Category: Equality

Searching for the Invisible

Searching for the Invisible

NxtGov’s Participation in the Homeless Point-in-Time Count

By Kelly Joy, NxtGov Member

In January, the Community Engagement Team at NxtGov participated in Sacramento’s Point-in-Time count of people experiencing unsheltered homelessness throughout the region. The PIT count relies on hundreds of local volunteers to canvas set geographic areas throughout the county, and every volunteer directly contributes to making the PIT count as accurate and successful as possible. The information obtained during the PIT count gives not only valuable insight into the needs of a vulnerable population, but also potentially increases state and federal funding resources available in the community. Without enough trained volunteers, there are fewer people counted, which means the stories of those people are not heard and their needs are less likely to be met. NxtGov volunteers joined with staff members of the Homeless Coordinating and Financing Council and other representatives of state and local government to walk the streets of Sacramento and count the number of people experiencing unsheltered homeless. I was one of the NxtGov members who were proud to participate in such an important event for the community, and happy that our efforts helped make this important event a successful one.

There were dozens of groups of volunteers that walked the streets of Sacramento during the 2019 PIT count. The group I walked with surveyed a northern region in Sacramento’s “grid” area. We interviewed almost twenty people who were sleeping without shelter. We encountered even more that we were unable to interview.

One of the first people we interviewed was sitting on a bench at the light rail station. She said that one thing she would want to change about the homelessness system is the judgment and lack of dignity for people experiencing homelessness. “Sometimes we need a hug to get through it all. Just someone to care,” she said. She added that she felt blessed by God to be where she was in that moment to talk to people who cared to hear her story.

There were two young adults who didn’t “look homeless” by a stereotypical definition, but we interviewed them to make sure. They were both living on the streets. One got emotional and asked if we knew somewhere he could take a shower. I thanked them for their time when we finished the interviews and told them the information they provided would really make a difference. “You promise?” one of the men asked. I replied that I was positive that it would make a difference, and he seemed to be a little reassured by that.

We walked past a man trying to sleep in a planted area next to the sidewalk. He got up and offered to answer our questions. Our conversation was interrupted a number of times for him to answer questions I hadn’t asked him. After my initial confusion, it became clear that he was answering questions from another voice that I couldn’t hear. My heart sank even further when he said that he became homeless four days ago.

We encountered a veteran who responded “You’re doing the homeless count? Oh yeah, it’s January again.” He had been homeless long enough to witness many PIT counts, which take place once every two years. He had also grown up in foster care. I couldn’t help but think of the systems we have that are meant to protect people like him.

We happened across a woman who was living without shelter in a family of five, a rarity to find during the PIT count. She seemed to have a bright spirit, but there were moments during the interview that her answers felt like they carried more weight. “I have been homeless before, but it’s taking me a bit longer to come out of it this time for some reason.”

We encountered another young woman shortly after. The woman suffered from post-traumatic stress disorder due to physical family violence. She was also visibly pregnant.

We encountered a number of people living without shelter. There were a number of times that only one person out of our group of four saw someone. I couldn’t help but wonder to myself how many others were there that we weren’t able to find. Every person we did find, however, will not only contribute to our understanding of who is experiencing homelessness in our state, but also made a lasting impression on all of the volunteers who participated on the night on the count.

I don’t know the names of the people I surveyed since the surveys were anonymous, but I don’t expect that I will ever forget their faces. They were all completely different people with varied needs and experiences, but all were in a very vulnerable situation in that moment. I was glad to be part of a group that was willing to look and see the humanity in what is often considered an “invisible” problem.

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Government needs to close racial pay gaps in its workforce

Government needs to close racial pay gaps in its workforce

14%. That’s the estimated racial/ethnic pay gap between employees of color and White employees across California’s civil service workforce, a new report finds. While that may seem like a relatively small difference, that 14% pay gap can add up to a salary or wage disparity of approximately $10,000 each year.

The problem becomes only worse when one compares the average pay of historically underrepresented minorities (URM, which includes Black, Hispanic/Latin@, and American Indian communities), and females of color with the average pay of higher paid males, such as White and Asian males. In fact, analysis of publicly available data show that pay gaps between some females of color and White males reach an upwards of 36%.

What is driving these race and gender pay inequities?

This analysis, prepared by Hinnaneh Qazi, as part of her UC Berkeley Masters of Public Policy Graduate capstone project, in partnership with the California’s Health in All Policies Task Force, shows that the these disparities are largely a result of overrepresentation of females of color in part-time and seasonal work, concentration of URM employees in lower paying occupations as opposed to higher paying occupations groups, and White employees being more likely to hold management positions, especially the highest paid management positions. Using supplemental data from the U.S. Census American Community Survey (ACS), the paper also illustrates that pay inequality persists even after controlling for educational attainment.   

Moving forward, the State has the opportunity to investigate what is causing those inequities – and examine underlying issues related to recruitment, outreach, retention, culture, and/or promotion. NxtGov supports work like this through our program areas, but it takes more than that. We believe our workforce should equitably reflect the diversity of our state, especially in Sacramento, one of the most diverse cities in the nation.

California is a leader in shedding greater light on the State’s gender pay gap. They’ve also taken significant measures to mitigate it, from the passage of the California Fair Pay Act (SB 358) in 2015 and a bill in 2017 (AB 168) which bans employers from inquiring about a job candidate’s salary history. This year, members of NxtGov participated in unfocus groups applying UX principles to assess the use of current state tools that could be improved to increase professional development.

It’s now time to take on racial pay inequities in addition to and in intersection with gender equity – and other cities, states, and the federal public sector should follow suit.

To view the full report, click here.

 


¹State demographic data only captures an employee’s sex (whether an employee reports being male or female), and does not collect gender identify information.

DISCLAIMER: This is an unofficial organization that is not connected to any one government entity.

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