New York City Council

Analysis of pay differences in the
New York City municipal workforce

TABLE OF CONTENTS

Letter from Speaker Adrienne Adams...................................................................................................... 5
INTRODUCTION............................................................................................................................................................ 8

Key Findings (2019 data)............................................................................................................................. 8
Slight Improvement, but Inequities Remain.................................................................................8

BACKGROUND............................................................................................................................................................ 10

The Pay Equity Law....................................................................................................................................... 10

The Pay Gap: Race/Ethnicity and Gender................................................................................... 10
Terminology and Model Results......................................................................................................... 10

Language Choices...................................................................................................................................... 10

Non-Adjusted and Adjusted Pay Gaps........................................................................................10
Model Results................................................................................................................................................ 11

Data with Voluntary Fields..................................................................................................................... 11

Former Employees......................................................................................................................................11
Gender.................................................................................................................................................................11

Race/Ethnicity.............................................................................................................................................. 11

Education Level............................................................................................................................................ 11
Agencies............................................................................................................................................................. 11
Uniformed Titles..........................................................................................................................................12ANALYSIS & CONCLUSIONS........................................................................................................................... 14

Same Civil Service Title Adjusted Pay Gap................................................................................14
Race/Ethnicity..............................................................................................................................................14

Gender................................................................................................................................................................ 14
Race/Ethnicity & Gender......................................................................................................................14

Gender & Uniformed Employees..................................................................................................... 16

Occupational Segregation Non-Adjusted Pay Gap.............................................................16
Gender................................................................................................................................................................ 16

Race/Ethnicity.............................................................................................................................................. 16
Race/Ethnicity & Gender...................................................................................................................... 17

Differences in Salary within Civil Service Title Code...................................................... 19

Occupational Segregation across the Municipal Workforce................................... 20
Occupational Segregation in Uniformed versus Non-Uniformed Titles.......... 22

Occupational Segregation between Agencies..................................................................... 23

Occupational Segregation within Agencies........................................................................... 24
Occupational Segregation in the Part-Time Workforce............................................... 41

RECOMMENDATIONS............................................................................................................................................44

Legislative Package......................................................................................................................................44

APPENDIX...................................................................................................................................................................... 46
Appendix A: Data, Limitations, and Methodology.............................................................. 47

Appendix B: Uniform Title Codes....................................................................................................... 48
New York City Council • PAY EQUITY IN NYC

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DEAR NEW YORKERS:
As a Council, we are constantly striving towards the ideal of a truly equitable society. We knowthat achieving that ideal is contingent on valuing all people for their contributions to our great city.
Yet, we have long been aware that — even within our municipal workforce — pay disparity persists,
particularly along racial and gender lines. We also know that this is especially true for Black,
Hispanic, and Asian women.
In passing the Pay Equity Law (Local Law 18 of 2019), the Council took an innovative approach toreach a simple goal: to increase access to City data so that it could understand trends and pay gaps
among City workers, and propose solutions to eliminate those disparities. In its first report, in 2021,
the Council identified that a major root cause of pay disparity in the City workforce is occupationalsegregation – that certain demographic groups are over- and under-represented in different City
jobs – and that pay disparity often correlates with how those jobs are valued. This report builds onthat work, setting forth specific legislation that will work to narrow the pay gap.
The legislative package now being advanced by the Council enhances these efforts bystrengthening the existing pay equity law; evaluating recruitment, retention, and upward mobility
opportunities within and across City agencies; and analyzing pay so that compensation for City jobs
is commensurate with the value they provide.
Those with the authority, power, and voice to make change have the responsibility to help ensureadvancements. As the first women-majority Council, we will not rest until women — particularly
women of color — are valued equally for their crucial contributions to our City. More than 300,000
New Yorkers serve this city of 8 million residents. Nearly 60% of that dedicated workforce consistsof women, and more than half are Black and brown women. They field our 911 emergency calls,
they clean our parks, they reintegrate formerly incarcerated persons back into communities, andthey provide care for the most vulnerable among us. They keep this City running. The devaluing ofwork historically done by women must end. We will not stop until we are paid the equitable wages
we deserve.
Sincerely,

Speaker Adrienne E. Adams

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Introduction

INTRODUCTION
In 2019, the New York City Council (Council)
passed Local Law 18, also known as the “PayEquity Law,” to identify pay disparities among
employees of the City of New York (NYC) basedon race, ethnicity, gender, and other protectedclasses. The law requires the Mayor’s Office ofData Analytics (MODA) to report NYC municipal
employee pay data publicly and to provide
the Council with direct access to the data tofacilitate its own annual statistical analysis.
In August 2021, the Council published a reportcontaining its analysis of NYC municipal employee
pay data for 2018 (the 2021 Pay Equity Report).1
In the 2021 Pay Equity Report, the Council
concluded that while municipal employees withthe same civil service title generally receive
equal pay, between civil service titles, employee
demographics are often segregated along genderand racial lines. Moreover, the 2021 Pay Equity
Report concluded that this segregation results inpay disparity due to significant differences in pay
based on civil service titles.
This report builds on the observations and conclusions in the 2021 Pay Equity Report, based on
additional data for 2019. The analysis compares
the annual datasets provided to ascertain whether
any progress is being made by the City towards
closing the pay gap. The report includes a seriesof proposed legislation, intended to enhance theCouncil’s oversight of the City’s ongoing effort toachieve pay equity across the municipal workforce.

KEY FINDINGS (2019 DATA)
Slight Improvement,
but Inequities Remain

The Council’s analysis of the 2019 data largely
demonstrates that the pay gap in the NYC

I

municipal workforce, observed in the 2021 Pay
Equity Report, still persists. While the data may
show some indication of a slight shift toward
equity, because of certain data constraints(e.g., the analysis only covers two years’ worthof data, and the salary amounts reported havenot been adjusted for inflationI) the analysis
cannot be conclusive.
Data for 2018 and 2019, do, however, reveal
two persistent, large, non-adjusted pay gaps
in the NYC municipal workforce--one between
Black or African American, Hispanic or Latino,
and white employees; and another between
male and female employees. Notably, thedata confirms that non-white employees andfemale employees predominantly occupy civil
service titles with the lowest median salaries,
and the same groups represent a much smaller
proportion of employees who occupy civil service
titles with the highest median salaries.
Pay gaps observed between white employees
and non-white employees and males andfemales shrink dramatically among individuals
in the same civil service title, suggestingthat occupational segregation—the over- (orunder-) representation of certain demographic
categories in specific occupations—remains adriving force of pay inequity among the NYC
municipal workforce.
Pay inequity can additionally be observed within
civil service titles. Even after adjusting the 2019
data for civil service title and other variables
that may affect salary, a small but significant
difference in the pay of non-white employees
remains. Pay inequity is particularly pronounced
for non-white female employees. While Black or
African American male employees make 0.9%
less than white male employees with the same
title, Black or African American female employees
and Hispanic or Latina female employees makeeven less—1.4% and 1.3%, respectively.

Adjusting for inflation to account for purchasing power could facilitate a more precise comparison of employee pay. A nominal (i.e., unadjusted) comparison may be misleading when inflation is high. Cost-of-living adjustments intended to account for the loss of purchasing
power that NYC municipal employees may experience over time as a result of inflation are routinely made to employee salaries, typicallyupon the negotiation of new collective bargaining agreements with municipal labor unions.

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PAY EQUITY IN NYC • New York City Council

Background

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BACKGROUND
THE PAY EQUITY LAW

The Pay Equity Law expanded access to the City’s
data to uncover the existence of pay disparities
among the municipal workforce, so that the City
can develop and implement solutions to achieve
pay equity. Under the law, MODA must publicly
report aggregated City pay data annually andassess it for disparities based on gender, race,and ethnicity. The Pay Equity Law also entitles
the Council to directly access NYC employee pay
data via an Application Programming Interface,or API, to facilitate independent verification of
MODA’s findings. The Pay Equity Law is the firstever local law that grants the Council directaccess to individualized data in this way, making
possible the analysis that informs this report.

THE PAY GAP:
RACE/ETHNICITYAND GENDER

Disparities in pay equity are most often
measured by the racial pay gap2 and the gender
pay gap.3 Accordingly, the Council’s analysis
examines the pay gap among NYC municipal
employees along lines of race/ethnicityII and
gender.III See “The Wage Gap: Gender and Race/
Ethnicity,” 2021 Pay Equity Report, page 12, foradditional detail about these metrics.

TERMINOLOGY AND
MODEL RESULTS

With the exception of some changes, such as the
expansion of gender categories in the 2019 data
noted below, terminology and model results areunchanged from the 2021 Pay Equity Report.

