THA is home to a growing, diverse workforce who carry forward the mission of delivering high quality, affordable housing for those most in need.
THA Staff at a Glance
- 179 total THA staff
- 5.8 years average tenure
- 3.2 years median tenure
- 13.3% annual turnover
THA is continuing to make strides to be a great place to work. In a 2023 survey, staff gave THA a rating of 4.15 out of 5.
2023 Accomplishments
- 100% of full-time staff are paid a housing wage of $32/hour or higher
- Turnover has decreased from 25% to 13% in one year
- Hired a strategic Advisor for Diversity, Equity, and Inclusion
Staff Demographics
THA is informed by the following goals:
- THA customers will see themselves reflected in THA staff and leadership.
- BIPOC staff will be represented in management positions.
- THA staff will be at least as diverse as the City of Tacoma.
- We hope to show more indicators of diversity in our 2024 data.
| Race | City of Tacoma | THA Households | THA Staff |
|---|---|---|---|
| American Indian and Alaska Native | 1.0% | 1.7% | 0.6% |
| Asian | 7.9% | 7.1% | 7.3% |
| Black or African American | 10.1% | 28.5% | 17.9% |
| Native Hawaiian and Other Pacific Islander | 1.7% | 2.2% | 1.1% |
| Two or more races | 14.1% | 5.1% | 8.4% |
| White | 62.1% | 38.5% | 50.3% |
| Some other race | 3.3% | — | — |
| Did Not Disclose | — | 16.9% | 14.5% |
| Ethnicity | City of Tacoma | THA Households | THA Staff |
|---|---|---|---|
| Hispanic or Latinx (of any race) | 13.3% | 8.1% | 13.4% |
| Not Hispanic or Latinx | 86.7% | 91.9% | 85.5% |
City of Tacoma data from the 2022 American Community Survey. THA data as of December 2023.
| Population | BIPOC | White | Not Specified |
|---|---|---|---|
| THA Households | 50.3% | 34.9 | 14.8% |
| THA Staff | 48.6% | 50.3% | 1.1% |
| THA Managers | 54.8% | 40.5% | — |
| Population | Female | Male | Non-binary |
|---|---|---|---|
| THA Households | 73.2% | 26.8% | — |
| THA Staff | 58.1% | 40.2% | 1.7% |
| THA Managers | 54.8% | 40.5% | 4.8% |
| Population | BIPOC | White |
|---|---|---|
| THA Staff, 2021 | 70 (44.0%) | 89 (56.0%) |
| THA Staff, 2022 | 78 (47.3%) | 87 (52.7%) |
| THA Staff, 2023 | 87 (49.2%) | 90 (50.8%) |
| THA Managers, 2021 | 17 (34.7%) | 32 (65.3%) |
| THA Managers, 2022 | 20 (45.5%) | 24 (54.5%) |
| THA Managers, 2023 | 16 (38.1%) | 26 (61.9%) |
| Population | Female | Male | Non-binary |
|---|---|---|---|
| THA Staff, 2021 | 101 (63.1%) | 57 (35.6%) | 2 (1.3%) |
| THA Staff, 2022 | 96 (58.2%) | 67 (40.6%) | 2 (1.2%) |
| THA Staff, 2023 | 104 (58.1%) | 72 (40.2%) | 3 (1.7%) |
| THA Managers, 2021 | 33 (67.3%) | 14 (28.6%) | 2 (4.1%) |
| THA Managers, 2022 | 28 (63.6%) | 14 (31.8%) | 2 (4.5%) |
| THA Managers, 2023 | 23 (54.8%) | 17 (40.5%) | 2 (4.8%) |
Staff Tenure
THA offers staff an opportunity to grow, with dozens who have spent more than 10 years at the agency. Several long-time THA staffers have been promoted to managerial positions as well.
We have also seen an increase in the number and percentage of new BIPOC staff. This increase helps increase the overall diversity of THA.
| Race | Less Than 5 Years | 5–10 Years | 10–20 Years | 20 Years or More |
|---|---|---|---|---|
| American Indian and Alaska Native | 1 | — | — | — |
| Asian | 11 | 2 | 1 | — |
| Black or African American | 18 | 9 | 3 | 2 |
| Native Hawaiian or Other Pacific Islander | 2 | — | — | — |
| Two or more races | 8 | 5 | 2 | — |
| White | 48 | 23 | 16 | 4 |
| Did Not Disclose | 20 | 1 | 2 | 3 |
| Ethnicity | Less Than 5 Years | 5–10 Years | 10–20 Years | 20 Years or More |
|---|---|---|---|---|
| Hispanic or Latinx | 18 | 1 | 2 | 3 |
| Not Hispanic or Latinx | 88 | 39 | 22 | 6 |
| Gender | Less Than 5 Years | 5–10 Years | 10–20 Years | 20 Years or More |
|---|---|---|---|---|
| Female | 62 | 21 | 16 | 4 |
| Male | 43 | 18 | 8 | 5 |
| Non-binary | 3 | — | — | 1 |
| Manager Status | Less Than 5 Years | 5–10 Years | 10–20 Years | 20 Years or More |
|---|---|---|---|---|
| Non-Manager | 92 | 28 | 11 | 8 |
| Manager | 16 | 12 | 13 | 1 |
Staff Turnover
THA set a goal to reduce turnover below 25% and, ideally, equal to or better than state and local trends, and to see no disparity in turnover amongst historically marginalized staff.
| Year | Asian | Black or African American | Native Hawaiian or Other Pacific Islander | Two or More Races (Not Hispanic or Latino) | White | Did Not Disclose |
|---|---|---|---|---|---|---|
| 2021 | 1 (12.5%) | 5 (16.7%) | 0 | 4 (33.3%) | 19 (21.3%) | 1 (5.6%) |
| 2022 | 2 (22.2%) | 9 (29.0%) | 3 (100%) | 2 (15.4%) | 19 (21.8%) | 7 (33.3%) |
| 2023 | 0 | 3 (9.4%) | 1 (50%) | 1 (6.7%) | 14 (15.6%) | 3 (11.5%) |
| Year | Hispanic or Latinx | Not Hispanic or Latinx |
|---|---|---|
| 2021 | 1 (5.9%) | 29 (20.4%) |
| 2022 | 6 (28.6%) | 35 (24.3%) |
| 2023 | 2 (8.3%) | 20 (13.1%) |
| Year | Female | Male |
|---|---|---|
| 2021 | 20 (19.4%) | 10 (18.2%) |
| 2022 | 31 (31.6%) | 11 (16.9%) |
| 2023 | 15 (14.3%) | 7 (9.6%) |
| Year | Non-Manager | Manager |
|---|---|---|
| 2021 | 20 (18.0%) | 10 (20.4%) |
| 2022 | 31 (25.6%) | 11 (25.0%) |
| 2023 | 17 (12.4%) | 5 (11.9%) |
| Year | THA (all staff) | Washington State Government jobs (OFM) | Total US State & Local Government Jobs (BLS) |
| 2021 | 18.8% | 9.2% | 20.4% |
| 2022 | 25.5% | 15.7% | 22.4% |
| 2023 | 13.3% | 10.5% | 18.3% |
Looking Ahead
At THA, we remain committed to being a great place to work. For 2024, we have identified 6 areas of focus:
- Establish a system for counting lived experience when considering job candidates.
- Increase the number of BIPOC staff hired in 2024
- Create a new performance evaluation system
- Review and update all HR policies
- Increase employee engagement and measure/improve staff satisfaction
- Complete software transition to Yardi