-year ACS data).” MSD’s market area for the workforce study was determined to be the City
and County of St. Louis.
Data Source
The occupation data are derived from answers to questions 45 and 46 in the American Community
Survey (ACS). The Census Bureau uses responses to the two questions to describe the work
activity and occupational experience of the American labor force. The data are also the information
source for the occupational skills of the workforce used to analyze career trends and to measure
compliance with antidiscrimination policies.16
Question 45 of the ACS asks, “What kind of work was this person doing?” Question 46 asks,
“What were this person’s most important activities or duties?” These questions were asked of all
people 16 years old and over who worked in the previous five years. For employed people, the
question referred to the person’s job during the previous week. For those who worked two or more
jobs, the question referred to the job in which the person worked the greatest number of hours. For
unemployed people and people who were not currently employed but reported having a job within
the previous five years, the question referred to their most recent job.
Relevant Occupations
Table 19 lists the Census track code for the occupations by EEO job title as tracked in MSD’s
workforce utilization report. The Census track codes made it possible to align the job categories
with available workers within MSD’s service area.
15 ACS is compiled from a mandatory nationally representative survey that ascertains demographic information, including current occupat ion.
16 United States Census Data. “American Community Survey 2012 Subject Definitions,” 2012.
37
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 19: Relevant EEO Job Titles by Census Code
EEO Job
Categories Census Codes
Administrative
Support
Workers
2145
2160
5000
5010
5020
5030
5110
5120
5140
5150
5240
5260
5310
5340
5350
5360
5400
5420
5510
5520
5560
5600
5610
5620
5630
5700
5800
5810
5820
5840
5850
5860
5910
5940
Executive and
Middle Officers
10
20
40
50
100
110
120
136
137
140
150
160
220
300
6200
9000
Laborers and
Helpers
4210
4220
4240
4250
6260
6600
7040
7100
7110
7130
7160
7220
7260
7300
7315
7330
7340
7350
7360
7430
7540
7560
7610
7630
7720
7730
7740
7750
Operators 7700
7900
7920
7940
7950
7960
8000
8010
8030
8040
8100
8140
8150
8200
8220
8250
8510
8530
8550
8610
8620
8630
8650
8710
8720
8730
8740
8810
8850
8920
8950
8965
9130
9150
9200
9260
9410
9420
9510
9520
9560
9600
9610
9620
9640
9750
Professional
Workers and
Technicians
540
565
600
630
640
650
700
710
740
800
820
1005
1006
1007
1010
1020
1030
1050
1060
1105
1106
1107
1220
1240
1300
1310
1360
1400
1410
1420
1430
1450
1460
1530
1540
1550
1560
7010
Sales and
Service Workers
520
3730
3900
3930
3940
4200
4340
4710
4740
4750
4760
4820
4840
4850
4930
4965
Tradesman 7150
7200
6210
6220
7210
6230
6240
6250
6660
6320
6330
6820
6355
6700
6710
7000
6360
6720
6400
6765
6420
6300
6440
6460
6515
6520
7240
6530
Apprentices are not a job category in the US Census. Since an apprentice is an unskilled worker
with minimum requirements of age and high school education, the availability was derived from
the general population Census. Reportedly, the average age of a new apprentice in the United
States is 29.17 Data from the American Community Survey are only available in age brackets, so
the age range considered for available apprentices was restricted to ages 20 to 44. Since any person
meeting the minimum requirements can join an apprentice program, the availability for apprentices
was defined as residents within the service area between the ages of 20 and 44.
17 https://www.thirdway.org/report/apprenticeship-america-an-idea-to-reinvent-postsecondary-skills-for-the-digital-age
38
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Availability of All Workers
1. Workforce Availability: Both Industries
Table 20 summarizes the relevant workforce available as enumerated in the Census. Minorities
represented 29.16% of the workers available in MSD’s market area; women represented 41.00%;
and Caucasian males represented 43.00% of all available workforce in MSD’s market area.
African Americans represented 25.62% of the relevant workforce available to work on MSD
contracts.
Asian Americans represented 2.78% of the relevant workforce available to work on MSD
contracts.
Hispanic Americans represented 0.63% of the relevant workforce available to work on MSD
contracts.
Native Americans represented 0.13% of the relevant workforce available to work on MSD
contracts.
Caucasian Females represented 27.84% of relevant workforce available to work on MSD
contracts.
Caucasian Males represented 43.00% of the relevant workforce available to work on MSD
contracts.
Minorities represented 29.16% of the relevant workforce available to work on MSD contracts.
Women represented 41.00% of the relevant workforce available to work on MSD contracts.
Minorities and Women represented 57.00% of the relevant workforce available to work on MSD
contracts.
39
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 20: Workforce Availability Data: Both Industries
Percent
of Employees
African Americans 25.62%
Asian Pacific Americans 2.78%
Hispanic Americans 0.63%
Native Americans 0.13%
Caucasian Females 27.84%
Causasian Males 43.00%
TOTAL 100.00%
Percent
of Employees
African American Females 11.88%
African American Males 13.74%
Asian Pacific American Females 1.03%
Asian Pacific American Males 1.75%
Hispanic American Females 0.20%
Hispanic American Males 0.42%
Native American Females 0.05%
Native American Males 0.08%
Caucasian Females 27.84%
Causasian Males 43.00%
TOTAL 100.00%
Percent
of Employees
Minorities 29.16%
Women 41.00%
Minorities and Women 57.00%
Ethnicity
Ethnicity and Gender
Minorities and Women
40
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Availability of Construction Trade Workers
1. Construction Trade Worker Availability: All Construction
Table 21 summarizes the available construction workers as enumerated in the Census. Minorities
represented 39.04% of the construction workers available in MSD’s market area; women
represented 15.21%; and Caucasian males represented 53.72% in MSD’s market area.
African Americans represented 36.13% of the relevant construction workers available to work on
MSD contracts.
Asian Americans represented 1.70% of the relevant construction workers available to work on
MSD contracts.
Hispanic Americans represented 1.02% of the relevant construction workers available to work on
MSD contracts.
Native Americans represented 0.19% of the relevant construction workers available to work on
MSD contracts.
Caucasian Females represented 7.24% of the relevant construction workers available to work on
MSD contracts.
Caucasian Males represented 53.72% of the relevant construction workers available to work on
MSD contracts.
Minorities represented 39.04% of the relevant construction workers available to work on MSD
contracts.
Women represented 15.21% of the relevant construction workers available to work on MSD
contracts.
Minorities and Women represented 46.28% of the relevant construction workers available to work
on MSD contracts.
41
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 21: Workforce Availability: All Construction Workers
Percent
of Employees
African Americans 36.13%
Asian Pacific Americans 1.70%
Hispanic Americans 1.02%
Native Americans 0.19%
Caucasian Females 7.24%
Causasian Males 53.72%
TOTAL 100.00%
Percent
of Employees
African American Females 7.28%
African American Males 28.85%
Asian Pacific American Females 0.50%
Asian Pacific American Males 1.19%
Hispanic American Females 0.15%
Hispanic American Males 0.87%
Native American Females 0.02%
Native American Males 0.17%
Caucasian Females 7.24%
Causasian Males 53.72%
TOTAL 100.00%
Percent
of Employees
Minorities 39.04%
Women 15.21%
Minorities and Women 46.28%
Ethnicity
Ethnicity and Gender
Minorities and Women
42
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
1. Construction Trade Worker Availability: Laborers and Helpers
Table 22 summarizes the available laborers and helpers enumerated in the Census. Minorities
represented 43.96% of the laborers and helpers available in MSD’s market area; women
represented 18.52%; and Caucasian males represented 47.70% in MSD’s market area.
African Americans represented or 40.74% of the laborers and helpers available to work on MSD
contracts.
Asian Americans represented or 1.68% of the laborers and helpers available to work on MSD
contracts.
Hispanic Americans represented or 1.24% of the laborers and helpers available to work on MSD
contracts.
Native American represented or 0.29% of the laborers and helpers available to work on MSD
contracts.
Caucasian Females represented or 8.34% of the laborers and helpers available to work on MSD
contracts.
Caucasian Males represented or 47.70% of the laborers and helpers available to work on MSD
contracts.
Minorities represented 43.96% of the laborers and helpers available to work on MSD contracts.
Women represented 18.52% of the laborers and helpers available to work on MSD contracts.
Minorities and Women represented 52.30% of the laborers and helpers available to work on MSD
contracts.
43
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 22: Workforce Availability: Laborers and Helpers
Percent
of Employees
African Americans 40.74%
Asian Pacific Americans 1.68%
Hispanic Americans 1.24%
Native Americans 0.29%
Caucasian Females 8.34%
Causasian Males 47.70%
TOTAL 100.00%
Percent
of Employees
African American Females 9.51%
African American Males 31.23%
Asian Pacific American Females 0.54%
Asian Pacific American Males 1.15%
Hispanic American Females 0.10%
Hispanic American Males 1.14%
Native American Females 0.03%
Native American Males 0.26%
Caucasian Females 8.34%
Causasian Males 47.70%
TOTAL 100.00%
Percent
of Employees
Minorities 43.96%
Women 18.52%
Minorities and Women 52.30%
Ethnicity
Ethnicity and Gender
Minorities and Women
44
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
1. Construction Trade Worker Availability: Operators
Table 23 summarizes the available operators enumerated in the Census. Minorities represented
43.21% of the operators available in MSD’s market area; women represented 18.41%; and
Caucasian males represented 52.15% in MSD’s market area.
African Americans represented 40.36% of the operators available to work on MSD contracts.
Asian Americans represented 2.01% of the operators available to work on MSD contracts.
Hispanic Americans represented 0.73% of the operators available to work on MSD contracts.
Native Americans represented 0.11% of the operators available to work on MSD contracts.
Caucasian Females represented 8.93% of the operators available to work on MSD contracts.
Caucasian Males represented 47.85% of the operators available to work on MSD contracts.
Minorities represented 43.21% of the operators available to work on MSD contracts.
Women represented 18.41% of the operators available to work on MSD contracts.
Minorities and Women represented 52.15% of the operators available to work on MSD contracts.
45
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 23: Workforce Availability: Operators
Percent
of Employees
African Americans 40.36%
Asian Pacific Americans 2.01%
Hispanic Americans 0.73%
Native Americans 0.11%
Caucasian Females 8.93%
Causasian Males 47.85%
TOTAL 100.00%
Percent
of Employees
African American Females 8.53%
African American Males 31.83%
Asian Pacific American Females 0.70%
Asian Pacific American Males 1.31%
Hispanic American Females 0.24%
Hispanic American Males 0.49%
Native American Females 0.00%
Native American Males 0.11%
Caucasian Females 8.93%
Causasian Males 47.85%
TOTAL 100.00%
Percent
of Employees
Minorities 43.21%
Women 18.41%
Minorities and Women 52.15%
Ethnicity
Ethnicity and Gender
Minorities and Women
46
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
1. Construction Trade Worker Availability: Tradesman
Table 24 summarizes the available tradesman enumerated in the Census. Minorities represented
22.86% of the tradesman available in MSD’s market area; women represented 3.51%; and
Caucasian males represented 75.05% in MSD’s market area.