Language Choices

For purposes of this report, the “NYC municipal
workforce” refers to employees represented inIIthe dataset provided to the Council pursuant
to the Pay Equity Law. For additional details
on included employees, see “Data, Limitations,and Methodology,” 2021 Pay Equity Report,
page 16. Although the Pay Equity Law requires
the Mayoral Administration (Administration)
to provide data on “sex,” the data received waspresented as “gender,” and further categorizedunder the terms “male”, “female,” “non-binary,”and “other gender.” Thus, the Council’s analysis
and this report also use these terms to reflect
the information as provided. For details on thegrouping of race and ethnicity, see Appendix B,
2021 Pay Equity Report, page 67.

Non-Adjusted and Adjusted
Pay Gaps

The analysis in this report uses two metrics tounderstand pay equity in the NYC municipal
workforce: the non-adjusted pay gap and theadjusted pay gap.
The non-adjusted pay gap is the median pay
difference between two demographic groups
when not accounting for other demographic
categories or variables that may affect salary.IV
For example, the non-adjusted pay gap compares
the median salary for males to the median salaryfor females, regardless of their race, age, civil
service title, or other known characteristics theindividuals in those groups might hold.
The adjusted pay gap accounts for other variables
that may affect salary. To make the adjustment,
the Council’s Data Operations Unit employs amodel that evaluates the pay differential between
different demographic categories while adjustingfor the following variables: the employee’s lengthof service, civil service title code, civil service
title suffix, and civil service title level, agency,
and managerial status. This model evaluates theadjusted pay gap between groups identified undera single demographic—e.g., gender, race/ethnicity,
or age—when accounting for other variables.

See Appendix B, 2021 Pay Equity Report, page 67, for an explanation of why race and ethnicity are considered together.
See infra, note 5, for information regarding the use of gender versus sex.
IV
Variables that may affect salaries include the following factors: length of service, civil service title code, civil service title level, civil
service title suffix, agency, date of birth, and managerial status.
III

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PAY EQUITY IN NYC • New York City Council

Model Results

While large, non-adjusted pay inequities exist
across gender and race/ethnicity lines, the pay
gap is nearly, although not completely, eliminatedafter adjusting for variables in the regression
model. However, once the civil service title thatan individual holds is omitted from the model andno longer adjusted for, large pay inequities acrossgender and race/ethnicity again become apparent.
These results suggest that civil service titles playa strong role in explaining the differences in salaryacross protected classifications.
For example, the pay difference between maleand female employees is small when looking at
salaries across protected groups within the same
civil service title. The same is true when examining
civil service title data for pay disparities between
Black or African American employees and white
employees. In contrast, the pay gap is large whenlooking at salaries across different civil service
titles. As the percentage of female and nonwhite employees who share a civil service title
increases, the data shows a correlating decreasein the median salary for the civil service title. Thissuggests that the relationship between gender or
racial/ethnic identity and a civil service title can
explain the significant difference in pay between
demographic groups. In other words, occupationalsegregation by race and gender is a driving forceof the pay gap.

DATA WITH VOLUNTARY FIELDS
Former Employees

The Pay Equity Law requires data to be provided
on “each current and former employee.” However,the Administration provided data that included
information on each employee in the municipal
workforce as of December 31, 2019, as well asactive seasonal employees from summer 2019.
Therefore, this report only includes a point-intime analysis of the municipal workforce as itexisted in 2019.

Gender

The majority of employees self-identified as“Male” or “Female.”V Fifty-three employees
self-identified as “non-binary” or “other gender.”Race/Ethnicity

About 2% of employees self-identified as someother race, had an unknown race, or chose not todisclose their race. About 12% of employees had
an unknown ethnicity or chose not to disclose
their ethnicity. The remaining 86% of employees
identified as either Hispanic or Latino (19%),
Asian (8%), Black or African American (28%), or
white (31%)

Education Level

As seen in 2018, a large percentage of employee
data on education level has a value of "Not
Indicated,” as many employees did not provide
this information to the Administration. In
addition, the available data does not always
reflect an employee’s highest education level.
Due to these limitations, the analysis largely
excludes education level.
Despite not having a reliable education variable,
many civil service title codes and levels
require some form of minimum education level.
Therefore, when education level information is
not provided, the analysis assumes the minimum
education level required for the corresponding
title and level.

Agencies

The dataset includes 36 agencies and does
not include every employee in those agencies.
In particular, the dataset does not include
pedagogical employees in the Departmentof Education (DOE). However, the Fiscal Year2019 New York City Government Workforce
Profile Report from the Department of Citywide
Administrative Services (DCAS) includes theentire DOE employee population.VI According tothat report, there were 136,131 DOE full-timeV

Local Law 18 required the Administration to provide data on “sex.” In the dataset, the information was presented as “gender,” butused the terms “male” and “female.” Because the data was presented in this way, the Council’s analysis also uses these terms
VI
See https://www1.nyc.gov/site/dcas/reports/workforce-reports.page.
New York City Council • PAY EQUITY IN NYC

8employees in 2019. Pedagogical employees, liketeachers, counselors, and principals, are 68%(93,677) of DOE full-time employees. If theentire DOE employee population were includedin the current dataset, the analyzed subset
would nearly double in size, bringing it to about
298,000 employees.
For analyses where agencies are compared to
one another, five agencies—the Mayor’s Office ofContract Services (MOCS), the Law Department,
the Office of the Mayor (MAYOR), the Officeof Management and Budget (OMB), and the
Office of Emergency Management (OEM)—were
excluded. A comparison of these agencies withothers is not possible given how few competitive
and non-competitive job titles they fill, as shownin the table below. Most of their employees have
civil service title classifications excluded fromthe analysis (i.e., exempt, labor, pending, andunclassified).VII

Uniformed Titles

Uniformed titles were not indicated in the dataset.
At the Council’s request, DCAS provided a list of
uniformed titles. The full list of uniformed title
codes can be found in Appendix B of this report.

VII

9

The data was subset so that it only included employees whose “Title Classification” was competitive or non-competitive.

PAY EQUITY IN NYC • New York City Council

Analysis &Conclusions

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a small but significant pay difference remains forindividuals in the same civil service title even after
accounting for other employee characteristics.

ANALYSIS &CONCLUSIONS

Race/Ethnicity

Analysis of the 2019 dataset largely yields thesame conclusions as in the 2021 Pay Equity
Report: pay differences still exist for individuals
within the same civil service title after
accounting for other variables, and occupationalsegregation appears to be the main driver of pay
inequity across the municipal workforce.

When examining the data for differences between
racial/ethnic groups, non-white employees makeslightly less than white employees. Comparedwith white employees, Black or African American
employees make $0.989 on the dollar, Hispanic
or Latino employees make $0.990 on the dollar,
and Asian workers make $0.992 on the dollar.

SAME CIVIL SERVICE TITLE

GenderWhen examining the data for differences between
genders, the adjusted pay gap is extremely small:
0.3%. Female employees make $0.997 on thedollar compared to male employees.

Adjusted Pay Gap

The pay gap shrinks dramatically amongindividuals in the same civil service title. However,Race/Ethnicity

Adjusted Cents on the Dollar(Versus White)White$1.000Black or African American$0.989Hispanic or Latino$0.990Asian$0.992

Other$0.987Ethnicity Unknown or
Choose Not to Disclose$0.993

GenderAdjusted Cents on the Dollar(Versus Male)

Male$1.000Female$0.997

Non-binary$1.013

Other Gender$1.016

Choose not to disclose$0.997

VIII

Race/Ethnicity &GenderConsidering theintersection between
race/ethnicity andgender, a small gap
still exists. Whilewhite male employees
make the most, whitefemale employees
earn 0.1% less thanwhite males. Non-whitemale and non-whitefemale employees
make less than whitemale and white female
employees. Blackor African American
female employees earn
$0.986 on the dollar
and Hispanic or LatinoVIII
female employees earn
$0.987 on the dollar,
compared to whitemale employees.

The data reported by the Administration pursuant to Local Law 18 was presented as “Hispanic or Latino,” regardless of sex or gender.
The Council’s analysis and this report thus also use that term, to reflect the information exactly as it was provided by the Administration.

