Resolution 013-20RECORD OF RESOLUTIONS
Dayton Legal Blank, Inc., Form No. 30045
Resolution No.
13-20
Passed , 20
A RESOLUTION AFFIRMING DUBLIN'S COMMITMENT TO ACHIEVING
AND MAINTAINING PAY EQUITY WITH CITY PERSONNEL
WHEREAS, the City of Dublin is committed to attracting and retaining the highest
quality and most talented workforce; and
WHEREAS, the City of Dublin recognizes the impact of pay inequity and implicit bias
and how it contributes to the disproportionate impact across different races,
ethnicities and genders; and
WHEREAS, the City of Dublin reviews objective information to understand how
hiring, promotional, and pay practices may lead to gender, ethnic and racial
disparities; and
WHEREAS, the City of Dublin invests time and talent to address gender and raced -
based wage disparity.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Dublin, of
its elected members concurring, that:
Section 1. The City of Dublin is committed to pay equity in the workforce.
Section 2. The City demonstrates a commitment to pay equity through processes
that reflect gender -neutral salary offers and wage increases.
Section 3. The City's union workforce has collective bargaining agreements that
are gender neutral and wages that are bargained based on longevity of service.
Section 4. The City's non-union workforce annual increases and salary offers are
based on algorithms and analysis that eliminate gender bias.
Section S. This Resolution shall be effective upon passage in accordance with
Section 4.04(a) of the Revised Charter.
Passed this day of Gi.IiL�V' 2020.
Mayor - Presiding Officer
ATTEST:
Clerk of Council
Office of the City Manager
7City of Dublin Phonne: 614.410.4 00 ParkwayEmerald F x: 6l14.O4 0.4490 1090
To: Members of Dublin City Council
From: Dana L. McDaniel, City Manager
Date: January 14, 2020
Initiated By: Jennifer L. Miglietti, Director of Human Resources
Re: Dublin's Commitment to Pay Equity
Background
Memo
In 1963 the Equal Pay Act, designed to abolish the gender pay gap, was signed into law.
However, nearly 60 years later, many opportunities exist to improve communities by
sharing and expanding best practice solutions with the intent of contributing to the
economic vibrancy of our greater community.
Pay equity means paying jobs of similar value, skill, responsibility and working conditions
equitably. From a gender perspective, that means ensuring female -dominated jobs are
paid equitably to male -dominated jobs of similar value and worth to the organization.
The Gender Pay Gap, or wage gap, refers to women's median annual income compared
to men's median annual income. It compares different jobs across sectors and industries
using census data. Issues of equal pay for equal work and pay equity drive the gender
pay gap. In the Columbus Region, the gender pay gap is 78 cents to $1, meaning women
make 78 cents for every dollar men make. Nationally, women earn 80 cents for every
dollar men make. There is an even larger disparity for women of color.
City of Columbus Mayor Andrew Ginther has challenged surrounding communities to join
him and First Lady Shannon Ginther in pledging to close the gender wage gap. This
voluntary, employer -led initiative includes promoting innovation to address gender- and
race -based pay inequities.
Procedures
The City of Dublin is committed to pay equality and equity. Annually, the Human Resources
Director reviews the Compensation Plan for the Non -Union Personnel and analyzes the
workforce to ensure the systems for offering starting salaries and annual increases eliminate
gender bias. The union personnel collective bargaining agreements are gender neutral, and
wages and increases are based on experience and longevity with the City. Based on these
assessments, staff has confidence that the systems in place are free of bias.
Recommendation
It is my recommendation that we respond to the invitation from the City of Columbus and offer
our voluntary pledge to continue our commitment to pay equality through our current practices
Memo re. Dublin's Commitment to Pay Equity
January 14, 2020
Page 2 of 2
and procedures, but also engage with other organizations to find additional ways to ensure we
are meeting and exceeding best practice standards.