African Americans represented 20.31% of the tradesman available to work on MSD contracts.
Asian Americans represented or 1.08% of the tradesman available to work on MSD contracts.
Hispanic Americans represented or 1.26% of the tradesman available to work on MSD contracts.
Native Americans represented or 0.20% of the tradesman available to work on MSD contracts.
Caucasian Females represented or 2.09% of the tradesman available to work on MSD contracts.
Caucasian Males represented or 75.05% of the tradesman available to work on MSD contracts.
Minorities represented 22.86% of the tradesman available to work on MSD contracts.
Women represented 3.51% of the tradesman available to work on MSD contracts.
Minorities and Women represented 24.95% of the tradesman available to work on MSD contracts.
47
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 24: Workforce Availability: Tradesman
Percent
of Employees
African Americans 20.31%
Asian Pacific Americans 1.08%
Hispanic Americans 1.26%
Native Americans 0.20%
Caucasian Females 2.09%
Causasian Males 75.05%
TOTAL 100.00%
Percent
of Employees
African American Females 1.24%
African American Males 19.07%
Asian Pacific American Females 0.05%
Asian Pacific American Males 1.03%
Hispanic American Females 0.07%
Hispanic American Males 1.19%
Native American Females 0.07%
Native American Males 0.13%
Caucasian Females 2.09%
Causasian Males 75.05%
TOTAL 100.00%
Percent
of Employees
Minorities 22.86%
Women 3.51%
Minorities and Women 24.95%
Ethnicity
Ethnicity and Gender
Minorities and Women
48
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Availability of Professional Service Workers
1. Professional Service Availability: Executive Officers and Middle
Officers
Table 25 summarizes the available executive officer and middle officers enumerated from the
Census. Minorities represented 13.48% of the executive officers and middle officers available in
MSD’s market area; women represented 31.25%; and Caucasian males represented 61.25% in
MSD’s market area.
African Americans represented or 10.43% of the executive officers and middle officers available
to work on MSD contracts.
Asian Americans represented or 2.71% of the executive officers and middle officers available to
work on MSD contracts.
Hispanic Americans represented or 0.24% of the executive officers and middle officers available
to work on MSD contracts.
Native Americans represented or 0.10% of the executive officers and middle officers available to
work on MSD contracts.
Caucasian Females represented or 25.26% of the executive officers and middle officers available
to work on MSD contracts.
Caucasian Males represented or 61.25% of the executive officers and middle officers available to
work on MSD contracts.
Minorities represented 13.48% of the executive officers and middle officers available to work on
MSD contracts.
Women represented 31.25% of the executive officers and middle officers available to work on
MSD contracts.
Minorities and Women represented 38.75% of the executive officers and middle officers available
to work on MSD contracts.
49
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 25: Workforce Availability: Executive Officers and Middle Officers
Percent
of Employees
African Americans 10.43%
Asian Pacific Americans 2.71%
Hispanic Americans 0.24%
Native Americans 0.10%
Caucasian Females 25.26%
Causasian Males 61.25%
TOTAL 100.00%
Percent
of Employees
African American Females 5.15%
African American Males 5.27%
Asian Pacific American Females 0.72%
Asian Pacific American Males 2.00%
Hispanic American Females 0.05%
Hispanic American Males 0.19%
Native American Females 0.07%
Native American Males 0.04%
Caucasian Females 25.26%
Causasian Males 61.25%
TOTAL 100.00%
Percent
of Employees
Minorities 13.48%
Women 31.25%
Minorities and Women 38.75%
Ethnicity
Ethnicity and Gender
Minorities and Women
50
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
2. Professional Service Availability: Professionals and Technicians
Table 26 summarizes the available professionals and technicians enumerated in the Census.
Minorities represented 22.56% of the professionals and technicians available in MSD’s market
area; women represented 39.34%; and Caucasian males represented 48.88% in MSD’s market
area.
African Americans represented 13.99% of the professionals and technicians available to work on
MSD contracts.
Asian Americans represented 7.89% of the professionals and technicians available to work on
MSD contracts.
Hispanic Americans represented 0.51% of the professionals and technicians available to work on
MSD contracts.
Native Americans represented 0.17% of the professionals and technicians available to work on
MSD contracts.
Caucasian Females represented 28.57% of the professionals and technicians available to work on
MSD contracts.
Caucasian Males represented 48.88% of the professionals and technicians available to work on
MSD contracts.
Minorities represented 22.56% of the professionals and technicians available to work on MSD
contracts.
Women represented 39.34% of the professionals and technicians available to work on MSD
contracts.
Minorities and Women represented 51.12% of the professionals and technicians available to work
on MSD contracts.
51
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 26: Workforce Availability: Professional Workers and Technicians
Percent
of Employees
African Americans 13.99%
Asian Pacific Americans 7.89%
Hispanic Americans 0.51%
Native Americans 0.17%
Caucasian Females 28.57%
Causasian Males 48.88%
TOTAL 100.00%
Percent
of Employees
African American Females 8.33%
African American Males 5.66%
Asian Pacific American Females 2.16%
Asian Pacific American Males 5.73%
Hispanic American Females 0.18%
Hispanic American Males 0.34%
Native American Females 0.11%
Native American Males 0.06%
Caucasian Females 28.57%
Causasian Males 48.88%
TOTAL 100.00%
Percent
of Employees
Minorities 22.56%
Women 39.34%
Minorities and Women 51.12%
Ethnicity
Ethnicity and Gender
Minorities and Women
52
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
3. Professional Service Availability: Administrative Support Workers
Table 27 summarizes the available administrative support workers enumerated in the Census.
Minorities represented 32.81% of the administrative support workers available in MSD’s market
area; women represented 74.90%; and Caucasian males represented 16.86% in MSD’s market
area.
African Americans represented 30.99% of the administrative support workers available to work
on MSD contracts.
Asian Pacific Americans represented 1.33% of the administrative support workers available to
work on MSD contracts.
Hispanic Americans represented 0.41% of the administrative support workers available to work
on MSD contracts.
American Indians represented 0.08% of the administrative support workers available to work on
MSD contracts.
Caucasian Females represented 50.29%of the administrative support workers available to work
on MSD contracts.
Caucasian Males represented 16.89% of the administrative support workers available to work on
MSD contracts.
Minorities represented 32.81% of the administrative support workers available to work on MSD
contracts.
Women represented 74.90% of the administrative support workers available to work on MSD
contracts.
Minorities and Women represented 83.11% of the administrative support workers available to
work on MSD contracts.
53
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 27: Workforce Availability: Administrative Support Workers
Percent
of Employees
African Americans 30.99%
Asian Pacific Americans 1.33%
Hispanic Americans 0.41%
Native Americans 0.08%
Caucasian Females 50.29%
Causasian Males 16.89%
TOTAL 100.00%
Percent
of Employees
African American Females 23.21%
African American Males 7.78%
Asian Pacific American Females 1.05%
Asian Pacific American Males 0.29%
Hispanic American Females 0.29%
Hispanic American Males 0.12%
Native American Females 0.06%
Native American Males 0.02%
Caucasian Females 50.29%
Causasian Males 16.89%
TOTAL 100.00%
Percent
of Employees
Minorities 32.81%
Women 74.90%
Minorities and Women 83.11%
Ethnicity
Ethnicity and Gender
Minorities and Women
54
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
4. Sales and Service Workers
Table 28 summarizes the available sales and service workers enumerated in the Census. Minorities
represented 22.06% of the sales and service workers available in MSD’s market area; women
represented 41.58%; and Caucasian males represented 47.66% in MSD’s market area.
African Americans represented 19.46% of the sales and service workers available to work on
MSD contracts.
Asian Americans represented 1.88% of the sales and service workers available to work on MSD
contracts.
Hispanic Americans 0.64% of the sales and service workers available to work on MSD contracts.
Native Americans represented 0.08% of the sales and service workers available to work on MSD
contracts.
Caucasian Females represented 30.28% of the sales and service workers available to work on
MSD contracts.
Caucasian Males represented 47.66% of the sales and service workers available to work on MSD
contracts.
Minorities represented 22.06% of the sales and service workers available to work on MSD
contracts.
Women represented 41.58% of the sales and service workers available to work on MSD contracts.
Minorities and Women represented 52.34% of the sales and service workers available to work on
MSD contracts.
55
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 28: Workforce Availability: Sales and Service Workers
Percent
of Employees
African Americans 19.46%
Asian Pacific Americans 1.88%
Hispanic Americans 0.64%
Native Americans 0.08%
Caucasian Females 30.28%
Causasian Males 47.66%
TOTAL 100.00%
Percent
of Employees
African American Females 9.98%
African American Males 9.48%
Asian Pacific American Females 1.03%
Asian Pacific American Males 0.85%
Hispanic American Females 0.28%
Hispanic American Males 0.35%
Native American Females 0.02%
Native American Males 0.07%
Caucasian Females 30.28%
Causasian Males 47.66%
TOTAL 100.00%
Percent
of Employees
Minorities 22.06%
Women 41.58%
Minorities and Women 52.34%
Ethnicity
Ethnicity and Gender
Minorities and Women
56
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Availability of Construction Apprentice
1. Construction Apprentice Availability
Table 29 summarizes the available construction apprentices enumerated in the Census. Minorities
represented 41.21% of the construction apprentices available in MSD’s market area; women
represented 51.34%; and Caucasian males represented 29.55% in MSD’s market area.
African Americans represented 31.03% of the relevant construction apprentices available to work
on MSD contracts.
Asian Americans represented 6.00% of the relevant construction apprentices available to work on
MSD contracts.
Hispanic Americans represented 3.98% of the relevant construction apprentices available to work
on MSD contracts.
Native Americans represented 0.21% of the relevant construction apprentices available to work
on MSD contracts.
Caucasian Females represented 29.24% of the relevant construction apprentices available to work
on MSD contracts.
Caucasian Males represented 29.55% of the relevant construction apprentices available to work
on MSD contracts.
Minorities represented 41.21% of the relevant construction apprentices available to work on MSD
contracts.
Women represented 51.34% of the relevant construction apprentices available to work on MSD
contracts.
Minorities and Women represented 70.45% of the relevant construction apprentices available to
work on MSD contracts.