11 PAY EQUITY IN NYC • New York City Council

Race/Ethnicity & Gender Adjusted Pay Gap

Gender (Male),
Race/Ethnicity

2019 #

Adjusted Cents to the Dollar

White38,597$1.000Black or African American

18,286$0.991

Hispanic or Latino

17,732$0.992

Asian

9,017

$0.991

Other

1,165

$0.986

Race/Ethnicity Unknown or
Choose Not to Disclose

12,228$0.995

Gender (Female),
Race/Ethnicity

2019 #

Adjusted Cents to the Dollar

White

11,600$0.999Black or African American

28,008$0.986

Hispanic or Latino

12,680$0.987

Asian

4,618

$0.994

Other

1,347

$0.986

Race/Ethnicity Unknown or
Choose Not to Disclose

6,817$0.988There was no appreciable change in the adjusted pay gap for race/ethnicity and gender from 2018 to 2019.
New York City Council • PAY EQUITY IN NYC

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Gender & Uniformed Employees
As in the 2018 dataset, the median salaryfor uniformed employees (New York Police
Department (NYPD) officer (70210),
Department of Corrections (DOC) officer(70410), or Fire Department (FDNY) firefighter(70310)) is $85,292,IX regardless of gender.
The large number of male and female
employees in this category who hold these
titles with equitable compensation suggests
the effectiveness of collective bargaining
agreements. Although salaries diverge when
promotions and higher titles are considered,those higher-paid titles represent a smaller
portion of the overall population of
uniformed officers.

OCCUPATIONAL SEGREGATION
Non-Adjusted Pay Gap

Occupational segregation—the over- or
under-representation of certain demographic
categories of individuals in certain occupations—remains a driving force of pay inequity acrossthe NYC municipal workforce. While different
demographic groups (by gender and by race/
ethnicity) are generally paid similar salaries fordoing the same work (meaning they hold thesame civil service title code, level, and suffix),different demographic groups of people tend
to be clustered in different civil service titles

within the NYC municipal workforce, leading
to a general lack of diversity within some titles
and over- and under-representation of certain
demographics within titles.
A prominent non-adjusted pay gap exists
between Black or African American, Hispanic
or Latino, and white employees, as well as
between male and female employees, in the NYC
municipal workforce. However, the non-adjusted
pay gap compares the average median salaries
across different protected categories without
considering any other employee characteristics.

GenderFemale employees on average make $.73 toevery dollar male employees make. The averagecents on the dollar for non-binary employees
and employees reporting other genders do notnecessarily present strong evidence of pay
equity or inequity for these groups, as there werea small number of employees reported underthese categories.

Race/Ethnicity
Pay data along racial/ethnic lines shows disparity
between each racial/ethnic category. Black or
African American employees make $.71 to every
dollar white employees make, Hispanic or Latino
employees make $.75 to every dollar white
employees make, and Asian employees make $.85
to every dollar white employees make.

Median SalaryCents on the Dollar (Versus
Male)

Male

$83,201$1.00

Female$60,327$0.73

Non-binary$67,844$0.82

Other Gender$87,211$1.05

Choose not to disclose$79,859$0.96

GenderIX

Nominal salary, not adjusted for inflation.

13 PAY EQUITY IN NYC • New York City Council

Median SalaryCents on the Dollar(Versus White)White$85,292$1.00

Black or African American$60,327$0.71

Hispanic or Latino$63,982

$0.75

Asian

$72,501

$0.85

Other

$63,452$0.74

Race/Ethnicity Unknown or
Choose Not to Disclose$58,883$0.69

Race/Ethnicity

Race/Ethnicity & Gender
The pay gap is compounded when race/
ethnicity and gender are considered together.
Black or African American male employees

make $.792 to every dollar white male
employees make, while Black or African
American female employees make $.690 toevery dollar white male employees make.

Race/Ethnicity & Gender Non-Adjusted Pay Gap

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Gender (Male),
Race/Ethnicity

Median SalaryCents on the Dollar(Versus White, Male)White$85,292$1.000Black or African American$67,566$0.792

Hispanic or Latino$79,058$0.927

Asian$76,212$0.894

Other$70,288$0.824

Race/Ethnicity Unknown or
Choose Not to Disclose$60,837$0.713

Median SalaryCents on the Dollar(Versus White, Male)White$75,591$0.886

Black or African American$58,879$0.690

Hispanic or Latino$58,782$0.689Asian$70,008$0.821

Other$59,973$0.703

Race/Ethnicity Unknown or
Choose Not to Disclose$54,226$0.636

Gender (Female),
Race/Ethnicity

There was no appreciable change in the non-adjusted pay gap for race/ethnicity and gender from2018 to 2019.

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Differences in Salary within Civil
Service Title Code

When comparing median pay salaries within thesame civil service title, the data shows 68% of
positions have a less than $5,000 differencein salary between male and female employees.
This finding supports the Council’s general
conclusions about occupational segregation
driving the non-adjusted pay gap. The remaining
32% of positions have pay differences fromanywhere between $5,000 and $49,000.
Other variables could explain these differences,including years of service and experience.
However, the median salaries of male and female
employees differ significantly in some civil service

titles. Listed in the table below are the 10 titles(with the same Title Code, Civil Service Title
Level, and Civil Service Title Suffix) with over five
employees of each gender that show the largest
median salary differences between male andfemale employees. This data does not accountfor variables that may differ across gender—such as length of service—so the Council’s
analysis cannot illuminate the cause of thesedifferences. Further investigation into the causesof pay differences for these titles is warranted.
As with the 2018 data, some of these titles,
like Sanitation Worker, General Superintendent(Sanitation), and Director of Correctional
Standards Review, showed the biggest median
pay differences between males and females.

Civil Service Titles with the Largest Median Salary Difference
Civil Service Title (Title Code)Median Salary Difference(Males - Females)

Educational Mgmt Assoc (10245)$48,996

Administrative Supervisor of Building
Maintenance (10035)$30,623*Attorney At Law (30085)$24,448

IT Security Specialist (95622)$23,725

General Superintendent (Sanitation): (70196)$21,125

Adm Construction Project Mgr (Non Mgr)
Formerly M1 (8299A)$20,178

Sanitation Worker (70112)$19,751

Administrative Architect (10004)$17,524

Director of Correctional Stand (52620)$18,325

Agency Medical Director (5304A)$16,993
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Occupational Segregation
across the Municipal Workforce

Overall, the civil service titles with the lowest
median salaries have a larger proportion of
female and non-white employees. As the
proportion of non-white employees increases
from one job title to another, there is a marked
and nearly linear decline in pay. In titles thathave less than 10% non-white employees, themedian salary is $131,564. For titles that are
mostly non-white (90-100%), the median salarydecreases to $61,520. This is a pay differenceof $70,044.
As the proportion of female employees increases
from one civil service title code to another, themedian salary generally decreases. Civil service
title codes that are less than 10% female still
make a median salary of $85,292, as they did in
2018, while civil service title codes that are 90%
to 100% female make a median salary of only
$56,580—a pay difference of $28,712.

Median Salary for Civil Service Title Codes by
Share of Non-White Employees per Title

17 PAY EQUITY IN NYC • New York City Council

Median Salary for Civil Service Title Codes by
Share of Female Employees per Title

In the most extreme examples, the Council’s
analysis of civil service titles held entirely byeither male or female employees revealed
similar trends. In 2019, Nurse titles remained
female-dominated and Auto Mechanics
remained male-dominated. Meanwhile, newtitles appeared on lists of gender-dominatedoccupations: Firefighter as one of the top fivemale-dominated titles in 2019, and Senior Police
Admin Assistant as one of the top five femaledominated titles for 2019.
The five most populous titles held by mostly
female employees (no fewer than five male
employees) and their median salaries are:
• Secretary - $46,673• Senior Police Admin Assistant- $54,118• Public Health Nurse - $84,252• JR PHNurse (School Health)- $63,452• Staff Nurse - $71,923

The five most populous titles held by mostly
male employees (no fewer than five female
employees) and their median salaries are:• Auto Mechanic - $90,620• Lieutenant (Fire) - $114,617• Firefighter - $85,292• Traffic Device Maintainer - $67,044• Maintenance Worker - $63,162
When considering race/ethnicity and gender
together, the same general trend is observed.
As the percentage of non-white female
employees within a title increases, the mediansalary tends to decrease. As an example,
the median salary of positions comprised ofless than 10% non-white female employees
is $85,292. Unsurprisingly, this is themedian salary of uniformed officers—titles
predominantly held by white male employees.
On the other hand, the median salary of titles
comprised of 50% to 70% non-white female
employees is about $50,000, a difference inmedian salary of about $35,000.

New York City Council • PAY EQUITY IN NYC

18

Median Salary for Civil Service Title Codes
by Share of Non-White Female Employees per Title

The data also shows that the median salaries
for titles comprised of 90% to 100% non-whitefemale employees is $75,000. While this does
not follow the general trend, the total numberof all employees within titles almost exclusively
held by non-white female employees is just 118,
a much smaller number compared to the 40,800
total employees in positions with less than 10%
non-white female employees.

