Diversity key to county changes

Adrienne Packer

Thursday, Nov. 1, 2001 | 9:40 a.m.

Clark County Manager Thom Reilly didn't need a task force to outline one of the Government Center's faults: Its predominantly white work force hardly reflects the cultural makeup of the community.

Reilly announced short- and longterm plans Tuesday to eliminate managerial positions and consolidate county departments so they operate more efficiently.

But Reilly's plans have quietly gone a step further. Reilly wants to increase the ethnic diversity within the County Government Center so all residents feel comfortable accessing services those departments provide.

"Diversifying the work force is something all governments and private companies are struggling with," Reilly said. "We want to make it more high profile in the county."

Reilly is requiring department chiefs to enter into performance contracts by March 1. One of the criteria included in the agreement is to increase the diversity of each department.

The county manager provided an example with his first five appointments, made since he was hired in July.

Former news anchor Gwen Castaldi replaced Doug Bradford; Marcus Cooper, who is black, was named Public Defender after Morgan Harris' retirement; and Christine Robinson was hired as the head of the county's new air quality division.

With the commission's approval, Catherine Cortez-Masto will become the third assistant county manager, and Reilly said Tuesday he hired Patricia Marchese to replace Glenn Trowbridge as director of the Parks and Recreation Department.

Of 24 county department head positions, seven are women and four are held by blacks.

"It's not that appointments were made based on race or gender, but I think it's important that we look at all levels of government to diversify," Reilly said.

County Commissioner Dario Herrera, the second Hispanic commissioner to serve on the board, said he would like more Spanish-speaking employees in divisions such as Family and Youth Services.

Herrera and Reilly agree the residents of different ethnic backgrounds would feel more comfortable working with government agencies if departments were more diverse.

"This doesn't mean we have to match people race-wise," Reilly said. "We want levels of government to reflect the community. People have to feel comfortable using government."

Herrera said the community is ethnically diverse enough to hire qualified employees while creating a better cultural mix within government.

"I was surprised by the lack of diversity, not only on the Sixth Floor but the county as a whole," Herrera said when he took office in 1998.

"We've made significant progress. The county, now more than ever, can identify the best pool of candidates without consideration of a person's ethnic background, gender or other affiliation. We're interested in identifying the best pool of candidates, and that's the way it should be."

Commissioner Yvonne Atkinson Gates, the sole black commissioner, also supports Reilly's efforts. Atkinson Gates said the change has to be done through attrition because she believes the county has talented employees.

"Clearly, county government should reflect the cultural diversity of the community," Atkinson Gates said. "I think (Reilly) is taking a positive step in the right direction. But there is a long way to go on it."