57
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Table 29: Workforce Availability: Construction Apprentices
Percent
of Employees
African Americans 31.03%
Asian Americans 6.00%
Hispanic Americans 3.98%
Native Americans 0.21%
Caucasian Females 29.24%
Causasian Males 29.55%
TOTAL 100.00%
Percent
of Employees
African American Females 17.17%
African American Males 13.86%
Asian American Females 2.97%
Asian American Males 3.02%
Hispanic American Females 1.85%
Hispanic American Males 2.13%
Native American Females 0.11%
Native American Males 0.10%
Caucasian Females 29.24%
Causasian Males 29.55%
TOTAL 100.00%
Percent
of Employees
Minorities 41.21%
Women 51.34%
Minorities and Women 70.45%
Ethnicity
Ethnicity and Gender
Minorities and Women
58
Mason Tillman Associates, Ltd., June 2022
Final Report
St. Louis MSD
Workforce Study
Workforce Disparity Analysis
Overview of Disparity Analysis
The objective of the disparity analysis is to determine if the available minorities and females in the
workforce were underutilized on MSD prime contracts during the January 2014 to December 2017
study period. Under a fair and equitable system of hiring, the proportion of utilized minorities and
females in the workforce should be relatively close to the corresponding proportion of those
workers available in the relevant market area.18
Methodology
A disparity ratio is calculated based on the expected and actual utilization of the minority and
female workforce. If the ratio of utilized female or minority workers compared to those their
availability is less than 80%, the underutilization is evidence of disparity.
The first step in calculating the disparity ratio is to determine the relevant percent of the market
area minority and female workforce in the job categories reported on MSD’s construction and
professional service contracts. This information must also be compiled by ethnicity and gender
within the job categories. This value shall be referred to as the expected utilization amount. The
next step is to compute the number of workers the construction and professional service contractors
utilized within each job category by ethnic and gender group. This value shall be referred to as the
actual utilization amount. The disparity ratio is then calculated by dividing the actual utilization
amount by the expected utilization amount.
18 Availability is defined as the number of ready, willing, and able members of the workforce. The methodology for determining
availability is determined in Section IV: Workforce Availability Analysis.
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Disparity Analysis: All Workers
1. Disparity Analysis: Both Industries
The disparity analysis of all workers is described below and shown in Table 30.
African Americans represent 25.62% of the available workforce and worked 22.95% of the hours
on MSD contracts. This group was underutilized.
Asian Americans represent 2.78% of the available workforce and worked 0.40% of the hours on
MSD contracts. This group was underutilized.
Hispanic Americans represent 0.63% of the available workforce and worked 4.49% of the hours
on MSD contracts. This group was overutilized.
Native Americans represent 0.13% of the available workforce and worked 1.44% of the hours on
MSD contracts. This group was overutilized.
Caucasian Females represent 27.84% of the available workforce and worked 3.34% of the hours
on MSD contracts. This group was underutilized.
Caucasian Males represent 43.00% of the available workforce and worked 67.38% of the hours
on MSD contracts. This group was overutilized.
Minorities represent 29.16% of the available workforce and worked 29.29% of the hours on MSD
contracts. This group was overutilized.
Women represent 41.00% of the available workforce and worked 6.45% of the hours on MSD
contracts. This group was underutilized.
Minorities and Women represent 57.00% of the available workforce and worked 32.62% of the
hours on MSD contracts. This group was underutilized.
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Table 30: Disparity Analysis: Both Industries
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 591,179 22.95%25.62%659,804 -68,625 0.90
Asian Americans 10,428 0.40%2.78%71,633 -61,205 0.15
Hispanic Americans 115,588 4.49%0.63%16,155 99,433 7.15
Native Americans 37,170 1.44%0.13%3,398 33,772 10.94
Caucasian Females 85,919 3.34%27.84%716,993 -631,074 0.12
Causasian Males 1,735,348 67.38%43.00%1,107,649 627,700 1.57
TOTAL 2,575,632 100.00%100.00%2,575,632
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 78,082 3.03%11.88%305,902 -227,819 0.26
African American Males 513,097 19.92%13.74%353,902 159,194 1.45
Asian American Females 768 0.03%1.03%26,536 -25,768 0.03
Asian American Males 9,660 0.38%1.75%45,098 -35,438 0.21
Hispanic American Females 1,241 0.05%0.20%5,225 -3,984 0.24
Hispanic American Males 114,347 4.44%0.42%10,930 103,417 10.46
Native American Females 42 0.00%0.05%1,331 -1,289 0.03
Native American Males 37,128 1.44%0.08%2,067 35,061 17.96
Caucasian Females 85,919 3.34%27.84%716,993 -631,074 0.12
Causasian Males 1,735,348 67.38%43.00%1,107,649 627,700 1.57
TOTAL 2,575,632 100.00%100.00%2,575,632
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 754,365 29.29%29.16%750,991 3,375 1.00
Women 166,052 6.45%41.00%1,055,986 -889,935 0.16
Minorities and Women 840,284 32.62%57.00%1,467,984 -627,700 0.57
Minorities and Women
Ethnicity
Ethnicity and Gender
AvailabilityUtilization
Utilization Availability
Utilization Availability
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Disparity Analysis: Construction Workers
1. Construction Trade Workers: All Construction
The disparity analysis of the construction trade workers is described below and shown in Table
31.
African Americans represent 36.13% of the available construction trade worker workforce and
worked 23.15% of the construction trade worker hours on MSD contracts. This group is
underutilized.
Asian Americans represent 1.70% of the available construction trade worker workforce and
worked 0.35% of the construction trade worker hours on MSD contracts. This group is
underutilized.
Hispanic Americans represent 1.02% of the available construction trade worker workforce and
worked 4.49% of the construction trade worker hours on MSD contracts. This group is
overutilized.
Native Americans represent 0.19% of the available construction trade worker workforce and
worked 1.46% of the construction trade worker hours on MSD contracts. This group is
overutilized.
Caucasian Females represent 7.24% of the available construction trade worker workforce and
worked 3.02% of the construction trade worker hours on MSD contracts. This group is
underutilized.
Caucasian Males represent 53.72% of the available construction trade worker workforce and
worked 67.53% of the construction trade worker hours on MSD contracts. This group is not
overutilized.
Minorities represent 39.04% of the available construction trade worker workforce and worked
29.45% of the construction trade worker hours on MSD contracts. This group was underutilized.
Women represent 15.21% of the available construction trade worker workforce and worked 6.09%
of the construction trade worker hours on MSD contracts. This group was underutilized.
Minorities and Women represent 46.28% of the available construction trade worker workforce
and worked 32.47% of the construction trade worker hours on MSD contracts. This group was
underutilized.
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Table 31: Disparity Analysis: All Construction
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 589,010 23.15%29.42%748,429 -159,419 0.79
Asian Americans 8,826 0.35%1.69%43,000 -34,174 0.21
Hispanic Americans 114,337 4.49%5.86%148,965 -34,628 0.77
Native Americans 37,094 1.46%0.35%8,849 28,245 4.19
Caucasian Females 76,769 3.02%5.59%142,340 -65,571 0.54
Causasian Males 1,718,071 67.53%57.09%1,452,524 265,547 1.18
TOTAL 2,544,107 100.00%100.00%2,544,107
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 77,194 3.03%4.46%113,569 -36,375 0.68
African American Males 511,816 20.12%24.95%634,860 -123,044 0.81
Asian American Females 255 0.01%0.50%12,629 -12,374 0.02
Asian American Males 8,571 0.34%1.19%30,371 -21,800 0.28
Hispanic American Females 680 0.03%0.44%11,206 -10,526 0.06
Hispanic American Males 113,657 4.47%5.41%137,760 -24,102 0.83
Native American Females 0 0.00%0.04%1,112 -1,112 -
Native American Males 37,094 1.46%0.30%7,737 29,357 4.79
Caucasian Females 76,769 3.02%5.59%142,340 -65,571 0.54
Causasian Males 1,718,071 67.53%57.09%1,452,524 265,547 1.18
TOTAL 2,544,107 100.00%100.00%2,544,107
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 749,267 29.45%37.31%949,243 -199,976 0.79
Women 154,898 6.09%11.04%280,855 -125,958 0.55
Minorities and Women 826,036 32.47%42.91%1,091,583 -265,547 0.76
Minorities and Women
Ethnicity
Ethnicity and Gender
AvailabilityUtilization
Utilization Availability
Utilization Availability
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2. Laborers and Helpers
The disparity analysis of the laborers and helpers workforce is described below and shown in Table
32.
African Americans represent 40.74% of the available laborers and helpers and worked 26.44% of
the laborer and helper hours on MSD contracts. This group is underutilized.
Asian Americans represent 1.68% of the available laborers and helpers and worked 0.18% of the
laborer and helper hours on MSD contracts. This group is underutilized.
Hispanic Americans represent 1.24% of the available laborers and helpers and worked 5.99% of
the laborer and helper hours on MSD contracts. This group is overutilized.
Native Americans represent 0.29% of the available laborers and helpers and worked 0.95% of the
laborer and helper hours on MSD contracts. This group is overutilized.
Caucasian Females represent 8.34% of the available laborers and helpers and worked 2.92% of
the laborer and helper hours on MSD contracts. This group is underutilized.
Caucasian Males represent 47.70% of the available laborers and helpers and worked 63.53% of
the laborer and helper hours on MSD contracts. This group is overutilized.
Minorities represent 43.96% of the available laborers and helpers and worked 33.55% of the
laborer and helper hours on MSD contracts. This group was underutilized.
Women represent 18.52% of the available laborers and helpers and worked 6.90% of the laborer
and helper hours on MSD contracts. This group was underutilized.
Minorities and Women represent 52.30% of the available laborers and helpers and worked 36.47%
of the laborer and helper hours on MSD contracts. This group was underutilized.
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Table 32: Disparity Analysis: Laborers and Helpers
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 473,621 26.44%40.74%729,935 -256,315 0.65
Asian Americans 3,147 0.18%1.68%30,166 -27,019 0.10
Hispanic Americans 107,365 5.99%1.24%22,233 85,132 4.83
Native Americans 16,968 0.95%0.29%5,167 11,801 3.28
Caucasian Females 52,235 2.92%8.34%149,473 -97,238 0.35
Causasian Males 1,138,257 63.53%47.70%854,618 283,639 1.33
TOTAL 1,791,593 100.00%100.00%1,791,593
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 70,687 3.95%1.56%27,987 42,700 2.53
African American Males 402,934 22.49%21.28%381,222 21,711 1.06
Asian American Females 64 0.00%0.08%1,513 -1,449 0.04
Asian American Males 3,083 0.17%1.77%31,769 -28,685 0.10
Hispanic American Females 632 0.04%0.17%3,026 -2,394 0.21
Hispanic American Males 106,733 5.96%14.99%268,520 -161,786 0.40
Native American Females 0 0.00%0.00%0.00 0 ----
Native American Males 16,968 0.95%0.21%3,782 13,186 4.49
Caucasian Females 52,235 2.92%2.73%48,863 3,372 1.07
Causasian Males 1,138,257 63.53%57.21%1,024,913 113,344 1.11
TOTAL 1,791,593 100.00%100.00%1,791,593
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 601,101 33.55%43.96%787,501 -186,401 0.76
Women 123,617 6.90%18.52%331,722 -208,105 0.37
Minorities and Women 653,336 36.47%52.30%936,975 -283,639 0.70
Ethnicity and Gender Utilization Availability
Minorities and Women Utilization Availability
Ethnicity Utilization Availability
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3. Operators
The disparity analysis of the operators is described below and shown in Table 33.