Occupational Segregationin Uniformed versus
Non-Uniformed Titles

employee is $85,292—the salary of a police officer
or firefighter. As a result, the median salary of
male employees in the NYC municipal workforce
is significantly higher than the median salary forfemale employees.
When considering occupational segregation andracial/ethnic pay disparity within the NYC municipal
workforce, the high percentage of white uniformed
employees stands out, as it did in the 2018 data. Bothdatasets show 40% of all uniformed employees
are white, compared to the NYC municipal
workforce as a whole, which is only 31% white.
When excluding uniformed officers, the remainderof the NYC municipal workforce is just 24% white.

Among non-uniformed titles, 43% of employees
are male and 57% of employees
are female. In contrast, 82%
Uniformed versus Non-Uniformed Employees by Genderof employees in uniformed
titles are male. These numbers
have not changed from 2018.
Uniformed titles are generally
better compensated compared
to non-uniformed titles.
Uniformed employees makeup 43% of the NYC municipal
workforce. This fact significantly
affects the non-adjusted gender
pay gap throughout the NYC
municipal workforce, as themedian salary for a uniformed

19 PAY EQUITY IN NYC • New York City Council

Uniformed versus Non-Uniformed Employees by Race/Ethnicity

Occupational Segregation
between Agencies

Many of the top five agencies with thehighest percentage of non-white employees
from 2018 remain in the top five for 2019,the one exception being that DOC was

replaced by the Human Resources
Administration/Department of Social Services.
Meanwhile, FDNY and the Department of
Sanitation (DSNY) remain in the top fiveagencies with the lowest percentage of
non-white employees in 2019.

Agencies with Highest Percentages of Non-white Employees
AgencyPercent Non-WhiteCount

Department of Veterans Services

81.3%

32

Department of Probation

81.1%

1,151

Department of Homeless Services

80.4%

2,248

Administration for Children’sServices

79.9%

7,199

Human Resources
Administration/Department
of Social Services

79.6%

12,646

New York City Council • PAY EQUITY IN NYC

20

Agencies with Lowest Percentages of Non-white Employees
AgencyPercent Non-WhiteCount

Fire Department

30.8%

17,502

Department of City Planning

45.9%

305

Department of Sanitation

45.8%

9,994

Business Integrity Commission

46.8%

79

Department of Environmental
Protection

47.3%

5,983

Occupational Segregation
within Agencies

In 2018, the five agencies with the largest
difference in median pay between male andfemale employees were: Department ofInformation Technology and Telecommunications(DOITT), NYPD, FDNY, DSNY, and Departmentof Environmental Protection (DEP). Case studies
were performed for three of these agencies: DOITT,NYPD, and FDNY. The case studies in the 2021

Pay Equity Report consisted of listing each title in
the agency, ascertaining its corresponding gendercomposition, and identifying its median salary.
Similar trends were found across the three agencies,
with higher paying titles mostly held by males,
and a large proportion of the overall workforce
being male, sometimes exclusively within certain
titles. This analysis was repeated for the 2019
data and includes a case study for DSNY. There
were no appreciable changes from 2018 to 2019.

FDNY Salaries by Gender Composition

21 PAY EQUITY IN NYC • New York City Council

FDNY
The Firefighter title is still held almost entirely
by male employees (98.7%, versus 98.8% in the2018 data). Each level above Firefighter is heldby an even higher proportion of male employees,
and the highest paying roles are all promotions
from Firefighter. Since 2018, two new highearning job titles have been added: Agency
Deputy Medical Director (5304B) and AssistantCommissioner (FD) (95039), earning a mediansalary of $167,216 and $162,740, respectively.
While few people hold these titles, the former ispredominantly male-occupied while the second
is occupied by almost equal numbers of males
and females.
The gender ratio for the Emergency Medical andSupervising Emergency Medical titles remain thesame, with about 24% to 28% female. There is a
new high-earning, likely promotional Supervising
Emergency Medical title (5305F) with a mediansalary of $151,204. The position is 62% maleand 38% female—a more equitable ratio, when
considered against related titles.

The titles start at a median salary of
approximately $85,300 for a Firefighter andincrease to a salary of approximately $114,600
for a Lieutenant; $131,600 for a Fire Captain;$171,300 for a Battalion Chief; $189,900 for a
Deputy Chief; $235,400 for Deputy AssistantChief of Department; and $241,120 for AssistantChief of Department. Beyond the rank of Fire
Captain, there are no female employees in any ofthese titles.
Meanwhile, the titles within FDNY held mostly
by female employees are administrative innature, such as Clerical Associate (median pay:
$46,000, 90% female) and Administrative
Manager Non-Managerial (median pay: $74,700,
92% female). There was a 3% increase in thenumber of female employees from 2018 to2019 for Clerical Associates. Some roles heldby roughly an equal number of male and female
employees in FDNY, such as Administrative Staff
Analyst, are well compensated, but the salariesof their usual career trajectories are unlikely toreach that of a Firefighter.

FDNY
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle CodeAssistant Chief Of Department(7038B)$241,119100%

0%Deputy Assistant Chief Of Depa
(7038A)$235,462

100%0%Deputy Chief (Fire) (70382)$189,879

100%

0%Battalion Chief (70370)$171,310

100%

0%

Agency Deputy Medical
Director (5304B)$167,216

88%

12%

Assistant Commissioner (Fd)(95039)$162,740

50%

50%Supervising Emergency
Medical (5305f)$151,20462%

38%

Fire Medical Officer (53050)$149,006

64%

36%

Computer Systems Manager(10050)$133,486

73%

27%

Executive Agency Counsel(95005)$132,171

29%

71%

New York City Council • PAY EQUITY IN NYC

22

FDNY
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle CodeCaptain (Fire) (70365)$131,564

99%<1%Supervising Fire Marshal (Unif(70393)$125,344

100%

0%Oiler (91628)$124,758

100%

0%Supervisor Of Mechanics(Mechan (92575)$121,196

100%

0%Supervising Communication
Electrician (91763)$115,132100%

0%Lieutenant (Fire) (70360)$114,617

99%0%Administrative ProjectManager (83008)$112,795

57%

43%

Administrative Staff Analyst(1002D)$111,00050%50%Radio Repair Mechanic (90733)$110,058

94%

6%

Electrician (91717)$109,090

100%

0%Cert IT Developer (App) (13643)$106,023

80%

20%

Computer Specialist (Software)(13632)$106,023

67%

33%

Pilot (70312)$105,926100%0%Communication Electrician(91762)$105,632

96%

0%Supervising Emergency
Medical (5305E)$105,041

76%

24%

Administrative Fire Protection(1002H)$101,348

100%

0%City Research Scientist (21744)$100,000

47%

53%

Certified IT Administrator (LAN/
WAN) (13652)$98,177100%

0%Plumber (91915)$96,44793%

7%Fire Marshal (Uniformed)(70392)$95,527

99%

1%

Carpenter (92005)$95,041100%

0%Marine Engineer (With License)(70316)$94,065

100%0%Agency Attorney (30087)$91,563

28.%

72%

Auto Mechanic (92510)$90,61999%<1%

23 PAY EQUITY IN NYC • New York City Council

FDNY
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle CodeAuto Mechanic (Diesel) (92511)$90,619100%

