Asheville Responds to Pay Inequities Amid Calls for Change from Employees

Asheville Takes Steps to Address Pay Inequities

In a move that aims to bring about significant changes in its hiring and compensation practices, the city of Asheville is addressing concerns raised by Black women employees regarding potential pay inequities. This discussion comes a year after the silent yet powerful complaints surfaced, showcasing the courage of those women who sparked this important conversation.

Acknowledging Concerns

During a recent City Council meeting on September 10, Council member Antanette Mosley highlighted the impact of these brave women, stating, “I want to lift those women up in this conversation.” It’s clear that their concerns have become a catalyst for change within the city. City Manager Debra Campbell presented a follow-up report, marking a step forward in the city’s efforts to address these issues more comprehensively.

The Challenges Identified

The report, which was first introduced during the February City Council retreat, revealed that Asheville’s Human Resources (HR) department had been facing significant challenges. Factors such as high leadership turnover and the absence of clearly defined policies have created a shaky foundation, which impacts about 1,200 city employees. According to the findings, the HR department, responsible for overseeing hiring and compensation, has been riddled with inconsistency. This lack of structure caused concerns surrounding fair and equitable hiring practices.

The city paid $74,000 to the local consulting firm Raftelis for an in-depth analysis of these issues. Raftelis interviewed various city stakeholders, who noted the absence of documented processes leads to inconsistencies in hiring and pay decisions. However, alarmingly, the report did not link the potential pay inequities to race or gender because the city does not currently collect demographic data, as highlighted in the Cease the Harm audit released earlier this year.

Leadership Instability

The report also pointed out the instability within HR leadership roles. Over the past few years, there have been several interim appointments to the HR director position. Most recently, Shannon Barrett resigned in March after a brief tenure. The city has since announced Emily Provance as the new HR director, with her start date set for September 16. Such consistent changes in leadership add to the challenges of creating a cohesive and effective HR strategy.

Plans for Improvement

During the council meeting, both Campbell and Mayra Cummings, a specialist in HR organizational learning and development, expressed their commitment to implementing several recommendations from the Raftelis report. They emphasized developing processes that promote equity, fairness, and transparency in the hiring process. One of their goals is to establish methods for monitoring employee demographics, which is vital in understanding how hiring, promotions, and pay adjustments may vary among employees.

Concerns from Council Members

Despite the ongoing efforts, some members of the Council, like Kim Roney, expressed frustration over the lack of awareness surrounding the Raftelis report’s release. “I’m embarrassed I missed the release of this report,” Roney said, reflecting on how the city employees might feel discouraged by the perceived lack of timely responses to their complaints.

A Path Forward

As the city of Asheville moves forward on this journey toward fairness and equity, it underscores the importance of listening to employees and fostering an environment where everyone feels valued—especially those who have historically faced inequalities. The city aims to transform concerns into meaningful actions, enhancing overall morale and trust in city governance.

This story remains in development, as Asheville continues to navigate these complex issues to cultivate a safer and more equitable workplace. Change takes time, but with determination and commitment, the city’s efforts may pave the way for a brighter future.