African Americans represent 40.36% of the available operators and worked 14.54% of the
operator hours on MSD contracts. This group is underutilized.
Asian Americans represent 2.01% of the available operators and worked 0.40% of the operator
hours on MSD contracts. This group is underutilized.
Hispanic Americans represent 0.73% of the available operators and worked 0.85% of the operator
hours on MSD contracts. This group is overutilized.
Native Americans represent 0.11% of the available operators and worked 3.49% of the operator
hours on MSD contracts. This group is overutilized.
Caucasian Females represent 8.93% of the available operators and worked 4.06% of the operator
hours on MSD contracts. This group is underutilized.
Caucasian Males represent 47.85% of the available operators and worked 76.66% of the operator
hours on MSD contracts. This group is overutilized.
Minorities represent 43.21% of the available operators and worked 19.27% of the operator hours
on MSD contracts. This group was underutilized.
Women represent 18.41% of the available operators and worked 5.08% of the operator hours on
MSD contracts. This group was underutilized.
Minorities and Women represent 52.15% of the available operators and worked 23.34% of the
operator hours on MSD contracts. This group was underutilized.
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Table 33: Disparity Analysis: Operators
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 79,637 14.54%40.36%221,127 -141,491 0.36
Asian Americans 2,190 0.40%2.01%11,008 -8,818 0.20
Hispanic Americans 4,677 0.85%0.73%4,010 667 1.17
Native Americans 19,095 3.49%0.11%610 18,485 31.29
Caucasian Females 22,259 4.06%8.93%48,950 -26,691 0.45
Causasian Males 420,017 76.66%47.85%262,170 157,847 1.60
TOTAL 547,875 100.00%100.00%547,875
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 5,569 1.02%8.53%46,758 -41,189 0.12
African American Males 74,068 13.52%31.83%174,369 -100,302 0.42
Asian American Females 0 0.00%0.70%3,848 -3,848 -
Asian American Males 2,190 0.40%1.31%7,160 -4,970 0.31
Hispanic American Females 0 0.00%0.24%1,307 -1,307 -
Hispanic American Males 4,677 0.85%0.49%2,702 1,975 1.73
Native American Females 0 0.00%0.00%0.00 0 ----
Native American Males 19,095 3.49%0.11%610 18,485 31.29
Caucasian Females 22,259 4.06%8.93%48,950 -26,691 0.45
Causasian Males 420,017 76.66%47.85%262,170 157,847 1.60
TOTAL 547,875 100.00%100.00%547,875
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 105,599 19.27%43.21%236,755 -131,157 0.45
Women 27,829 5.08%18.41%100,863 -73,035 0.28
Minorities and Women 127,858 23.34%52.15%285,705 -157,847 0.45
Ethnicity and Gender Utilization Availability
Minorities and Women Utilization Availability
Ethnicity Utilization Availability
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4. Tradesman
The disparity analysis of the tradesman is described below and shown in Table 34.
African Americans represent 20.31% of the available tradesman and worked 17.47% of the
tradesman hours on MSD contracts. This group is underutilized.
Asian Americans represent 1.08% of the available tradesman and worked 1.71% of the tradesman
hours on MSD contracts. This group is overutilized.
Hispanic Americans represent 1.26% of the available tradesman and worked 1.12% of the
tradesman hours on MSD contracts. This group is underutilized.
Native Americans represent 0.20% of the available tradesman and worked 0.50% of the tradesman
hours on MSD contracts. This group is overutilized.
Caucasian Females represent 2.09% of the available tradesman and worked 1.11% of the
tradesman hours on MSD contracts. This group is underutilized.
Caucasian Males represent 75.05% of the available tradesman and worked 78.09% of the
tradesman hours on MSD contracts. This group is overutilized.
Minorities represent 22.86% of the available tradesman and worked 20.80% of the tradesman
hours on MSD contracts. This group was underutilized.
Women represent 3.51% of the available tradesman and worked 1.69% of the tradesman hours on
MSD contracts. This group was underutilized.
Minorities and Women represent 24.95% of the available tradesman and worked 21.91% of the
tradesman hours on MSD contracts. This group was underutilized.
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Table 34: Disparity Analysis: Tradesman
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 35,753 17.47%20.31%41,567 -5,814 0.86
Asian Americans 3,490 1.71%1.08%2,209 1,280 1.58
Hispanic Americans 2,295 1.12%1.26%2,585 -290 0.89
Native Americans 1,031 0.50%0.20%414 617 2.49
Caucasian Females 2,274 1.11%2.09%4,277 -2,003 0.53
Causasian Males 159,797 78.09%75.05%153,587 6,209 1.04
TOTAL 204,639 100.00%100.00%204,639
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 938 0.46%1.24%2,538 -1,600 0.37
African American Males 34,815 17.01%19.07%39,029 -4,214 0.89
Asian American Females 192 0.09%0.05%94 97 2.04
Asian American Males 3,298 1.61%1.03%2,115 1,183 1.56
Hispanic American Females 48 0.02%0.07%141 -93 0.34
Hispanic American Males 2,247 1.10%1.19%2,444 -197 0.92
Native American Females 0 0.00%0.07%141 -141 -
Native American Males 1,031 0.50%0.13%273 758 3.78
Caucasian Females 2,274 1.11%2.09%4,277 -2,003 0.53
Causasian Males 159,797 78.09%75.05%153,587 6,209 1.04
TOTAL 204,639 100.00%100.00%204,639
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 42,568 20.80%22.86%46,775 -4,206 0.91
Women 3,452 1.69%3.51%7,191 -3,739 0.48
Minorities and Women 44,842 21.91%24.95%51,052 -6,209 0.88
Ethnicity and Gender Utilization Availability
Minorities and Women Utilization Availability
Ethnicity Utilization Availability
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Disparity Analysis: Professional Service Workers
1. Professional Service: Executive Officers and Middle Officers
The disparity analysis of the executive officers and middle officers’ is described below and shown
in Table 35.
African Americans represent 10.43% of the available executive officers and middle officers and
worked 1.53% of the executive officer and middle officer hours on MSD contracts. This group is
underutilized.
Asian Americans represent 2.71% of the available executive officers and middle officers and
worked 1.88% of the executive officer and middle officer hours on MSD contracts. This group is
underutilized.
Hispanic Americans represent 0.24% of the available executive officers and middle officers and
worked 2.16% of the executive officer and middle officer hours on MSD contracts. This group is
overutilized.
Native Americans represent 0.10% of the available executive officers and middle officers and
worked 0.70% of the executive officer and middle officer hours on MSD contracts. This group is
overutilized.
Caucasian Females represent 25.26% of the available executive officers and middle officers and
worked 19.16% of the executive officer and middle officer hours on MSD contracts. This group is
underutilized.
Caucasian Males represent 61.25% of the available executive officers and middle officers and
worked 74.57% of the executive officer and middle officer hours on MSD contracts. This group is
overutilized.
Minorities represent 13.48% of the available executive officers and middle officers and worked
6.27% of the executive officer and middle officer hours on MSD contracts. This group was
underutilized.
Women represent 31.25% of the available executive officers and middle officers and worked
20.61% of the executive officer and middle officer hours on MSD contracts. This group was
underutilized.
Minorities and Women represent 38.75% of the available executive officers and middle officers
and worked 25.43% of the executive officer and middle officer hours on MSD contracts. This
group was underutilized.
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Table 35: Disparity Analysis: Executive Officers and Middle Officers
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 61 1.53%10.43%416 -355 0.15
Asian Americans 75 1.88%2.71%108 -33 0.69
Hispanic Americans 86 2.16%0.24%10 76 8.95
Native Americans 28 0.70%0.10%4 24 6.72
Caucasian Females 764 19.16%25.26%1,008 -244 0.76
Causasian Males 2,974 74.57%61.25%2,443 531 1.22
TOTAL 3,988 100.00%100.00%3,988
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 6 0.15%5.15%206 -200 0.03
African American Males 55 1.38%5.27%210 -155 0.26
Asian American Females 31 0.78%0.72%29 2 1.09
Asian American Males 44 1.10%2.00%80 -36 0.55
Hispanic American Females 7 0.18%0.05%2 5 3.28
Hispanic American Males 79 1.98%0.19%7 72 10.57
Native American Females 14 0.35%0.07%2.67 11 5.24
Native American Males 14 0.35%0.04%1 13 9.36
Caucasian Females 764 19.16%25.26%1,008 -244 0.76
Causasian Males 2,974 74.57%61.25%2,443 531 1.22
TOTAL 3,988 100.00%100.00%3,988
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 250 6.27%13.48%538 -288 0.46
Women 822 20.61%31.25%1,246 -424 0.66
Minorities and Women 1,014 25.43%38.75%1,545 -531 0.66
Ethnicity and Gender Utilization Availability
Minorities and Women Utilization Availability
Ethnicity Utilization Availability
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2. Professionals and Technicians
The disparity analysis of the professionals and technicians is described below and shown in Table
36.
African Americans represent 13.99% of the available professionals and technicians and worked
6.82% of the professional and technician hours on MSD contracts. This group is underutilized.
Asian Americans represent 7.89% of the available professionals and technicians and worked
5.91% of the professional and technician hours on MSD contracts. This group is underutilized.
Hispanic Americans represent 0.51% of the available professionals and technicians and worked
4.23% of the professional and technician hours on MSD contracts. This group is overutilized.
Native Americans represent 0.17% of the available professionals and technicians and worked
0.19% of the professional and technician hours on MSD contracts. This group is overutilized.
Caucasian Females represent 28.57% of the available professionals and technicians and worked
26.87% of the professional and technician hours on MSD contracts. This group is underutilized.
Caucasian Males represent 48.88% of the available professionals and technicians and worked
55.97% of the professional and technician hours on MSD contracts. This group is overutilized.
Minorities represent 22.56% of the available professionals and technicians and worked 17.16% of
the professional and technician hours on MSD contracts. This group was underutilized.
Women represent 39.34% of the available professionals and technicians and worked 32.40% of
the professional and technician hours on MSD contracts. This group was overutilized.
Minorities and Women represent 51.12% of the available professionals and technicians and
worked 44.02% of the professional and technician hours on MSD contracts. This group was
overutilized.