0%Wiper (Uniformed) (70314)$88,400

100%0%Administrative Staff Analyst(1002A)$87,319

53%

47%

Associate Project Manager(22427)$87,22171%

29%

Firefighter (70310)$85,292

99%

1%

Telecommunications Associate( (20246)$82,98290%

10%Computer Assoc (Software)(13631)$82,463

67%

33%

Associate Staff Analyst (12627)$81,638

9%

91%

Case - Management Nurse (Fire(50959)$80,5930%100%

Administrative Inspector(Electrical) (Non Mgrl) Frmrly
M1 (1007B)$78,064100%

0%Adm Proc Anal-Nm Frm M1-3
(8297A)$77,206

33%

67%

Adm Manager-Non-Mgrl Frm
M1/M2 (1002C)$74,669

8%

92%

Supervising Blasting Inspector(31840)$74,362

89%

11%

Supervising Fire Alarm
Dispatcher (71060)$74,28290%

10%Computer Associate (TechnicalSupport) (13611)$71,563100%

0%Supervising Emergency
Medical (53055)$71,202

74%

26%

Computer Assoc (Operations)(13621)$70,73988%

12%

Associate Inspector (Electrica(31643)$68,366

100%

0%Marine Maintenance Mechanic(92587)$68,126

100%

0%

Associate Fire Protection Insp
(31662)$67,07395%

5%Admin Community Relations
Spec (1002F)$65,757

27%

73%

New York City Council • PAY EQUITY IN NYC

24

FDNY
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle Code

Project Manager (22426)$65,640

78%

22%

Emergency Medical SpecialistParamedic (53054)$65,226

71%

28%

Community Coordinator(56058)$63,795

17%

83%

Fire Alarm Dispatcher (71010)$63,500

65%

35%

Rubber Tire Repairer (90736)$62,849100%

0%Principal Administrative Assoc(10124)$61,01125%

75%

Employee Assistance Program
Specialist (53059)$59,18015%

85%

Procurement Analyst (12158)$58,080

29%

71%

Staff Analyst (12626)$57,59055%

45%

Supervisor Of Stock Workers(12202)$51,230100%

0%Motor Vehicle Operator (91212)$49,927

80%

20%

Investigator (31105)$47,70525%

75%

Fire Protection Inspector(31661)$46,607

83%

17%

Clerical Associate (10251)$46,13810%

90%

Community Associate (56057)$44,08325%

75%

Emergency Medical SpecialistEMT (53053)$43,901

72%

28.%

Automotive Service Worker(92508)$42,495100%

0%Worker's Compensation
Benefits (40482)$41,38950%

50%

Public Records Aide (60215)$40,000

27%

73%

Emergency Medical Specialist
Trainee (53052)$32,52072%

28%

25 PAY EQUITY IN NYC • New York City Council

NYPD
Similarly, NYPD is largely comprised of
uniformed officers. There are 37 civil service
titles within NYPD with median salaries ofover $100,000. While there are more highearning non-uniformed titles (62% or 23 titles)
compared to uniformed titles (39% or 14 titles),
95% of high earners are uniformed officers. The
14 high-earning uniformed titles are held by
8,351 employees, while only 456 employees haveone of the 23 high-earning non-uniformed titles.
Female employees constitute 49% or more ineach of the 9 (40%) high-earning non-uniformed

titles, like Executive Agency Counsel (95005),
Intelligence Research Manager (82800), andAdministrative Staff Analyst (10026). Meanwhile,
all high-earning uniformed titles are held by 22%
or fewer female employees, like Captain (Police
Service) (70265), Police Surgeon (53051), andCaptain Detailed As Assistant (7026G).
In contrast, the NYPD has 23 civil service titles
with annual salaries less than $50,000. Of these
titles, 43% (10 titles) are at least two-thirds
female, like Community Associate (56057),
School Safety Agent (60817), and Police
Administrative Aide (10144).

NYPD Salaries by Gender Composition

New York City Council • PAY EQUITY IN NYC

26

NYPD
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle CodeCaptain Detailed As
Assistant (7026G)$240,511

81%

19%

Captain D/A Deputy Chief
Inspector (7026f)$195,133

96%

4%

Captain D/A Inspector(Rec N/S) (7026E)$185,24891%

8%Captain D/A Deputy
Inspector (7026D)$175,929

91%9%Administrative Staff Analyst(10026)$169,981

27%

73%

Captain (Police Service) (70265)$167,13291%

9%Intelligence Research
Manager- (82800)$161,85450%

50%

Computer Systems
Manager (10050)$157,503

83%

17%

Executive Agency Counsel(95005)$154,218

50%

50%

Computer Operations
Manager (10074)$154,500100%0%Admin Contract Specialist(10095)$152,971

14%

86%

Police Surgeon (53051)$145,372

89%

11%

Lieutenant D/A Commander
Of De (7026B)$144,726

97%

3%

Lieutenant D/A Special
Assignm (7026a)$144,726

84%

16%Manager Of Radio Repair
Operations (8298e)$137,187

100%

0%Stationary Engineer (91644)$132,797

100%

0%Lieutenant (Police) (Recur Ns)(70260)$131,564

88%

12%

Criminalist Assistant Director(2184C)$131,368

43%

57%

Police Officer D/A Detective 1(7021C)$125,531

92%

8%Sergeant D/A Special
Assignment (7023A)$125,531

78%

22%

Sergeant D/A Supervisor
Detect (7023B)$125,531

89%11%

27 PAY EQUITY IN NYC • New York City Council

NYPD
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle CodeOiler (91628)$124,758100%0%Administrative ProjectManager (8300B)$127,026

75%

25%

Supervisor Of Mechanics(92575)$121,196100%

0%Intelligence ResearchSpecialist (3117A)$117,257

50%

50%

Assistant Counsel-Pd (30084)$116,977

25%

75%

Associate Supervisor of School
Security (Mgrl) (6082A)$111,283

40%

60%

Certified It Administrator(13652)$110,32792%

8%Radio Repair Mechanic (90733)$110,058

100%

0%Police Officer D/A Detective 2(7021B)$109,36083%

17%Sergeant (Recurring Night
Shift) (70235)$109,36084%

16%Electrician (91717)$109,090

100%

0%Cert It Administrator (Db)(13644)$105,332

71%

29.%

Administrative Staff Analyst(10020D)$104,407

15%

85%

Sheet Metal Worker (92340)$102,495100%0%Computer Specialist(Software) (13632)$101,722

80%

20%

Steam Fitter (91925)$100,485

100%

0%

Police Officer D/A Detective 3(7021A)$97,324

85%

15%

Police Officer, Det. Specialis(70210)$97,324

83%

17%

Plumber (91915)$96,447

100%

0%Thermostat Repairer (91940)$96,447100%0%Administrative PublicInformat (10033)$95,72973%

27%

Carpenter (92005)$95,041100%

0%Agency Attorney (30087)$92,971

49%

51%

New York City Council • PAY EQUITY IN NYC

28

NYPD
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle CodeAuto Mechanic (92510)$90,619

99%

1%

Auto Mechanic (Diesel) (92511)$90,619100%0%Administrative Staff Analyst(1002A)$90,45915%

84%Intelligence ResearchSpecialist (31170)$90,23636%

64%

City Research Scientist (21744)$86,830

42%

58.%

Adm Manager-Non-Mgrl Frm
Ml/M2 (1002C)$85,961

3%

97%

Police Officer (Recurring Night)(70210)$85,292

79%

21%

Printing Press Operator (92123)$85,128100%

0%Case Management Nurse(50958)$83,286

17%83%

Telecommunications
Associate (20246)$82,985100%0%Computer Assoc (Software)(13631)$82,601

84%

16%

Criminalist (21849)$82,196

27%

73%

Adm Proc Anal-Nm Frm Ml-3
(8297A)$80,565

53%

47%

Associate Staff Analyst (12627)$80,06335%

65%Management Auditor (40502)$78,594

37%

63%

Painter (91830)$76,350

100%

0%Psychologist (52110)$75,197

27%

73%

Associate Supervisor of
School (60821)$74,747

38%

62%

Supervisor Of School Security(60820)$70,419

38%

62%

Administrative Traffic Enforce(10042)$69,905

68%

32%

Principal Police
Communication (71014)$69,487

12%

88%

Computer Associate(Technical Support) (13611)$68,770

71%

29.%

Supervising Police
Communications (71013)$68,588

13%

87%

29 PAY EQUITY IN NYC • New York City Council

NYPD
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle CodeComputer Assoc (Operations)(13621)$68,457

87%

13%

Graphic Artist (91415)$67,665

60%

40%

Procurement Analyst (12158)$64,56420%80%

Accountant (40510)$64,017

44%

56.%

Auto Body Worker (92501)$63,242100%

0%Maintenance Worker (90698)$63,16296%

4%

Associate Investigator (31121)$62,858

3%

97%

Agency Attorney Interne(30086)$62,397

60%

40%

Community Coordinator(56058)$62,215

33%

67%

Staff Analyst (12626)$62,197

44%

56.%

Principal Administrative Assoc(10124)$62,0945%

95%

Fitness Instructor (51225)$61,945

73%

27%

Senior Photographer (90635)$58,923

38%

62%

Associate Parking Control
Spec (41122)$58,42880%

20%Motor Vehicle Supervisor(91232)$57,97680%

20%

Principal Fingerprint
Technician (71165)$57,439

40%

60%

Evidence And Property
Control (71022)$56,330

45%

55.%

Crime Analyst (31175)$54,786

37%

63%

Bookkeeper (40526)$54,515

27%

73%

Senior Police Administrative
Aide (10147)$54,118

5%

95%

Police Communications
Technician (71012)$53,25114.%86%

Photographer (90610)$53,124

78%

22%

Supervisor Of Stock Workers(12202)$52,043100%

0%Investigator (31105)$51,113

7%

93%

New York City Council • PAY EQUITY IN NYC

30

NYPD
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle Code

Secretary (10252)$50,969

0%100%

Associate Traffic Enforcement(71652)$50,573

51%

49%

Motor Vehicle Operator (91212)$49,927

88%

12%

Community Associate (56057)$49,445

40%

60%

School Safety Agent (60817)$48,745

29%

71%

Hostler (81901)$47,100

58.%

42%

Paralegal Aide (30080)$46,465

62%

38%

Clerical Associate (10251)$46,14110%90%Parking Control Specialist(41120)$45,70885%

