Supervisor Solis Shifts the Lens to Showcase Diverse Workforce in High Level Positions

The County of Los Angeles has received high-esteem for its Equal Employment Opportunity offering and its proud recognition by Forbes as one of America’s Best Employers (2015, 2016, and 2017). In upholding to these high standards, the Board of Supervisors passed a motion, authored by Supervisor Hilda L. Solis and co-authored by Supervisor Janice Hahn, to improve the emphasis in diversity in hiring for executive-level positions.

“The County needs to take a hard look at all levels of management and ensure that County executives are just as diverse as our workforce as a whole,” said Supervisor Solis. “The beauty of our County rests in our diversity, and we are refocusing our lens to find the best ways to cater to each of the communities that create the tapestry of Los Angeles. Whether it is racial diversity, ethnic diversity, disability, or LGBTQ identification, we want to expand leadership development training opportunities to make even greater progress towards our goals of exceptional service.”

“I don’t buy it when I am told that we do not have qualified diverse candidates to fill top jobs in the County. This is an incredible country, this is an incredible county.  We can and should do better and I am hopeful that this motion will help us hire Department Heads, Chief Deputies, and Deputy Directors that are just as diverse and strong as the residents it serves,” said Supervisor Hahn.

Over 100,000 employees form the County of Los Angeles workforce, and the Board of Supervisors aims to ensure that training and development efforts for career pathways and leadership opportunities are reflective of the County’s overarching commitment to diversity. Supervisor Solis’ motion aims to magnify management diversity and capacity through enhanced leadership development and networking opportunities. Additionally, under today’s motion, each County department director must engage in succession planning efforts including mentorship programs, affinity groups, peer-to-peer support, and micro-teach-ins.

Additional directives call to enhance the County’s job site ( and direct the Department of Human Resources, in consultation with County departments, to report back to the Board in 90 days on each departments’ planning efforts and progress made. The report will provide data on organizational diversity, both throughout the County and by department, with figures on the composition of line staff, middle management, and executive management by gender, ethnicity, LGBTQ identification.


Contact: Michael Kapp, Communications Director, (213) 974-4111 or