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Table 36: Disparity Analysis: Professional Workers and Technicians
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 1,621 6.82%13.99%3,324 -1,703 0.49
Asian Americans 1,405 5.91%7.89%1,875 -470 0.75
Hispanic Americans 1,006 4.23%0.51%122 884 8.22
Native Americans 46 0.19%0.17%40 6 1.16
Caucasian Females 6,384 26.86%28.57%6,789 -405 0.94
Causasian Males 13,302 55.98%48.88%11,615 1,687 1.15
TOTAL 23,764 100.00%100.00%23,764
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 505 2.13%8.33%1,978 -1,473 0.26
African American Males 1,116 4.70%5.66%1,345 -229 0.83
Asian American Females 362 1.52%2.16%514 -152 0.70
Asian American Males 1,043 4.39%5.73%1,361 -318 0.77
Hispanic American Females 422 1.78%0.18%42 380 10.03
Hispanic American Males 584 2.46%0.34%80 504 7.27
Native American Females 26 0.11%0.11%25.07 1 1.04
Native American Males 20 0.08%0.06%14 6 1.38
Caucasian Females 6,384 26.86%28.57%6,789 -405 0.94
Causasian Males 13,302 55.98%48.88%11,615 1,687 1.15
TOTAL 23,764 100.00%100.00%23,764
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 4,078 17.16%22.56%5,360 -1,282 0.76
Women 7,699 32.40%39.34%9,348 -1,649 0.82
Minorities and Women 10,462 44.02%51.12%12,149 -1,687 0.86
Ethnicity and Gender Utilization Availability
Minorities and Women Utilization Availability
Ethnicity Utilization Availability
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3. Administrative Support Workers
The disparity analysis of the administrative support workers is described below and shown in Table
37.
African Americans represent 30.99% of the available administrative support workers and worked
14.30% of the administrative support worker hours on MSD contracts. This group is underutilized.
Asian Americans represent 1.33% of the available administrative support workers and worked
3.75% of the administrative support worker hours on MSD contracts. This group is overutilized.
Hispanic Americans represent 0.41% of the available administrative support workers and worked
4.85% of the administrative support worker hours on MSD contracts. This group is overutilized.
Native Americans represent 0.08% of the available administrative support workers and worked
0.06% of the administrative support worker hours on MSD contracts. This group is underutilized.
Caucasian Females represent 50.29% of the available administrative support workers and worked
61.17% of the administrative support worker hours on MSD contracts. This group is overutilized.
Caucasian Males represent 16.89% of the available administrative support workers and worked
15.86% of the administrative support worker hours on MSD contracts. This group is overutilized.
Minorities represent 32.81% of the available administrative support workers and worked 22.97%
of the administrative support worker hours on MSD contracts. This group was underutilized.
Women represent 74.90% of the available administrative support workers and worked 80.69% of
the administrative support worker hours on MSD contracts. This group was overutilized.
Minorities and Women represent 83.11% of the administrative support workers workforce and
worked 84.14% of the administrative support worker hours on MSD contracts. This group was
overutilized.
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Table 37: Disparity Analysis: Administrative Support Workers
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 457 14.30%30.99%990 -533 0.46
Asian Americans 120 3.75%1.33%43 77 2.82
Hispanic Americans 155 4.85%0.41%13 142 11.83
Native Americans 2 0.06%0.08%3 -1 0.76
Caucasian Females 1,955 61.17%50.29%1,607 348 1.22
Causasian Males 507 15.86%16.89%540 -33 0.94
TOTAL 3,196 100.00%100.00%3,196
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 374 11.70%23.21%742 -368 0.50
African American Males 83 2.60%7.78%249 -166 0.33
Asian American Females 120 3.75%1.05%33 87 3.59
Asian American Males 0 0.00%0.29%9 -9 -
Hispanic American Females 128 4.01%0.29%9 119 13.73
Hispanic American Males 27 0.84%0.12%4 23 7.14
Native American Females 2 0.06%0.06%2 0 1.01
Native American Males 0 0.00%0.02%1 -1 -
Caucasian Females 1,955 61.17%50.29%1,607 348 1.22
Causasian Males 507 15.86%16.89%540 -33 0.94
TOTAL 3,196 100.00%100.00%3,196
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 734 22.97%32.81%1,049 -315 0.70
Women 2,579 80.69%74.90%2,394 185 1.08
Minorities and Women 2,689 84.14%83.11%2,656 33 1.01
Ethnicity and Gender Utilization Availability
Minorities and Women Utilization Availability
Ethnicity Utilization Availability
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4. Sales and Service Workers
The disparity analysis of the sales and service workers is described below and shown in Table 38.
African Americans represent 19.46% of the available sales and service workers and worked 5.20%
of the sales worker hours on MSD contracts. This group is underutilized.
Asian Americans represent 1.88% of the available sales and service workers and worked 0.35%
of the sales and service worker hours on MSD contracts. This group is underutilized.
Hispanic Americans represent 0.64% of the available sales and service workers and worked 0.69%
of the sales and service worker hours on MSD contracts. This group is overutilized.
Native Americans represent 0.08% of the available sales and service workers and worked 0.00%
of the sales and service worker hours on MSD contracts. This group is underutilized.
Caucasian Females represent 30.28% of the available sales and service workers and worked
8.15% of the sales and service worker hours on MSD contracts. This group is underutilized.
Caucasian Males represent 47.66% of the available sales and service workers and worked 85.62%
of the sales and service worker hours on MSD contracts. This group is overutilized.
Minorities represent 22.06% of the available sales and service workers and worked 6.24% of the
sales and service worker hours on MSD contracts. This group was underutilized.
Women represent 41.58% of the available sales and service workers and worked 9.36% of the
sales and service worker hours on MSD contracts. This group was underutilized.
Minorities and Women represent 52.34% of the sales and service workers workforce and worked
14.38% of the sales and service worker hours on MSD contracts. This group was underutilized.
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Table 38: Disparity Analysis: Sales and Service Workers
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 30 5.20%19.46%112 -82 0.27
Asian Americans 2 0.35%1.88%11 -9 0.18
Hispanic Americans 4 0.69%0.64%4 0 1.09
Native Americans 0 0.00%0.08%0 0 -
Caucasian Females 47 8.15%30.28%175 -128 0.27
Causasian Males 494 85.62%47.66%275 219 1.80
TOTAL 577 100.00%100.00%577
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 3 0.52%9.98%58 -55 0.05
African American Males 27 4.68%9.48%55 -28 0.49
Asian American Females 0 0.00%1.03%6 -6 -
Asian American Males 2 0.35%0.85%5 -3 0.41
Hispanic American Females 4 0.69%0.28%2 2 2.45
Hispanic American Males 0 0.00%0.35%2 -2 -
Native American Females 0 0.00%0.02%0.09 0 -
Native American Males 0 0.00%0.07%0 0 -
Caucasian Females 47 8.15%30.28%175 -128 0.27
Causasian Males 494 85.62%47.66%275 219 1.80
TOTAL 577 100.00%100.00%577
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 36 6.24%22.06%127 -91 0.28
Women 54 9.36%41.58%240 -186 0.23
Minorities and Women 83 14.38%52.34%302 -219 0.27
Ethnicity and Gender Utilization Availability
Minorities and Women Utilization Availability
Ethnicity Utilization Availability
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Disparity Analysis: Construction Apprentice
1. Construction Apprentice: All Construction Apprentice
The disparity analysis of the construction apprentice workers is described below and shown in
Table 39.
African Americans represent 31.03% of the available construction apprentice worker workforce
and worked 44.72% of the construction apprentice worker hours on MSD contracts. This group is
overutilized.
Asian Americans represent 6.00% of the available construction apprentice worker workforce and
worked 0.89% of the construction apprentice worker hours on MSD contracts. This group is
underutilized.
Hispanic Americans represent 3.98% of the available construction apprentice worker workforce
and worked 6.61% of the construction apprentice worker hours on MSD contracts. This group is
overutilized.
Native Americans represent 0.21% of the available construction apprentice worker workforce and
worked 1.15% of the construction apprentice worker hours on MSD contracts. This group is
overutilized.
Caucasian Females represent 29.24% of the available construction apprentice worker workforce
and worked 7.46% of the construction apprentice worker hours on MSD contracts. This group is
underutilized.
Caucasian Males represent 29.55% of the available construction apprentice worker workforce and
worked 39.17% of the construction apprentice worker hours on MSD contracts. This group is not
overutilized.
Minorities represent 41.21% of the available construction apprentice worker workforce and
worked 53.37% of the construction apprentice hours on MSD contracts. This group was
overutilized.
Women represent 51.34% of the available construction apprentice worker workforce and worked
18.57% of the construction apprentice hours on MSD contracts. This group was underutilized.
Minorities and Women represent 70.45% of the available construction apprentice worker
workforce and worked 60.83% of the construction apprentice hours on MSD contracts. This group
was underutilized.
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Table 39: Disparity Analysis: All Construction Apprentice
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 589,010 23.15%29.42%748,429 -159,419 0.79
Asian Americans 8,826 0.35%1.69%43,000 -34,174 0.21
Hispanic Americans 114,337 4.49%5.86%148,965 -34,628 0.77
Native Americans 37,094 1.46%0.35%8,849 28,245 4.19
Caucasian Females 76,769 3.02%5.59%142,340 -65,571 0.54
Causasian Males 1,718,071 67.53%57.09%1,452,524 265,547 1.18
TOTAL 2,544,107 100.00%100.00%2,544,107
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 77,194 3.03%4.46%113,569 -36,375 0.68
African American Males 511,816 20.12%24.95%634,860 -123,044 0.81
Asian American Females 255 0.01%0.50%12,629 -12,374 0.02
Asian American Males 8,571 0.34%1.19%30,371 -21,800 0.28
Hispanic American Females 680 0.03%0.44%11,206 -10,526 0.06
Hispanic American Males 113,657 4.47%5.41%137,760 -24,102 0.83
Native American Females 0 0.00%0.04%1,112 -1,112 -
Native American Males 37,094 1.46%0.30%7,737 29,357 4.79
Caucasian Females 76,769 3.02%5.59%142,340 -65,571 0.54
Causasian Males 1,718,071 67.53%57.09%1,452,524 265,547 1.18
TOTAL 2,544,107 100.00%100.00%2,544,107
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 749,267 29.45%37.31%949,243 -199,976 0.79
Women 154,898 6.09%11.04%280,855 -125,958 0.55
Minorities and Women 826,036 32.47%42.91%1,091,583 -265,547 0.76
Minorities and Women
Ethnicity
Ethnicity and Gender
AvailabilityUtilization
Utilization Availability
Utilization Availability
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2. Laborer and Helper Apprentice
The disparity analysis of the laborer and helper apprentices’ workers is described below and shown
in Table 40.
African Americans represent 31.03% of the available laborer and helper apprentice and worked
50.87% of the laborer and helper apprentice hours on MSD contracts. This group is overutilized.
