Workforce Statistics 2023

Countywide 

The data below shows information about total employees, racially and ethnically diverse employees and formal leaders, gender, age, EEO-4 category and turnover for all full and part-time employees. It shows our progress in attracting, retaining and promoting a diverse and talented workforce (Talent Attraction, Retention and Promotion) and serves as a workforce planning tool, allowing us to consider opportunities, strengths and areas in need of improvement.

Employees and Formal Leaders by Race/Ethnicity

Employees

The percentage of racially and ethnically diverse employees in the county’s workforce since year-end 2002 has more than doubled from 15.8% to about 40% and has been in excess of 30% for the past seven years, surpassing the reported census labor force demographics for our community*. At year-end 2023, 3.1% of the county’s workforce did not specify a race or ethnicity, down slightly from 2022, but still trending higher over the past several years. About 56% of the county’s workforce reported being white, not Hispanic.  
*The county’s civilian labor force includes 34.9% racially and ethnically diverse individuals.

New Hires

Of 476 new employees hired in 2023, 266 were racially and ethnically diverse (56%). Racially and ethnically diverse employees were hired at a rate more than 16 percentage points higher than the overall diversity of the organization or the county’s civilian labor force. Racially and ethnically diverse hiring has remained above 55% since 2019, peaking above 60% in 2020 and 2021.  

Promotions

Of the 239 promotions in 2023, 114 employees were racially and ethnically diverse (48%).  
Of the 715 new hires and promotions, the county hired and promoted 382 (53%) racially and ethnically diverse employees. 

Formal Leaders 

The county’s formal leaders include 600 directors, managers and supervisors. It is the county’s ongoing objective to increase diversity in this area to better reflect the community we serve. 
Racially and ethnically diverse formal leaders have experienced an upward trend over the past five years, from 24% at year-end 2018 to 29% at year-end 2023.  


Officials and Administrators 

In the EEO-4 category of “Officials and Administrators,” the percentage of racially and ethnically diverse directors and managers at year-end 2001 was 1.4% and as recently as 2017 was less than 10%. The percentage of racially and ethnically diverse directors and managers increased to 27% by year-end 2023. 
 


Female Employees and Formal Leaders  

The county’s workforce is comprised of 61% female employees and 39% male employees. 
68% of total new hires were female and 65% of promotions were female. 
The percentage of female employees in the county's workforce has been at least 60% for the last seven years and reflects the demographics of the community we serve. 

The county's total civilian labor force includes 51.4% female employees.

Female Formal Leaders

58% of directors are female, mirroring the overall percentage in the county’s workforce as well as the demographics of the community we serve.
54% of total formal leaders are female.

Female Employees by EEO-4 Categories

57% of Officials and Administrators are female. Combined, more than half of the county’s female employees are employed in the EEO-4 categories of Professional (43%) and Para-Professional (21%). About 67% of Ramsey County’s Professionals are women and about 76% of Para-Professionals are women, respectively.  
The highest concentration of female employees are found in the EEO-4 Administrative Support category (79%), with the lowest concentration in Skilled Craft (5%).  


Employees by Generation

The county’s workforce is comprised of five generations, with an average age of 45.3. 
The percentage of employees in the Baby Boomer generation increased to 16% at the end of 2023. Generation X remained at 43%. Generation Y (Millennials) increased by 1% to 38% of the workforce. Generation Z continues to populate the workforce increasing to 3%.  
For the last nine years, the combination of Generation X and Y consistently represented over 60% of the workforce, steadily growing to about 80% in 2023. The most racially and ethnically diverse employees are found in Generations Y and Z, which include 51% and 50% racially and ethnically diverse employees, respectively. Generation X is the third most diverse generation in the Ramsey County workforce at about 36% racially diverse. 


Employee Turnover

Turnover is the rate at which employees leave an organization (separations) during a certain time period. This data calculates turnover by dividing the number of separations by the number of full and part-time employees. 
Of 3,723 full and part-time employees, turnover during 2023 was about 13.7%, compared to the 10-year average leading up to 2023 of 11.5%. 2021 and 2022 stand out as each having turnover rates of more than four percentage points higher than any other year in the previous 10 years. Total separations were 511, making 2023 the first time in the past few years the rate of turnover was under 15%.

Separations

Total separations (510 employees) include both voluntary and involuntary departures from employment. Of the total separations, 242 (47%) were racially and ethnically diverse employees. 
Voluntary separations accounted for 437 (85%) of the total. Of voluntary separations, 198 were racially and ethnically diverse employees (45%), or about 5 percentage points more than the total workforce. 
Involuntary separations accounted for 70 (14%) of the total. Of involuntary separations, 41 were racially and ethnically diverse employees (59%). 


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*Ramsey County five-year estimates (2018-2022) from the American Community Survey - U.S. Census Bureau.
For more information on Ramsey County Human Resources, visit ramseycounty.us/hr.