Instrument 1 – Topic Guide for Program Managers, Staff and Partner Discussion
OMB Control No: 0970-0356
Expiration Date: 02/29/2024
Guide for Site Visit Data Collection– Program Managers, Staff or Partners
Employment Processes as Barriers to Employment in the Lower-Wage Labor Market Study
Introductions/purpose of the study: Racial bias can be present in any step of the employment process, including how jobs are advertised, applications are screened, tasks and work hours are assigned, mentoring is offered, compensation is set, and retention and promotion decisions happen. To meaningfully improve racial equity in employment, it is important to understand the many ways in which employment processes in hiring, promotion, and wage setting can contribute to racial disparities in employment.
This project, conducted by Abt Associates and the University of Chicago and sponsored by the Office of Planning, Research, and Evaluation (OPRE) within the Administration for Children and Families (ACF) at the U.S. Department of Health and Human Services, is reviewing what is known about how employment processes can present barriers for workers of color, and identifying potentially promising strategies to address biases in the low-wage labor market. As part of this research, we would like to learn more from organizations that are implementing strategies intended to eliminate racial bias in employment practices.
We would like to talk to you to learn more about the work you’re doing at [SITE NAME].
Privacy statement: The discussion today should last about <”90 minutes” if respondent is program manager; “60 minutes” if respondent is program partner>. Your participation is voluntary. You may decline to answer any questions that you do not feel able to answer or comfortable with answering. Before we start, I want to let you know that although we will take notes during the discussion, information is never attributed to the name of the respondent in written summaries. Those summaries will be used to inform conversations with ACF about future research and will not be made public. Findings from across all of the individuals we talk to will be included in reports and presentations to help inform future ACF research, by describing how and why organizations seek to address racial bias in employment, who is involved in such efforts, common challenges and promising practices. Those reports and presentations may be public. We will maintain privacy of records unless otherwise compelled by local, state and federal laws.
<For interviews with more than one respondent> We also ask that everyone present on this call respect one another’s privacy and not share information that was learned on this call.
Do you have any questions before we get started?
The Paperwork Reduction Act Statement: This collection of information is voluntary and will be used to understand how employment processes can present barriers for workers of color and to identify promising strategies to address bias in the low-wage labor market. Public reporting burden for this collection of information is estimated to be <”90 minutes” if respondent is program manager; “60 minutes” if respondent is program partner>, including the time for reviewing instructions, gathering and maintaining the data needed, and reviewing the collection of information. An agency may not conduct or sponsor, and a person is not required to respond to, a collection of information unless it displays a currently valid OMB control number. The OMB number and expiration date for this collection are OMB #: 0970-0356, Exp: 02/29/2024. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden to Andrew Clarkwest (Abt Associates); Andrew_Clarkwest@abtassoc.com.
The guide is organized into topical sections to structure the discussions with Program Staff and Program Managers involved with implementing the intervention. Discussion facilitators will use information gathered via exploratory calls and reviews of publicly available information to customize this topic guide to be most relevant to each site. Different from an interview/interview protocol where each bullet point would be a framed question, the topic guide outlines potential topics as not all will be relevant to each site.
Name, title, organization/affiliation, length of involvement with the organization and with the program
Educational background and prior work experience
Overall role/job responsibilities
Local economic context, including:
Major industries, experience of industry under study, recent economic trends, other issues that affected economy (natural disaster, company closing);
Unemployment rate and labor supply issues
Types of jobs available
Wages
Availability of benefits/other forms of compensation
Relevant topics of discussion in the broader public sphere around challenges faced by low-income workers and relevant policies and other ways to address them (e.g., local proposals about minimum wage or sick leave)
Demographic context: Racial/ethnic demographic breakdown; percent below the poverty line, education levels
Current climate on race relations (e.g., recent events that have affected perceptions of/discussions of racial bias)
Perceptions of how various contextual factors affect the intervention
Organization background
Type of organization
Major sources of funding; total level of funding (if applicable)
Total number of paid staff and percent FTE in organization
Nature of other programs or services organization offers
Populations/types of employers/types of workers targeted by other programs and services
Organizational resources and capacity
Annual budget and funding sources
Other programs/services provided
Stability of funding
Sustainability and prospects for future funding
Operational structure for intervention of focus
Management structure
How program is situated/managed within the larger organization or institution
Program oversight
Staff and positions
Number of staff (including percent time) and titles
Required experience and qualifications
Primary responsibilities
Racial composition of staff
Resources for intervention (Program managers and staff, partners)
Budget and funding source for intervention
Stability of funding
Number of staff and positions
Titles
Required experience and qualifications
Primary responsibilities
Number of FTEs by position
Racial composition of staff
Problem/source of bias that intervention aims to address
