Multnomah County auditor finds uneven progress on equity, recommends 360 reviews and stronger WESP accountability

Multnomah County Auditor Jennifer McGourk and audit staff presented a countywide equity performance audit to the Board of Commissioners Aug. 1 that found uneven progress across departments, measurable disparities in employee outcomes by demographic groups and gaps in accountability for the county’s Workforce Equity Strategic Plan (WESP).

The audit team applied a four‑phase equity maturity model to departments and found some had stronger programs and staffing while others lacked formal plans and capacity. The auditors identified four primary findings: inconsistent progress on equity across departments, systemic barriers to accountability, statistically significant disparities in employee outcomes and lack of a formal accountability structure for the WESP.

Analyses of county HR data (2019–2024) showed disparities the audit said are statistically significant after adjusting for other variables. The team reported that Asian employees were less likely to be supervisors; Black or African American employees were less likely to pass trial service and more likely to be fired; and LGBTQIA2S+ employees reported higher quit rates. The auditors noted limitations due to incomplete demographic reporting for some categories but said imperfect data can still reveal critical trends.

The audit recommended that the county:

- Implement annual 360‑degree reviews for managers and save reviews in Workday; - Provide anonymous exit surveys for departing employees and use data to identify patterns and corrective plans; - Assign formal responsibility (in writing) to the county COO for outcomes of both the 2018 and 2024 WESP renewals and require performance plans if measures are unmet; - Maintain disability accommodation expertise in the Office of Diversity and Equity (rather than moving the role solely to HR) and more clearly advertise that resource; - Create a central pool of funds to hire interns (College to County program) for offices without hiring budgets; and - Consider targeted policy adjustments such as limited international telework approval on a case‑by‑case basis.

The auditor’s office noted themes from employee listening sessions: employees reported exhaustion and instances where concerns were not addressed. The audit called for departments to invest in equity staffing, data capacity and manager training, and for the WESP renewal committee to secure dedicated resources and explicit accountability for outcomes.

Board members asked for follow‑up with County Executive leadership on how the recommendations will be implemented and requested a more detailed timeline and status report on actions. County leadership indicated willingness to return with an implementation plan and said elected officials are responsible for implementing recommendations within their offices when those recommendations pertain to independently elected departments.