15%

Traffic Enforcement Agent
L3&4 (7165A)$45,385

68%

32%

Staff Analyst Trainee (12749)$45,123

60%

40%

Investigator Trainee (31101)$44,778

11%

89%

Media Services Technician(90622)$44,668

79%

21%

Associate Fingerprint
Technician (71141)$43,097

21%

79%

Police Attendant (90202)$42,757

30%

70%

Traffic Enforcement Agent
Ll&2 (71651)$42,377

59%

41%

Police Administrative Aide
(10144)$42,034

8%

92%

Clerical Aide (10250)$41,06420%80%

Stock Worker (12200)$40,483

82%

18%

Custodian (80609)$40,007

46%

54%

Automotive Service Worker(92508)$39,919

100%

0%Custodial Assistant (82015)$37,623100%

0%School Crossing Guard (7020B)$34,626

7%

93%

Public Health Assistant (81805)$32,13520%

80%

Fingerprint Technician
Trainee (71105)$30,45933%

67%

31 PAY EQUITY IN NYC • New York City Council

DOITT
The pattern of many of the highest paying titles
being filled primarily by males is repeated at
DOITT, which does not have uniformed officers,
but instead includes a significant number oftechnical positions.

appears to be an anomaly. There are a larger
number of employees within the high-earning
titles that are predominantly male; 88% of all
high-earning employees are within titles that are
mostly held by male employees. This trend was
also seen with NYPD.

At DOITT, civil service title codes with a highbase salary, such as Senior IT Architect (95711)
and Administrative Staff Analyst (10026), havemedian salaries of $161,136 and $159,821,
respectively, while being made up of 100%and 36% male employees, respectively. The
Administrative Staff Analyst (10026) title

In contrast, all three low-earning titles ($50,000
or less) within DOITT are held primarily byfemale employees, except for one. Call Center
Representative (10260) (72% female), Community
Associate (56057) (60% female), and Computer
Aide (13620) (36% female) make median salaries
of $38,856, $50,000, and $47,140, respectively.

DOITT Salaries by Gender Composition

New York City Council • PAY EQUITY IN NYC

32

DOITT
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle CodeSenior IT Architect (95711)$161,136100%0%Administrative Staff Analyst(10026)$159,821

36%

64%

Executive Agency Counsel(95005)$145,183

33%

67%

Computer Systems Manager(10050)$136,013

78%

22%

Administrative Business
Promot (10009)$134,642

27%

68%

IT Security Specialist (95622)$133,900

84%

16%

Telecommunication
Manager (82984)$130,71583%

17%Computer Operations
Manager (10074)$127,24388%

12%

Cert IT Administrator (DD)(13644)$122,928

90%

10%

Certified IT Administrator(LA (13652)$119,083

91%

9%Administrative PublicInformant (10033)$118,167

29%

71%

Cert IT Developer (App) (13643)$118,167

84%

16%

Computer Specialist(Software) (13632)$113,778

79%

21%

Adm Proc Anal-Nm Frm Ml-3
(8297A)$112,482

29.%

71%

Administrative Staff Analyst(10020)$112,000

44%

56%

Computer Specialist(Operation (13622)$110,647

94%

6%

It Project Specialist (95710)$107,424

61%

39%

Agency Attorney (30087)$100,806

50%

50%Computer Assoc (Software)(13631)$95,000

59%

41%

Adm Manager-Non-Mgrl Frm
Ml/M2 (1002C)$85,507

46%

54%

Associate Staff Analyst (12627)$82,41143%

57.%

Cyber Security Analyst (13633)$82,400

74%

21%

33 PAY EQUITY IN NYC • New York City Council

DOITT
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle CodeComputer Assoc (Operations)(13621)$79,24079%21%

Administrative Staff Analyst(1002A)$78,928

67%

33%

Telecommunications Associate(20246)$78,12087%

13%Supervisor Of Radio And Televi(90436)$78,047

80%

20%

Procurement Analyst (12158)$77,455

25%

75%

Telecommunications Associate(20247)$76,865

56.%

44%

Program Producer (60621)$74,945

67%

33%

Community Coordinator(56058)$73,130

44%

56.%

Principal Administrative
Associate (10124)$70,154

26%

74%

Computer Programmer
Analyst (13651)$68,733

83%

17%

Business Promotion
Coordinator (60860)$62,092

40%

60%

Computer Assoc (Tech Supp)(13611)$58,834

65%

35%

Staff Analyst (12626)$57,59038%

62%Radio And Television Operator(90411)$55,37390%

10%

Associate Call Center
Representative (10271)$54,61029.%

71%

Clerical Associate (10251)$50,990

23%

77%

Community Associate (56057)$50,000

40%

60%

Computer Aide (13620)$47,13964%

36%

Call Center Representative(10260)$38,856

27%

73%

New York City Council • PAY EQUITY IN NYC

34

DSNY
DSNY exhibits trends similar to those observed in
NYPD and DOITT data. The highest-paying titles
have the greatest number of male employees.
Two of the top five highest-paying titles arepromotions of Sanitation Workers (median pay:
$79,058, 97% male). Administrative Engineer(10015) and Administrative Staff Analyst(10026) have median salaries of $175,745 and$168,704, respectively, while being made up of
67% and 60% male employees, respectively. In
contrast, titles within DSNY held primarily byfemale employees include Bookkeeper (40526)(median pay: $53,705, 55% female) and Medical
Record Librarian (50811) (median pay: $55,972,
67% female).

DSNY Salaries by Gender Composition

35 PAY EQUITY IN NYC • New York City Council

DSNY
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle Code

General Superintendent(Sanitation) (7019A)$219,161

100%

0%Administrative Engineer(10015)$175,745

67%

33%

Administrative Staff Analyst(10026)$168,704

60%

40%

General Superintendent(Sanitation) (7019B)$160,604

94%

6%

Computer Systems Manager(10050)$144,02180%20%Administrative ProjectManager (83008)$143,490

100%

0%Stationary Engineer (91644)$132,797

100%

0%General Superintendent(Sanitation) (70196)$129,082

97%

3%

Adm Engineer (Non Mgrl)(1001A)$128,909

100%

0%Certified It Administrator(13652)$128,853

100%

0%Cert It Developer (App) (13643)$125,289

55.%

45%

Supervisor Of Mechanics(Mechanical Equipment)(92575)$121,196

99%1%

Administrative Staff Analyst(1002D)$110,00041%

59%Electrician (91717)$109,090

97%

3%Supervisor (Sanitation) (70150)$106,191

95%

4%

Agency Attorney (30087)$104,012

45%

55.%

Administrative ProjectManager (8300B)$103,361

100%

0%Computer Specialist(Software) (13632)$102,561

64%

36%

Sheet Metal Worker (92340)$102,495

88%

12%Steam Fitter (91925)$100,485

100%

0%Plumber (91915)$96,447100%

0%Carpenter (92005)$95,041

100%

0%

New York City Council • PAY EQUITY IN NYC

36

DSNY
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle CodeComputer Specialist(Operation (13622)$93,22990%

