| EEO Category | Grand Total | Total Male | Total Female | White Male | Black Male | Hispanic Male | Other Male | White Female | Black Female | Hispanic Female | Other Female |
|---|---|---|---|---|---|---|---|---|---|---|---|
| Officials/Administrators | 31 | 9 | 22 | 7 | 0 | 0 | 2 | 19 | 1 | 1 | 1 |
| Professionals | 65 | 20 | 45 | 17 | 2 | 0 | 1 | 33 | 4 | 4 | 4 |
| ParaProfessionals | 28 | 9 | 19 | 5 | 1 | 3 | 0 | 13 | 2 | 4 | 0 |
| Technicians | 2 | 2 | 0 | 1 | 1 | 0 | 0 | 0 | 0 | 0 | 0 |
| Office/Clerical | 2 | 0 | 2 | 0 | 0 | 0 | 0 | 1 | 0 | 1 | 0 |
| TOTAL | 128 | 40 | 88 | 30 | 4 | 3 | 3 | 66 | 7 | 10 | 5 |
Affirmative Action Policy Statement
The Connecticut Housing Finance Authority is committed to the achievement of all goals set forth in our Affirmative Action Plan within the timetables established. This commitment extends equal employment opportunity to all, regardless of race, color, religion, sex, national origin, ancestry, age, sexual orientation, physical disability, learning disability, genetic background information, intellectual disability, past or present history of mental disorder, status as a Vietnam-era or special disabled veteran or status in any group protected by state or local law (including marital status). A pledge of special consideration will be given to persons with disabilities and the older adult and hiring difficulties that they may experience as a result of their unique circumstances or needs.
As such, program goals will be set to overcome the present effects of past discrimination, if any, and to achieve the full and fair utilization of such persons in the work force. To perpetuate this commitment, we establish equal employment opportunity as our goal and affirmative action as the vehicle by which we will achieve it, in accordance with all existing federal and state constitutional provisions, laws, regulations, guidelines and executive orders, as stipulated in legislation.
Coupled with the above, constant, directed and steady strides will be undertaken to achieve parity within our workplace. To achieve this, new programs and opportunities for advancement will be generated to complement and expand upon those presently in place. In addition, particular attention will be given to such areas as: recruitment, interviewing, testing, training, appointment, assignment, evaluation and promotion to ensure that equal employment opportunity infiltrates every area of our employment system. The ultimate responsibility for the monitoring and development of the Affirmative Action Plan is the Executive Director, however prime responsibility for this has been delegated to the Director-Business Services.
To absorb the Affirmative Action Plan into the core of the CHFA’s operations, each person involved in its implementation and utilization will be held responsible for its success and progress. Regardless of an employee’s position or classification, a constant effort must be made to ensure that affirmative action is more than mere words, and that we make a commitment to the common goal of equal employment opportunity and advancement for all.
