Pittsburgh's Workforce Demographics for Management Roles
A wonderful lady brought me this data project recently. She and her colleagues wanted to see how Pittsburgh compared to other cities in terms of ethnicity and sex in the workforce. This is not extremely difficult if you have the data, but a few things need to be kept in mind.
Your Data Caveats
1. Every city has a different demographic structure, making it difficult to compare cities.
2. Every city, sex, and ethnicity has a different workforce participation rate.
3. Every city has different industries, which in turn has different management structures. This in turn affects what percent of a city will be in Middle or Senior Management.
4. The only data source (that I could find) that is broken out by management structure is the EEO-1. This means that only companies that employ more than 50 people are counted.
5. Smaller cities (towns) will not have enough data points to filter out the noise. If there are only 3 Indian women working in a small city, and one of them is in senior management, it will significantly shift the data.
I've managed to equalize 1, 2, and 3 above so that city to city comparisons can accurately be made. I have not been able to counter the effects of 4 and 5, so it's best to only compare larger Metropolitan Statistical Areas greater than 500,000 people. This encompasses the top 100 cities in the country.
Now lets get to the meat of the data. I was able to equalize 1 by comparing total working population of Asians to Asian management (as a percentage) and so on for every ethnicity and sex. I was able to equalize 2 above by not taking into account the population of the city, but of only the working population of the city. At least working in companies greater than 50 people. I was then able to equalize 3 by taking all of the city's management and dividing it by the the city's working population.
Below, you'll see that 17.7 out of 1000 workers in the U.S. is in Senior Management. 94.8 out of 1000 workers in the U.S. is in Middle Management. With Pittsburgh's blue lines being lower than the U.S. average (orange), it shows that Pittsburgh industries are less top heavy.
Pittsburgh's Workforce Demographics Data
Now let's look at the columns compared to the orange dots. This shows the difference between the U.S. and the individual city. If every ethnicity and sex were in management at the same rates, all columns would match up with the blue line and all dots would match up with the orange line. An easier way to look at this, is the closer all columns are to the blue line, the more "equitable" your city. Now lets compare Pittsburgh with a more diverse city like New York.
NYC's Workforce Demographics Data
I find this comparison interesting since all of my New York friends tell me how diverse and accepting New York is compared to Pittsburgh. They may be right, you know, except for when you account for demographic differences in cities and boardrooms.
What I've found while looking through this data set, is that when accounting for demographic differences, many of the "rust belt" cities are just as equitable as other major cities on the east coast. Download the excel file here and see for yourself. All data comes from the EEO-1 that companies fill out yearly. If you're interested in the source data, the website is here.