Goals of intervention
How the intervention intends to address sources of bias
Which employment processes the intervention targets (attracting job applicants, selecting job applicants, job assignments, performance assessment, retention, advancement)
Perception of intervention’s promise and limitations in addressing bias
Additional questions for program managers (and partners if applicable)
Origin of intervention:
Intervention implementation
Who started the program/intervention
Who else was involved in initial planning
Reason the intervention was started
Notable events that played a role in the start of the intervention
Recruitment, enrollment, or customer acquisition (if applicable)
Engaging employers
Types of employers targeted, and why
Outreach and recruitment strategies (e.g., website, social media, word-of-mouth, fliers, referrals, community events, other agencies/programs)
Effectiveness of strategies
Most common way employers become involved
Content of information to employers
Perceptions of employers’ motivations to take up the intervention or product
Outreach and recruitment for workers (if applicable)
Target population
Outreach and recruitment strategies (e.g., website, social media, word-of-mouth, fliers, referrals, community events, other agencies/programs)
Effectiveness of strategies
Challenges the intervention encountered and how they were overcome
Ongoing challenges
Successes
Promising approaches for others addressing bias in employment processes
Plans for program continuation/expansion/changes
Composition of the Applicant Pool (if applicable)
Before the intervention, composition of the applicant pool (consider race, ethnicity, age, gender, educational status, immigration status, involvement with criminal justice system, other areas of interest to the intervention)
Intended changes to the composition of the applicant pool
If intervention has begun, changes to the composition of the applicant pool that have occurred
Current recruitment process
Changes they are making to recruitment/outreach:
Posting in different places/ways
Changing application process
Changing application requirements
Changing language in job posting
Other changes
Rationale for why changes might lead to changes in applicant pool
Challenges the intervention encountered and how they were overcome
Ongoing challenges
Successes
Promising approaches for others addressing bias in employment processes
Plans for program continuation/expansion/changes
Who is hired from the applicant pool (if applicable)
Overall proportion of applicant pool that is hired
Before the intervention, disparities in who is hired vs. applicant pool by: (consider: race, ethnicity, age, gender, educational status, immigration status, Involvement with criminal justice system, other areas of interest to the intervention)
Anticipated changes to the composition of who is hired post-intervention
If intervention has begun, changes that have occurred in terms of applicant pool
Candidate review process pre-intervention
Candidate review process post-intervention
Rationale for why changes in process might lead to changes in composition of who is hired
Challenges the intervention encountered and how they were overcome
Ongoing challenges
Successes
Promising approaches for others addressing bias in employment processes
Plans for program continuation/expansion/changes
Quality of Employees’ Initial job Assignment (if applicable)
Overall job characteristics, pre-intervention
Initial wage and raise potential
Benefits available and take-up of benefits
Hours (worker preference vs. hours available; scheduling)
How decisions were made about which new hires are assigned to which roles
Opportunities for promotion
Employee autonomy in the role
Workers’ perception of job quality
Racial disparities in job characteristics, pre-intervention
Anticipated changes in terms of quality of job assignments
If intervention has begun, changes that have occurred in job assignment
Rationale for how intervention may shift quality in job assignment
Challenges the intervention encountered and how they were overcome
Ongoing challenges
Successes
Promising approaches for others addressing bias in employment processes
Plans for program continuation/expansion/changes
Employees’ Development and Support (if applicable)
Development and support, pre-intervention
Supervision structure
Formal and informal mentorship
Formal and informal training
Workers’ perception of development and support
Anticipated changes in terms of development and support
If intervention has begun, changes that have occurred
Rationale for how intervention may reduce racial bias in in the development and support that employees receive
Challenges the intervention encountered and how they were overcome
Ongoing challenges
Successes
Promising approaches for others addressing bias in employment processes
Plans for program continuation/expansion/changes
Advancement and Termination (if applicable)
Advancement and termination processes and results, pre-intervention
Performance criteria and reviews and disparities in outcomes
Disciplinary processes and disparities in outcomes
Disparities in job tenure
Job advancement
Reasons for leaving job
Workers’ perception of advancement and termination
Anticipated changes in terms of advancement and termination
If intervention has begun, changes that have occurred
Rationale for how intervention may lead to desired changes
Challenges the intervention encountered and how they were overcome
Ongoing challenges
Successes
Promising approaches for others addressing bias in employment processes
Plans for program continuation/expansion/changes
Most important results of implementing the intervention
Percent of workers of color hired/retained
Increase in wages for POC workers
Reductions in wage disparities
More consistent hours
Benefits
Rates of promotions
Job satisfaction
Autonomy
Measuring Outcomes
Specific metrics used
Appropriate timing and frequency of measuring outcomes
Other metrics considered
Overall perceptions of importance of addressing racial bias in employment processes
Potential policymaker approaches to address racial bias in employment processes
Overall successes and challenges
| File Type | application/vnd.openxmlformats-officedocument.wordprocessingml.document |
| Author | Deena Schwartz |
| File Modified | 0000-00-00 |
| File Created | 2023-10-26 |