10%City Research Scientist (21744)$92,700

60%

40%

Construction Laborer (90756)$91,956100%

0%Construction Project Manager(34202)$91,949

77%

23%

Auto Machinist (92505)$90,619100%

0%Auto Mechanic (92510)$90,619

99%

1%

Auto Mechanic (Diesel) (92511)$90,619100%

0%Electrician (Automobile) (91719)$90,619100%

0%Machinist (92610)$90,61996%

4%Administrative Staff Analyst(1002A)$89,959

65%

35%

Cement Mason (92210)$87,879100%

0%Metal Work Mechanic (91225)$84,906

96%

4%

Adm Manager-Non-Mgrl Frm
M1/M2 (1002C)$81,559

18%

82%

Adm Proc Anal-Nm Frm M1-3
(8297A)$79,353

42%

58.%

Sanitation Worker (70112)$79,058

97%

3%

High Pressure Plant Tender(91650)$76,212100%

0%Associate Staff Analyst (12627)$75,64654%

46%Management Auditor (40502)$72,483

50%

50%

Computer Assoc (Tech Supp)(13611)$69,611

13%

87%

Staff Analyst (12626)$64,241

58.%

42%

Maintenance Worker (90698)$63,162

91%

4%

Rubber Tire Repairer (90736)$62,849100%

0%Community Coordinator(56058)$62,377

41%

59%

Principal Administrative
Associate (10124)$59,258

10%90%

Accountant (40510)$58,0010%100%

37 PAY EQUITY IN NYC • New York City Council

DSNY
Title Name & CodeMedian Salary

Males in Title
CodeFemales inTitle Code

Procurement Analyst (12158)$56,91125%

75%

Medical Record Librarian(50811)$55,972

33%

67%

Bookkeeper (40526)$53,705

45%

55.%

Supervisor Of Stock Workers(12202)$51,214100%

0%Investigator (31105)$50,808

71%

29%

Secretary (10252)$49,6940%100%

Community Associate (56057)$44,537

54%

46%

Associate Sanitation
Enforcement (71682)$43,249

51%

49%

Automotive Service Worker(92508)$42,495

100%

0%Clerical Associate (10251)$41,90725%

75%

Stock Worker (12200)$40,483

100%

0%Sanitation Compliance
Agent (71685)$39,536

86%

14.%

Clerical Aide (10250)$38,920

0%100%

Sanitation Enforcement
Agent (71681)$38,295

64%

36%

Community Assistant (56056)$37,520

67%

33%

Occupational Segregation in
the Part-Time Workforce

Full-time employees work a standard work
week in a full-time title with a regular annual
work schedule, while part-time employees aredefined as those who work fewer than 35hours per week or who have titles with nostandard hours per week or days per year. As
seen in 2018, Black or African American or
Hispanic or Latino employees largely occupy
the lowest-paying part-time titles, while white

employees largely occupy the highest-paying
part-time titles.
The lowest-paying part-time titles are still Job
Training Participants (80633), School Crossing
Guards (70205), and School Lunch Aides(54503). The employees holding these positions
are still majority Black or African Americanor Hispanic or Latino.X These positions have amedian salary of $15.40/hour, $15.40/hour, and$15.60/hour, respectively.

X

Job Training Participants, School Crossing Guards, and School Lunch Aides are 64%, 30%, and 40% Black or African American,
respectively, and are 17%, 31%, and 30% Hispanic or Latino, respectively.

New York City Council • PAY EQUITY IN NYC

38

Race/Ethnicity Breakdown for Lowest-Paying Civil Service Titles

The highest-paying part-time titles are
Psychiatrist (53211), City Medical Specialist(53040), City Clinician (53036), Attending
Physician (97022), and Stationary Engineer(91644). White employees exclusively
occupy the Attending Physician title andcomprise the majority of Psychiatrists at
64%. Notably, while the highest-paid part-time
titles in 2019 were different than those in2018, white employees still occupied themat higher rates than non-white employees inboth years.

Race/Ethnicity Breakdown for Highest-Paying Civil Service Titles

39 PAY EQUITY IN NYC • New York City Council

Recommendations

New York City Council • PAY EQUITY IN NYC

40

RECOMMENDATIONS
Based on its analysis of the 2019 data,
the Council reaffirms the following
recommendations:
1. The City should provide improved dataso that the Council can conduct a morerobust analysis and evaluation of pay
gaps within and across agencies;
2. The City should assess and expand thecivil service pipeline, and improve hiringand recruitment practices; and3. The City should conduct a comparable
worth analysis to better gauge the valueof titles in the NYC municipal workforce.
In connection with these recommendations,the Council has introduced the following
legislative package to improve datatransparency and address pay inequities
across the municipal workforce.

LEGISLATIVE PACKAGE
Introduction No. 515,
sponsored by The Speaker(Council Member Adams):

This bill would require each NYC agency toinclude in their affirmative employment plansan analysis of compensation data and measures
to address pay disparity and occupationalsegregation, diversity and inclusion training,schedule and workplace accommodations, andaccess to facilities, including accommodations
for individuals with disabilities, genderappropriate bathrooms, and lactation rooms.
Each agency head would be required to submit

41 PAY EQUITY IN NYC • New York City Council

an annual report on the number of new full-timeand part-time employees retained, promoted,
terminated, or resigned, and their compensation.
Finally, the bill would require the Equal
Employment Practices Commission to conduct a
comparable worth analysis annually to analyze
compensation within agencies and acrossdifferent agencies.

Introduction No. 527,
sponsored by Council Members
De La Rosa and Louis:

This bill would require each NYC agency ordepartment that requires applicants to takea civil service exam to report on a number of
metrics related to those examinations in orderto evaluate and expand diverse recruitment andretention within NYC government. The bill would
also require reporting on agency or department
training academies and programs to evaluate
recruitment efforts across NYC government.
DCAS would coordinate required data collection
and reporting to the Council. Finally, the billwould streamline existing requirements of DOE
regarding the dissemination of information on
civil service examinations to high school juniors
and seniors.

Introduction No. 541, sponsoredby Council Member Louis:

This bill would amend the existing Pay Equity Law
by requiring DCAS to provide employee pay data
under additional categories of information toenhance the identification and analysis of existing
pay gaps in the NYC workforce. This bill would
expand the definition of agency to capture moreof the NYC workforce, including pedagogues of
DOE. Finally, this bill would entitle the Council to
NYC employee pay data year-round to facilitate
independent analysis of employee pay data,enhance oversight of the Administration’s actions
to address pay inequality, and generate further
legislative and policy solutions.

Appendix

New York City Council • PAY EQUITY IN NYC

42

APPENDIX
The information in the appendices from the2021 Pay Equity Report generally apply to thisreport, with only slight modifications to reflect
the 2019 dataset.
As previously stated, the Council’s methodology
and analysis did not change from the 2021
Pay Equity Report. The regression model used
to determine the adjusted pay gap is a mixed
effects model. For more details about the model,
see Appendix A, 2021 Pay Equity Report, page65, which describes the model and lists theparameters and variables.
The race and ethnicity grouping also have stayed
the same, as well as including only employees
older than 18 years in the model. For more
information about the race, ethnicity, and age
variables, see Appendix B, 2021 Pay Equity
Report, page 67.
DCAS provided a data dictionaryXI explaining
each variable in the dataset. For the full list ofvariables and their definitions, see Appendix C,
2021 Pay Equity Report, page 68. The 2021
Pay Equity Report used alternative sources tomake a list of uniformed titles. For this report,
DCAS provided an accurate list of 82 uniformed
titles, detailed in Appendix A.

XI

A document that helps explain the contents of the data, and defines the terminology used. A similar data dictionary is available tothe public on the NYC Open Data Portal in the ‘Local Law 18 Pay and Demographics Report - Agency Report Table’ dataset, available athttps:// data.cityofnewyork.us/City-Government/Local-Law-18-Pay-and-Demographics-Report-Agency-Re/423i-ukqr.

43 PAY EQUITY IN NYC • New York City Council

APPENDIX A: DATA,
LIMITATIONS, AND
METHODOLOGY
The dataset provided includes municipal
employees who were either active or on
temporary leave as of December 31, 2019. Active
seasonal employees from summer 2019 werealso included.
The dataset has individual-level data for eachworker including age, gender, race, ethnicity, civil
service title, and base salary (full list below).
The dataset does not include pedagogicalemployees from the DOE,XII elected officials, or
agencies with heads appointed by officials otherthan the mayor or by multi-member bodies.
XIII
After filtering and cleaning, the subset ofdata analyzed contains 162,148 employees.XIV
The analyses and results presented, including
where the report refers to the NYC municipal
workforce, are based on and in reference to thissubset, unless explicitly stated otherwise.XV
The primary analysis in this report focuses
on full-time employees, but the report also
includes a discussion on part-time employees.
In addition, the analysis focuses on employeeswith title classifications of “competitive” or“non-competitive,”XVI and removes employeeswith title classifications of “exempt,” “labor,”“pending classification,” and “unclassified
service,” who make up a small percentage offull-time employees.