Asian Americans represent 6.00% of the available laborer and helper apprentice and worked
1.06% of the laborer and helper apprentice hours on MSD contracts. This group is underutilized.
Hispanic Americans represent 3.98% of the available laborer and helper apprentice and worked
8.45% of the laborer and helper apprentice hours on MSD contracts. This group is overutilized.
Native Americans represent 0.21% of the available laborer and helper apprentice and worked
0.51% of the laborer and helper apprentice hours on MSD contracts. This group is overutilized.
Caucasian Females represent 29.24% of the available laborer and helper apprentice and worked
6.56% of the laborer and helper apprentice hours on MSD contracts. This group is underutilized.
Caucasian Males represent 29.55% of the available laborer and helper apprentice and worked
32.55% of the laborer and helper apprentice hours on MSD contracts. This group is overutilized.
Minorities represent 41.21% of the available laborer and helper apprentice and worked 60.89% of
the laborer and helper apprentice hours on MSD contracts. This group was overutilized.
Women represent 51.34% of the available laborer and helper apprentice and worked 18.66% of
the laborer and helper apprentice hours on MSD contracts. This group was underutilized.
Minorities and Women represent 29.55% of the available laborer and helper apprentice and
worked 32.55% of the laborer and helper apprentice hours on MSD contracts. This group was
underutilized.
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Table 40: Disparity Analysis: Laborer and Helper Apprentice
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 111,270 50.87%31.03%67,867 43,402 1.64
Asian Americans 2,318 1.06%6.00%13,113 -10,796 0.18
Hispanic Americans 18,484 8.45%3.98%8,698 9,786 2.13
Native Americans 1,112 0.51%0.21%461 651 2.41
Caucasian Females 14,339 6.56%29.24%63,954 -49,615 0.22
Causasian Males 71,201 32.55%29.55%64,629 6,572 1.10
TOTAL 218,723 100.00%100.00%218,723
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 26,478 12.11%17.17%37,560 -11,082 0.70
African American Males 84,792 38.77%13.86%30,307 54,484 2.80
Asian American Females 0 0.00%2.97%6,500 -6,500 -
Asian American Males 2,318 1.06%3.02%6,613 -4,295 0.35
Hispanic American Females 0 0.00%1.85%4,041 -4,041 -
Hispanic American Males 18,484 8.45%2.13%4,658 13,826 3.97
Native American Females 0 0.00%0.11%236.19 -236 -
Native American Males 1,112 0.51%0.10%225 887 4.94
Caucasian Females 14,339 6.56%29.24%63,954 -49,615 0.22
Causasian Males 71,201 32.55%29.55%64,629 6,572 1.10
TOTAL 218,723 100.00%100.00%218,723
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 133,183 60.89%41.21%90,140 43,043 1.48
Women 40,817 18.66%51.34%112,291 -71,474 0.36
Minorities and Women 147,522 67.45%70.45%154,094 -6,572 0.96
Ethnicity Utilization Availability
Ethnicity and Gender Utilization Availability
Minorities and Women Utilization Availability
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3. Operator Apprentice
The disparity analysis of the operator apprentice workers is described below and shown in Table
41.
African Americans represent 31.03% of the available operator apprentice and worked 23.20% of
the operator apprentice hours on MSD contracts. This group is underutilized.
Asian Americans represent 6.00% of the available operator apprentice and worked 0.37% of the
operator apprentice hours on MSD contracts. This group is underutilized.
Hispanic Americans represent 3.98% of the available operator apprentice and worked 0.07% of
the operator apprentice hours on MSD contracts. This group is underutilized.
Native Americans represent 0.21% of the available operator apprentice and worked 4.93% of the
operator apprentice hours on MSD contracts. This group is overutilized.
Caucasian Females represent 29.24% of the available operator apprentice and worked 13.77% of
the operator apprentice hours on MSD contracts. This group is underutilized.
Caucasian Males represent 29.55% of the available operator apprentice and worked 57.67% of
the operator apprentice hours on MSD contracts. This group is underutilized.
Minorities represent 41.21% of the available operator apprentice and worked 28.57% of the
operator apprentice hours on MSD contracts. This group was underutilized.
Women represent 51.34% of the available operator apprentice and worked 24.03% of the operator
apprentice hours on MSD contracts. This group was underutilized.
Minorities and Women represent 70.45% of the available operator apprentice and worked 42.33%
of the operator apprentice hours on MSD contracts. This group was underutilized.
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Table 41: Disparity Analysis: Operator Apprentice
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 9,945 23.20%31.03%13,301 -3,356 0.75
Asian Americans 157 0.37%6.00%2,570 -2,413 0.06
Hispanic Americans 28 0.07%3.98%1,705 -1,677 0.02
Native Americans 2,115 4.93%0.21%90 2,025 23.39
Caucasian Females 5,901 13.77%29.24%12,534 -6,633 0.47
Causasian Males 24,721 57.67%29.55%12,666 12,055 1.95
TOTAL 42,867 100.00%100.00%42,867
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 4,402 10.27%17.17%7,361 -2,959 0.60
African American Males 5,543 12.93%13.86%5,940 -397 0.93
Asian American Females 0 0.00%2.97%1,274 -1,274 -
Asian American Males 157 0.37%3.02%1,296 -1,140 0.12
Hispanic American Females 0 0.00%1.85%792 -792 -
Hispanic American Males 28 0.07%2.13%913 -885 0.03
Native American Females 0 0.00%0.11%46.29 -46 -
Native American Males 2,115 4.93%0.10%44 2,071 47.91
Caucasian Females 5,901 13.77%29.24%12,534 -6,633 0.47
Causasian Males 24,721 57.67%29.55%12,666 12,055 1.95
TOTAL 42,867 100.00%100.00%42,867
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 12,245 28.57%41.21%17,666 -5,421 0.69
Women 10,303 24.03%51.34%22,008 -11,705 0.47
Minorities and Women 18,146 42.33%70.45%30,200 -12,055 0.60
Ethnicity Utilization Availability
Ethnicity and Gender Utilization Availability
Minorities and Women Utilization Availability
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4. Tradesman Apprentice
The disparity analysis of the tradesman apprentice workers is described below and shown in Table
42.
African Americans represent 31.03% of the available tradesman apprentice and worked 24.25%
of the apprentice tradesman hours on MSD contracts. This group is underutilized.
Asian Americans represent 6.00% of the available tradesman apprentice and worked 0.18% of the
apprentice tradesman hours on MSD contracts. This group is underutilized.
Hispanic Americans represent 3.98% of the available tradesman apprentice and worked 0.62% of
the tradesman apprentice hours on MSD contracts. This group is underutilized.
Native Americans represent 0.21% of the available tradesman apprentice and worked 0.06% of
the tradesman apprentice hours on MSD contracts. This group is underutilized.
Caucasian Females represent 29.24% of the available tradesman apprentice and worked 3.96%
of the tradesman apprentice hours on MSD contracts. This group is underutilized.
Caucasian Males represent 29.55% of the available tradesman apprentice and worked 70.92% of
the tradesman apprentice hours on MSD contracts. This group is overutilized.
Minorities represent 41.21% of the available tradesman apprentice and worked 25.12% of the
tradesman apprentice hours on MSD contracts. This group was underutilized.
Women represent 51.34% of the available tradesman apprentice and worked 6.19% of the
tradesman apprentice hours on MSD contracts. This group was underutilized.
Minorities and Women represent 70.45% of the available tradesman apprentice and worked
29.08% of the tradesman apprentice hours on MSD contracts. This group was underutilized.
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Table 42: Disparity Analysis: Tradesman Apprentice
January 1, 2014 to December 31, 2017
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African Americans 5,003 24.25%31.03%6,400 -1,398 0.78
Asian Americans 38 0.18%6.00%1,237 -1,199 0.03
Hispanic Americans 129 0.62%3.98%820 -692 0.16
Native Americans 12 0.06%0.21%44 -32 0.28
Caucasian Females 818 3.96%29.24%6,031 -5,214 0.14
Causasian Males 14,629 70.92%29.55%6,095 8,534 2.40
TOTAL 20,628 100.00%100.00%20,628
Actual Expected Hours Disparity
Hours Hours Lost Ratio
African American Females 436 2.11%17.17%3,542 -3,107 0.12
African American Males 4,567 22.14%13.86%2,858 1,709 1.60
Asian American Females 0 0.00%2.97%613 -613 -
Asian American Males 38 0.18%3.02%624 -586 0.06
Hispanic American Females 24 0.12%1.85%381 -357 0.06
Hispanic American Males 105 0.51%2.13%439 -335 0.24
Native American Females 0 0.00%0.11%22 -22 -
Native American Males 12 0.06%0.10%21 -9 0.56
Caucasian Females 818 3.96%29.24%6,031 -5,214 0.14
Causasian Males 14,629 70.92%29.55%6,095 8,534 2.40
TOTAL 20,628 100.00%100.00%20,628
Actual Expected Hours Disparity
Hours Hours Lost Ratio
Minorities 5,181 25.12%41.21%8,501 -3,320 0.61
Women 1,277 6.19%51.34%10,590 -9,313 0.12
Minorities and Women 5,999 29.08%70.45%14,532 -8,534 0.41
Ethnicity Utilization Availability
Ethnicity and Gender Utilization Availability
Minorities and Women Utilization Availability
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Disparity Summary
A disparity ratio was calculated for each EEO job title by ethnicity and gender. A disparity was
defined when the ratio was 0.80 or lower. Tables 43 and 44 summarize the disparity findings.
African American workers were the one group that had a disparity in six of the seven job
categories. In the laborers and helpers group, they were overutilized. Asian American and Hispanic
American workers had a disparity in four job categories, were overutilized in two, and
underutilized in one, although this finding was not statistically significant. Native American
workers had a disparity in one job category, were overutilized in four, and underutilized in one.
Caucasian female workers had a disparity in four job categories and were overutilized in three.
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Table 43: Disparity Analysis Summary by Ethnicity
Table 44: Disparity Analysis Summary
Occupation
African
American
Asian
American
Hispanic
American
Native
American
Caucasian
Female
Caucasian
Male
Laborers and Helpers Disparity Disparity Overutilization Overutilization Disparity Overutilization
Operatives Disparity Disparity Overutilization Overutilization Disparity Overutilization
Tradesman No Disparity Overutilization No Disparity Overutilization Disparity Overutilization
Executive Officers and Middle Officers Disparity Disparity Overutilization Overutilization Disparity Overutilization
Professionals and Technicians Disparity Disparity Overutilization Overutilization No Disparity Overutilization
Administrative Support Workers Disparity Overutilization Overutilization Disparity Overutilization No Disparity
Sales and Service Workers Disparity Disparity Overutilization -Disparity Overutilization
Occupation Minorities Women Minorities and
Women
Laborers and Helpers Disparity Disparity Disparity
Operatives Disparity Disparity Disparity
Tradesman No Disparity Disparity No Disparity
Executive Officers and Middle Officers Disparity Disparity Disparity
Professionals and Technicians Disparity No Disparity No Disparity
Administrative Support Workers Disparity Overutilization Overutilization
Sales and Service Workers Disparity Disparity Disparity
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Anecdotal Analysis
Overview of Anecdotal Analysis
An anecdotal analysis was conducted to supplement the statistical findings and describe the
construction trade workers’ perceptions of their experiences working in MSD’s market area. These
accounts revealed unintended acts that may have hindered minority and female workers access to
job opportunities on an MSD construction contract.
