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2 <br />for equal employment opportunity; reviews current affirmative action programs; and <br />describes the process for communicating the County's Equal Employment Opportunity <br />program and Affirmative Action Plan both internally and externally. <br />The utilization analysis portion includes a review of fihe County's utilization of women <br />and minorities in its workforce in relation to the availability of women and minorities in the <br />recruitment area labor force (not population generally) -overall and by the eight federal <br />Equal Employment Opportunity (EEO) occupational categories (Attachment). The <br />recruitment area labor force is based on the 1990 Census data for the four-county <br />recruitment area of Orange, Alamance, Durham and Wake Counties. It reflects people <br />who are already employed or available for employment. <br />Orange County Work Force <br />The utilization analysis of the Orange County work force continues to indicate positive <br />results. The County's overall utilization of women and minorities is greater than the <br />availability in the recruitment area labor force (Attachment). Specifically: . <br />• 28.4 percent of .permanent Orange County employees are minorities as compared to <br />24.8 percent availability in'the recruitment area labor force and <br />• 58.6 percent of permanent Orange County employees are women as compared to <br />48.3 percent, availability in the recruitment area labor force. <br />The analysis by EEO category indicates the County has a particularly strong minority and <br />female representation in the categories of Officials and Administrators, Professionals and <br />Technicians. <br />The analysis by EEO category indicates underutilization of minorities in relation to the <br />availability in the recruitment area labor force in the categories of Protective Services and <br />Paraprofessionals and underutilization of women in the categories of Protective Services, <br />Skilled Craft and Service/Maintenance. <br />In continuing to work towards the ideal of achieving representation of minorities and <br />women in the workplace at least proportional to the recruitment area labor force, the <br />County will seek to maintain current levels of representation where no underutilization. <br />currently exists and has established .goals and. timetables for each EEO category in <br />which underutilization is indicated by the analysis. <br />In recognition of the significant, rapid growth in the area Hispanic-Latino population and <br />the need to promote representation in the Orange County work force, the County has <br />initiated affirmative recruitment efforts targeted to the Hispanic-Latino community and will <br />continue to build on these efforts as opportunities are identified. These efforts also <br />support the multi-lingual recruitment and hiring policy adopted. by the Board of <br />Commissioners at the November 3, 1999 meeting. <br />Affirmative efforts include: <br />• Participation in the La Fiesta Del Pueblo job fair to promote awareness of Orange <br />