Variables
AgencySalary Pay Band

Start Date

DCAS Occupational Group Code

Civil Service Title CodeDCAS Occupational Group Name

Civil Service Title NameManagerial

Minimum SalaryHighest Education Level

Maximum Salary

GenderBusiness Title

Race

Title Classification

Ethnicity

Job Category

Date of Birth

Career Level: Title Suffix

Provisional Status

Career Level: Title Level

Personnel Status Change Description

Base SalaryPreviously EmployedXII

See “Data with Voluntary Fields,” supra p. 4 for a description of data that was not provided by the Administration.
See Appendices A-C, 2021 Pay Equity Report, pages 65-70, for more on how the dataset was cleaned, in addition to variable definitions.
XIV
Cleaning involved making sure the variables were coded as their correct data types (e.g. “Date of Birth” as a date instead of text),
using the “Date of Birth” and “Start Date” variables to create the “Age” and “Length of Service” variables, recoding the “Race” and“Ethnicity” variables into a combined “Race/Ethnicity” variable, and setting the baseline value (ex. Male for the Gender variable) for
purposes of running the model. Variables that may affect salaries include the following factors: length of service, civil service title code,
civil service title level, civil service title suffix, agency, date of birth, and managerial status.
XV
See Appendix A, 2021 Pay Equity Report, page 65, for more information on statistical methods used to perform the analysis.
XVI
Full definitions of the classifications in New York State can be found at: New York State Department of Civil Service, Summary of New
York State Civil Service Law, (Oct. 2008), available at https://www.cs.ny.gov/pio/publications/summofcsl.pdf.
XIII

New York City Council • PAY EQUITY IN NYC

44

APPENDIX B: UNIFORM TITLE CODES
Title Code

Title Name

53050

FIRE MEDICAL OFFICER

53051

POLICE SURGEON

53052

EMERGENCY MEDICAL SPECIALIST T

53053

EMERGENCY MEDICAL SPECIALIST-E

53054

EMERGENCY MEDICAL SPECIALIST-P

53055

SUPERVISING EMERGENCY MEDICAL

53056

EMERGENCY MEDICAL SERVICE CADE

53057

AMBULANCE TECHNICIAN

53059

EMPLOYEE ASSISTANCE PROGRAM SP

5305A

DEPUTY CHIEF SURGEON (NON-MANA

5305B

CHIEF SURGEON (NON-MANAGERIAL

5305C

SUPERVISING CHIEF SURGEON (MAN5305D

ASSISTANT SUPERVISING CHIEF SU

5305E

SUPERVISING EMERGENCY MEDICAL

5305F

SUPERVISING EMERGENCY MEDICAL

5305G

FIRE MEDICAL OFFICER (MGR DET)

70112

SANITATION WORKER

70150

SUPERVISOR (SANITATION)

70196

GENERAL SUPERINTENDENT (SANITA

7019A

GENERAL SUPERINTENDENT (SANITA

7019B

GENERAL SUPERINTENDENT (SANITA

70210

POLICE OFFICER (RECURRING NIGH

7021A

POLICE OFFICER D/A DETECTIVE 3

7021B

POLICE OFFICER D/A DETECTIVE 2

7021C

POLICE OFFICER D/A DETECTIVE 1

7021D

POLICE OFFICER, DET. SPECIALIS

7021E

POLICE OFFICER, SPECIAL ASSIGN

70235

SERGEANT (RECURRING NIGHT SHIF

7023A

SERGEANT D/A SPECIAL ASSIGNMEN

45 PAY EQUITY IN NYC • New York City Council

Title Code

Title Name

7023B

SERGEANT D/A SUPERVISOR DETECT

70260

LIEUTENANT (POLICE) (RECUR NS)

70265

CAPTAIN (POLICE SERVICE)(REC N

7026A

LIEUTENANT D/A SPECIAL ASSIGNM

7026B

LIEUTENANT D/A COMMANDER OF DE

7026C

LIEUTENANT D/A DIR LEGAL BUREA

7026D

CAPTAIN D/A DEPUTY INSPECTOR (7026E

CAPTAIN D/A INSPECTOR (REC N/S

7026F

CAPTAIN D/A DEPUTY CHIEF INSPE

7026G

CAPTAIN DETAILED AS ASSISTANT

7026H

CAPTAIN DETAILED AS CHIEF OF D

7026I

CAPTAIN DETAILED AS CHIEF OF S

7026J

CAPTAIN DETAILED AS CHIEF OF T

7026K

CAPTAIN DETAILED AS CHIEF OF P

7026L

CAPTAIN DETAILED AS CHIEF OF P

7026M

CAPTAIN-MANAGERIAL DETAILS

7026N

CAPTAIN DETAILED AS CHIEF OF C

7026P

CHIEF OF DEPARTMENT

7026Q

CAPT DET CHIEF OF INTERNAL AFF

7026R

CHIEF OF THE HOUSING BUREAU

7026S

CAPT DET CHIEF OF THE TRANSIT

7026U

CAPTAIN: CHIEF OF TRANSPORTATI

7026V

CAPTAIN CHIEF OF COUNTERTERROR

7026W

CAPTAIN-CHIEF OF COMMUNITY AFF

7026Y

CAPTAIN-CHIEF OF INTELLIGENCE

7026Z

CAPTAIN-CHIEF OF STAFF

70270*SURGEON

7027A*SURGEON DETAILED AS DEPUTY CH

7027C

SUPERVISING CHIEF SURGEON

70310

FIREFIGHTER

New York City Council • PAY EQUITY IN NYC

46

Title Code

Title Name

70312

PILOT

70314

WIPER (UNIFORMED)

70316

MARINE ENGINEER (WITH LICENSE)

70360

LIEUTENANT (FIRE)

70365

CAPTAIN (FIRE)

70370

BATTALION CHIEF

70382

DEPUTY CHIEF(FIRE)

70388

CHIEF OF DEPARTMENT (FDNY)

7038A

DEPUTY ASSISTANT CHIEF OF DEPA

7038B

ASSISTANT CHIEF OF DEPARTMENT

7038C

ASSISTANT CHIEF OF DEPT DESIGN

70392

FIRE MARSHAL (UNIFORMED)

70393

SUPERVISING FIRE MARSHAL (UNIF

7039B

ASSISTANT CHIEF FIRE MARSHAL (7039C

CHIEF FIRE MARSHAL (UNIFORMED)

7039D

SUPERVISING FM-MGL DET: CHIEF

70410

CORRECTION OFFICER

70467

CAPTAIN (CORRECTION) TED < 11/70488

WARDEN (CORRECTION)(MGRL ASSIG

7048B

WARDEN-ASSISTANT DEPUTY WARDEN

7048C

WARDEN-DEPUTY WARDEN

7048D

WARDEN-DEPUTY WARDEN IN COMM T

47 PAY EQUITY IN NYC • New York City Council

APPENDIX C:ACKNOWLEDGEMENTS

This report was produced by New York
City Council’s Data Operations Unit inpartnership with the Legislative Division of
the Council. Data analysis, visualization,and supporting research were provided
by: Brook Frye, Rose Martinez, Alaa
Moussawi, Melissa Nuñez, and James Wu.
Editing support and additional researchwere provided by Jeffrey Baker, Malcom
Butehorn, Smita Deshmukh, Jayasri
Ganapathy, Elizabeth Arzt, Wiam Diouri,
Nicholas Connell, Sara Liss, Crystal
Pond, David Seitzer, and Andrea Vazquez.
The report was designed by Antonio
M. Rodriguez, Events and Production
Services Unit, Community Engagement
Division of the Council. We also thankthe Mayor’s Office of Data Analytics
for their assistance, as well as Barbara
Dannenberg of DCAS for sharing her
expert knowledge of the City’s civil service
and labor structures.

1

2021 Pay Equity Report, available at http://council.nyc.gov/data/wp-content/uploads/sites/73/2021/08/080221.OC03.PAY-EQUITY-INNYC_v8.pdf.
2
See, e.g., Valerie Wilson and William M. Rodgers III, Black-white Wage Gaps Expand with Rising Wage Inequality, Economic Policy
Institute, (Sept. 20, 2016), available at https://www.epi.org/publication/blackwhite-wage-gaps-expand-with-rising-wage-inequality/; Eileen
Patten, Racial, Gender Wage Gaps Persist in U.S. Despite Some Progress, Pew Research Center, (July 1, 2016), available at https://www.
pewresearch.org/ fact-tank/2016/07/01/racial-gender-wage-gaps-persist-in-u-s-despite-some-progress/; Stephen Miller, Black Workers
Still Earn Less than Their White Counterparts, Society for Human Resources Management, (June 11, 2020), available at https://www.shrm.
org/resourcesandtools/hr-topics/compensation/pages/racial-wage-gaps-persistence-poses-challenge.aspx; Jonathan Bowles, Eli Dvorkin, and Charles Shaviro, Stark Disparities in Employment and Wages for Black New Yorkers, The Center for an Urban Future, (Aug. 2020),
available at https://nycfuture.org/research/stark-disparities-in-employment-and-wages-for-black-new-yorkers; Kim A. Weeden, State of
the Union: Occupational Segregation, Stanford Center on Poverty & Inequality, (2019), available at https://inequality.stanford.edu/sites/
default/files/Pathways_SOTU_2019_OccupSegregation.pdf.
3
Robin Bleiweiss, Quick Facts About the Gender Wage Gap, Center for American Progress, (Mar. 24, 2020), available at https://www.
americanprogress.org/issues/women/reports/2020/03/24/482141/quick-factsgender-wage-gap/.

New York City Council • PAY EQUITY IN NYC

48