The importance of anecdotal testimony in a disparity study was discussed in the landmark case,
City of Richmond v. J.A. Croson Co. (Croson).19 In the 1989 Croson decision, the United States
Supreme Court considered whether or not anecdotal testimony could be used to justify remedial
race-conscious remedies. The Court opined that “evidence of a pattern of individual discriminatory
acts can, if supported by appropriate statistical proof, lend support to a [local entity’s]
determination that broader remedial relief [be] justified.”20
Anecdotal testimony of individual discriminatory acts, when paired with statistical data, can
document the routine practices affecting minorities and females access to job opportunities.
Statistical data therefore quantifies the results of discriminatory practices, while anecdotal
testimony provides the human context to understand the numbers.
Methodology
The anecdotal testimony was gathered through 31 in-depth one-on-one interviews. The
participants included journeyman and apprentices who worked on a construction project in the
City or County of St. Louis. The anecdotal accounts reported by the interviewees represent their
experiences working primarily on construction projects within MSD’s market area. The
interviewees were asked about their pathways to journeyperson or union membership, difficulties
on the jobsite, challenges securing work, and the benefits of MSD’s workforce initiatives. The
participants were also asked if they had any recommendations to further diversify the labor pool
on MSD’s construction projects.
Findings
Most interviewees discussed their experiences with discrimination on the job site. Many of the
African American anecdotes report racist behavior encountered on the job site in both the City and
County of St. Louis. The behavior was described as racial taunts and derogatory behavior aimed
to shame and threaten the worker. Following is a sampling of anecdotes derived from the
interviews.
19 City of Richmond v. J.A. Croson Co., 488 U.S. 509 (1989).
20 Id.
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1. Pathways to Participation and Union Affiliation
The workers described their paths to securing employment in the St. Louis construction industry.
The St. Louis Agency on Training and Employment (SLATE), a City of St. Louis department,
provides training and job placement services to the City’s adult workforce in coordination with the
Missouri Department of Labor. SLATE offers employment services, including job placement,
career counseling, professional development, and access to training opportunities at no cost. In
addition, SLATE hosts several workshops, including, but not limited to:
• Hiring test strategies
• Résumé do’s and don’ts
• Finding your fit
• Networking to find a job
• Acing the interview
• Money management
Apprenticeship programs and on-the-job training emerged as the common pathway for entry into
the construction industry.
The unions can offer an opportunity to show that you are capable of doing things
and that you have a good work ethic. A lot of the work that we do is very dangerous.
So, there is not any room for attitude or disrespect. Now, I have run into disrespect
and had to address them.
On-the-job training served as a vehicle into the St. Louis construction industry for this worker who
attended a pre-apprenticeship program:
When I began, I worked for [company name withheld]. They bypassed my
apprenticeship by making me a residential pipelayer. They brought me in as a
residential pipe laying. It was a blessing and a curse. The blessing was I made
money immediately. The curse is I lacked the education and knowledge. I had to
get it on my own. I did graduate from the Construction Prep Center, a pre-
apprenticeship program. I served [number of years withheld] of a life sentence. I
got myself together while I was in and learned to deal with people with honor, as
opposed to how I was when I was a teen. When I got out, my probation officer gave
me a packet about the Construction Prep Center. So, I joined the Construction Prep
Center. And [name withheld] decided to give me an opportunity despite my past,
and I graduated at the top of her class.
In addition to on-the-job training and the Construction Prep Center, union-sponsored
apprenticeship training was described as another path to working in the St. Louis construction
industry:
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I participated in the Boilermakers Apprenticeship in the same union that I am at
today in St Louis. I had to go through a series of tests to get into the union. If you
had any welding experience, it helped as a head start in the program. Therefore,
you were more likely to be chosen to join the program. But it always helps to know
someone that is related to someone who knows someone. It is pretty niche; it really
helps to know someone.
2. Discrimination on the Job Site
In a special report on how racism impacts the construction industry, the online publication
Construction Dive identifies nearly 20 reported incidents of blatant racism on construction sites
nationwide in 2020, ranging from nooses hung in work areas to racist graffiti spewing hate.21
According to minority construction workers interviewed for the online publication, the reported
racist acts are examples of incidents that characterized their entire career in the construction
industry. St. Louis minority construction workers also reported that racist acts on the job site are
nothing new in the City of St. Louis.
One participant was subjected to a supervisor who told racist jokes in which African Americans
were derogatorily described as “black” ants:
Racist jokes were told. One of the supervisors at [company name withheld] openly
told this joke called, “How do you get rid of ants? The way you get rid of ants is to
wait until nightfall to get a can of black spray paint. Then paint all the ant mounds
with the black paint, and make sure you don’t miss any spot. In the morning, when
the sun comes up, the ants will realize they all live in a black neighborhood, they
then kill each other off.” This is a joke that he told a couple of times. There are
witnesses to this. I didn’t complain. It’s a proven thing that when you complain,
you disappear. When you complain, you find yourself not being called for work.
The use of the N-word by workers and their supervisors were reported as routinely used to
denigrate African American workers:
I was working on the [project name withheld], and a coworker told another guy,
“Do not bring that nigga to work.” That was said.
In addition to the N-word, “monkey” was another word reportedly used to humiliate African
American workers:
21 Construction Dive, Zachary Phillips, October 21, 2020. https://www.constructiondive.com/news/special-report-how-racism-impacts-
construction/587397
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To be honest man, I deal with racism so much. Not just at one job site but at several
job sites. I feel like it's an ongoing thing. I've dealt with some stuff, including racial
slurs. They say the N-word, and I hear things like “monkey” or “get the monkey
wrench.” The list goes on and on. I try to suppress a lot of that stuff in my mind and
stay focused. But it goes on a lot. More than it should. It shouldn't be going on at
all. The racism usually come[s] from fellow workers. But a superintendent called
me a “monkey.”
The N-word was also sung in songs about hanging African Americans which was intended to instill
fear in workers:
I have experienced some racial slurs and just outright racist behavior. This white
guy was singing a racist song about hanging blacks, but he was not saying black;
he used the N-word. Once I heard the song, I brought it to the officer's attention,
and they still continued to let the guy work there. They just separated us. I put in
my two weeks and quit the company.
African Americans being subjected to racist taunts and unequal treatment was described as typical
behavior on construction sites in the St. Louis area:
I have experienced everything from lack of information to not letting me see the
prints. I have been told that I will never be a foreman. The only reason you are here
is because you are black. They call me nigger. You know, what’s up nigger? If they
do something and I respond, then I am a troublemaker. I become the bad person. If
a minority leaves his tools or loses his coat, then he gets “minute mistakes.” And
then you have a white guy that might crash his truck while he is drunk. They feel
sorry for the one that’s drunk driving, but they will say that the black person cannot
be a foreman because he lost his raincoat, or his raincoat ripped. They marginalize
the minority’s career so that you cannot grow to be anything. They make sure the
only reason you are there is for the boots on the ground. They keep you on the job
just so they can meet their minority numbers, and can get jobs that require
minorities. There is no growth or promotion. We should just be happy that we got
some work. They also make sure you still get paid the least amount. They will let
me know that someone that has three years of experience which is four years less
than mine, gets paid $2 an hour more. They will give him foreman wages. They can
break tools, wreck trucks, throw their phones. But being black, you cannot do that.
They keep their good old boy plan together. And they make sure the minority is
completely isolated. There is a fear of being blackballed, especially with the
minority numbers being so small. If you say, hey, they are racist, then no other
company will want to hire you.
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African American workers were falsely blamed for injuries to Caucasian workers because of
stereotypical attitudes:
Some people are stuck in their ways. Even in 2020, you still have people that are
stuck in their ways. It happens all the time. I would be telling a lie if I said it has
gotten better. It happens with other people, too. Soon as I walk in the door, I’m
stereotyped. Sometimes, when a guy gets hurt on the job, I hear people say if I didn’t
have to hire any blacks, this would never happen. Or stuff like that.
Minority workers described being assigned menial tasks rather than tasks that teach trade skills:
When I worked with [company name withheld], there were no [trade type
withheld]. I was there almost five years and there was never a black [trade name
withheld]. There was no shortage of blacks working there, they just didn’t allow us
to [trade type withheld]. They didn’t allow us to do anything but simple and basic
tasks, such as cleaning up and flagging traffic. We could not do any of the foreman
positions. I was more qualified than some of the people that were foremen. Some of
them did not have OSHA 30, but they were still foremen because there was a lot of
nepotism at the company. People got hired based on somebody’s family or knowing
somebody in somebody else’s family. This is the stuff that goes on with contractors.
Unequal treatment between minority and non-minority workers were described as a common
occurrence on construction work sites:
In the decades that I’ve been in Local [union number withheld], I’ve only known
probably five black guys. A lot of the white guys are late every day. They laugh it
off. ‘Oh, it’s okay.’ But, let me be late and the superintendent will have something
to say. The foremen are friends with them. This happens a lot. But I’m not late. I’m
always early.
Experienced minority workers also complained that they were treated as if they were an assistant
to less experienced Caucasian laborers:
I worked on a job that was about 95% to 98% white. So, of course, there was some
discrimination. I had a white apprentice. But these guys didn’t see me when we
were out on projects. Most of the time, they didn’t want to talk to the black guy so
they would go to this white kid that didn’t know anything. They would ask him
questions, and sometimes I had to put my “cub” in place by letting them know he
is the apprentice. I say that’s a form of discrimination because you should first ask
who is over the project in order to understand what is going on.
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I worked on one of the projects and they had a laborer, and I was a [trade name
withheld]. He was not a supervisor, but he was able to control things because the
superintendent allowed it. And if anything was said about it, then you hear we don’t
need you anymore. That’s what we call playing ball. Normally, when you are on a
job, the only time a laborer would tell you something is if he’s a superintendent.
Then, he can tell you what to do. But if he’s a worker like me and the rest of the
workers, then it’s not his job or his place to say what do you do or how do you do
your job. But the superintendent should have addressed that problem without me
having to call my BA. And normally when you call the BA, you’re not there
anymore. They are going to let you go. They will find a reason, such as the work
slowed down. So, that’s usually what happens when you speak up.
Several minority workers reported that they are the first to be laid off regardless of their seniority
when there is a shortage of work:
I found that there is discrimination regarding layoff policies. I have experienced
this throughout my nearly two decades of being in the trade. I experienced getting
laid off before Thanksgiving and Christmas. So, I can’t really provide for my family
if I am laid off during the holiday season. You can’t really put food on the table. Or
show my kids a good Christmas if I am not working or making decent money like I
normally do during the spring and summer time. Even though I’m a journeyman
and I know my trade, they lay me off before laying off an apprentice. They lay me
off before them even though they don’t know how to do all the work. The
apprentices are non-minorities.
Sometimes when work gets slow, it seems like the brothers get let go first. The
minorities are the first to go. And some of us do work better than others.
I don’t like the fact that the white boys get to work more than us. [Company name
withheld] works the with white guys more than they work the black guys. This upsets
me because the black guys are the ones doing all of the hard work and busting their
ass all day. And the white guys get to slack off and play buddy-buddy with the next
white guy. It makes me angry when I am working, and they are slacking off when
it’s all said and done. I know how it is, and it’s never going to change.
On jobs, they hire a minority just to put them on books and then they lay them off.
And they maintain them on the books, but they do not keep their minorities. If they
don’t start checking these jobs to make sure minorities are working, it’s going to
continue to happen.
Most of the interviewees did not complain about the discriminatory practices on the construction
sites for fear of losing their job or other retaliatory acts:
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You do not want to be labeled a troublemaker because then you are a problem. The
first black sheet metal worker in St. Louis is still alive. He still tells people: make
sure you go to work, pay your bills and take care of your family. Because the
construction industry in St. Louis is white. They all know each other. They are all
friends with each other. They have been friends and buddies for a long time. And
he would hate for a minority to complain and then not get any more work. Then he
will not find any work, and they will keep skipping past him. They will fire you just
to make sure you do not work. So, it is not good to complain, even though the union
will say if you have a problem, come tell us. Every time they complain, they are
gone.
People write stuff in the Johnny on the spot at construction sites in St. Louis. They
write slurs and racist terms. This is stuff that’s not brought up in normal everyday
conversation. They don’t want to verbalize it, so they write it on the wall. I never
complain because I fear retaliation. There is a brotherhood system that we are not
a part of. So, you don’t want to be retaliated against.
Sexual harassment of women on the construction work sites was reported by several female
workers:
Working in the industry as a female, I have had experience with sexual harassment
as well as physical altercations. A gentleman grabbed my wrist and turned it down
like a police officer would. So, I say in the construction trade they treat women like
their wife or their child out in the construction site. The incident with the gentleman
grabbing my hand made me feel very uncomfortable and powerless because he
attended the military. So, it made me feel stressful. It’s like we don’t have anyone
there to fight for us even though they say the union is there for us. But at the end of
the day, the union isn’t there for us like they should be for women. I feel like the
union wasn’t there for me when I was sexually harassed. It was the owner of the
company that verbally harassed me and physically harassed me by putting his arms
around me. So, I went into many depressive states because of that. He told me about
sexual harassment, and then he turned around and was the one doing the sexual
harassment to the women on the job site. It felt like he was dangling our jobs over
our heads.
They communicate to women differently than they do men. They talk to women as
if we’re beneath them. They yell and curse at us. But when they come to a man, they
will talk to him. What’s the problem? What’s going on today? How’s your day? It’s
a different tone when they confront a man with a problem. But when it comes to a
woman, they yell and curse at us as if we’re one of their children. It seems like they
don’t want us on the job site making money. So, we get treated differently out there.
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Also, guys, they can go to the restroom by using Johnny on the spot. But when it
comes to the women, we have to report to them that we are on our way to the
restroom. I had an altercation with a foreman who grabbed my hand. He literally
chewed me out in the hallway about going to the restroom. I know as a woman,
people don’t listen to us or they don’t hear us as women in the construction trade.
We have no opinion. Even if we’re right about something, we get in trouble for it.
3. MSD Workforce Goals
MSD’s workforce goals were perceived as a valuable benefit for minority workers. Most credited
the goals as the basis for their employment:
I think minority workforce goals are valuable because the goals keep people of
color employed. So, I think that the goal is valuable. I think it would be helpful if
there were orientations on racial harassment on the job, so people learn what type
of behavior is not allowed on the job.
MWBE workforce goals are helpful. Without them, we would not get anything. It
gives some of us opportunities that may not present themselves in other places. I
believe those programs are valuable because the way that MSD does business, it
forces the contractor to conform to a certain set of rules which allows us to be able
to work. There are people that come around to take photos to see the minority
participation. But once again, they must [make] sure we are actually on the work
site.
I have better opportunities than a lot of people because I work out of hiring halls.
So, I feel like it’s important to have goals to protect people of color, like I have been
protected.
The goals keep everything on an equal playing field. I absolutely believe that they
are valuable. An equal playing field is where everybody gets treated equally. The
Bud Program started from the building trades. I think it may have started from
AFL-CIO with the building trades. They train kids about the different trades. And
then after completing the training, they actually get hired as a carpenter, plumber,
pipe fitter, or an electrician.
I think workforce goals are valuable from the aspect of minorities being able to
feed their family. Guys need to be able to know that you can go out here and provide
for your family. But I think that the goals should be increased.
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Workforce goals are needed because if they don’t push the issue, none of us will
get hired on MSD’s jobs. Otherwise, the only people working in the trades would
be Caucasian.
We need goals to be given the same fair opportunities. Because if someone like me
can do it, there are other people out there who are probably better than me. They
just have to be given an opportunity. If I had known this world even existed, maybe
I would have taken another path than being in the streets like I was.
Summary
The anecdotal analysis presented a qualitative account of the barriers and exemplary practices
journeymen and apprentices experienced while working on an MSD construction project or other
projects in MSD’s market area. However, the anecdotal accounts primarily represent the
interviewees experiences working on construction projects in MSD’s market area. The
interviewees referenced acts of discrimination and sexual harassment throughout the construction
industry in the City and County of St. Louis. They described barriers to promotions or supervisory
level jobs despite having equal or greater skill compared to the Caucasian males. The interviewees
highly valued the fact that MSD had workforce goals and recommended that they be increased.
This anecdotal information, together with the statistical findings, have informed the remedies
presented in Section IX: Recommendations.
Recommendations
Introduction
The purpose for setting workforce participation goals is to ensure that the demographic
composition of the workforce utilized in the performance of MSD’s construction and professional
services contracts is in parity with the availability of minority and female workers residing in the
City and County of St. Louis. The Study findings documented a disparity in the hiring of minority
and female construction trade, apprentice, and professional services. It also documented a disparity
in the hiring of professional service workers in all the job categories. The workforce goals should
be determined by the availability of minority and female workers in the construction and
professional service industries.
Evaluation of the 2012 Goal Attainment
Employment goals were approved by the MSD Board of Directors in 2013 to ensure minority and
female workers were utilized on MSD’s construction and professional service contracts at a level
equal to their availability in the City and County of St. Louis. MSD implemented a computer-
based system to track workforce utilization on construction and professional service contracts. The
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tracking process required construction prime and subcontractors to submit monthly reports of their
workforce, and professional service prime contractors to submit reports quarterly. Prior to May
2016, when the MDR computer-based system was implemented, the workforce data were collected
in hard copy forms. Information tracked during the study period was used to evaluate the 2012
goal attainment.
1. 2012 Construction Goals
The construction trade minority employment goal was 30.00%, and the female goal was 7.00%.
The attainment of the goal was measured by the number of hours that minorities and females
worked. As shown in Table 45, MSD’s attainment of the minority construction trades goal was
29.45% and the female goal attainment was 6.09%.
Table 45: 2012 Construction Trades Goal Status
Goals 2012 Construction
Trades Goals
Construction Trades
Utilization
Minorities 30.00% 29.45%
Females 7.00% 6.09%
2. 2012 Professional Service Goal Status
The professional service minority employment goal was 18.00%, and the female goal was 32.00%.
The attainment of the goal was measured by the number of hours that minorities and females
worked. As shown in Table 46, MSD’s attainment of the minority professional service goal was
16.17% and the female goal attainment was 35.38%.
Table 46: 2012 Professional Service Goal Status
Goals 2012 Professional
Service Goals
Professional Service
Utilization
Minorities 18.00% 16.17%
Females 32.00% 35.38%
3. 2012 Construction Apprentice Goal Status
There was a single construction apprentice goal of 40.00%, which was a combined minority and
female goal. As shown in Table 47, MSD’s attainment of the construction apprentice goal was
53.37%, which exceeded the goal. The fact that MSD is meeting the apprentice construction goal
shows that it is on its way to meeting the construction trade goal. As more employees complete
the apprentice program, they should graduate into journeyman, counting toward the construction
trade goals.
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Table 47: 2012 Apprentice Construction Goal Status
Goals 2012 Apprentice
Construction Goals
Apprentice
Construction Utilization
Minorities and
Females 40.00% 60.83%
2021 Employment Goal
2021 workforce goals are calculated using the goal setting standard derived from the three relevant
federal regulations, 41 Code of Federal Regulations (CFR) Part 60-1.4(a) and (b), 41 CFR Part 60-
250.4, and 41 CFR Part 60-741.4. The methodology for determining workforce goals requires the
enumeration by job category of minority and female workers available in MSD’s service area that
work in the construction and professional services. The availability data are derived from the
general population census.
1. Construction Trade Goals
The job categories used to calculate the availability of minorities and females in the construction
trades were defined by the job categories reported by MSD’s prime and subcontractors. These data
were reported in the Workforce Utilization Report form. The availability of minorities and females
in these job categories was derived from 2014-2018 EEO Tabulation. Based on this calculation,
the construction trade goal should be 39.00% for minorities and 15.00% for females.
Table 48: 2021 Construction Trade Goals
Ethnic Groups Construction Availability
Percentage
Minorities 39.04%
Females 15.21%
2. Professional Service Goals
The job categories used to calculate the availability of minorities and females in the professional
services were defined by the job categories reported by MSD’s prime contractors. These data were
reported in the Workforce Utilization Report form. The availability of minorities and females in
these job categories was derived from the 2014-2018 EEO Tabulation. Based on this calculation,
the professional service goal should be 24.00% for minorities and 37.00% for females.
Table 49: 2021 Professional Service Goals
Ethnic Groups Construction Availability
Percentage
Minorities 24.91%
Females 52.10%
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3. Construction Apprentice Goals
To calculate the availability of minorities and females for construction apprentices, the general
population census was used. In the population of residents in the City and County of St. Louis,
ages 20-44, 41.21% were minorities and 51.34% were females. The goal for construction
apprentice represents the average of the minority and female availability. The goal for construction
apprentice should be 46.00%.
Table 50: 2021 Construction Apprentice Goals
Ethnic Groups Construction Availability
Percentage
Minorities 41.21
Females 51.34
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