9b Affirmative Action Presentation
Item No. 9b_supp Meeting Date: October 9, 2018 2018 Affirmative Action Plan Key Results Commission Briefing The Purpose of the AAP Purpose of the Port's annual Affirmative Action Plan to: Ensure good faith efforts toward recruiting, hiring and retaining qualified women and minorities Ensure employee demographics are consistent with the internal/external availability of qualified women and minorities PURPOSE OF PORT'S AAP 2 What is Availability? Two types of Availability: 1. External availability is the percent of women and minorities with requisite skills in the general services area. 2. Internal availability is those current employees available to be promoted, transferred, or trained for future openings at the Port. 3 What is an Utilization Analysis? A comparison of how the Port's employee demographics compare to the availability of women and minorities in the general service area Under-Utilization occurs if the employer has a lower percentage of women and minorities in an EEO Job Class than what is available in the general service area Under-Utilization may require employers to set placement goals for the next year. 4 2018 AAP Results EEO JOB GROUP TOTAL WOMEN MINORITY EMPLOYEES Number of Port Number of Port Availability Difference Availability Difference Employees Employees # # # # # # Officials/Administrators 1 31 12 11 +1 6 7 -1 Officials/Administrators 2 104 38 38 -- 33 25 +8 Officials/Administrators 3 202 75 72 +3 41 47 -6 Professionals 1 333 137 144 -7 102 96 +6 Fell Below Goal: -2 difference Professionals 2 148 85 84 +1 64 49 +15 Admin. Support 1 79 54 57 -3 29 23 +6 Exceeded Goal: Admin. Support 2 24 19 18 +1 6 7 -1 +9 difference Skilled Craft 1 90 4 5 -1 20 22 -2 Skilled Craft 2 285 13 16 -3 72 76 -4 Protective Services 307 77 89 -12 82 92 -10 Service-Maintenance 91 24 32 -8 32 31 +1 Technicians 36 16 15 +1 11 10 +1 Para-Professionals 76 54 51 +3 34 23 +11 Admin. Support 3 22 14 16 -2 9 9 -- Protective Services Leadership -1 Source: 2018 AAP, as of Sept. 2018 56 9 10 11 12 -1 Common Misconception of AAP Common Misconception of AAP: Compliance equals an employer's workforce mirroring the demographics of the community it recruits in and services. Quotas are used to become compliant. (This is illegal). 6 Port of Seattle Staff vs. the State Port of Seattle State of Washington Female 33% Female Male 50% 50% Male 67% Data as of September 30, 2017 Data as of July 17, 2017 Total Port Employees: 1,884 7 Port of Seattle Staff vs. the State Port of Seattle State of Washington Pacific Two or Pacific Two or Islanders More 4% Islanders More 4% Hispanic 2% 1% Hispanic 4% 11% Native American Asian 1% 10% Native Asian American Black 8% 2% 8% White White 71% Black 80% 4% Data as of September 30, 2017* Data as of July 17, 2017 Total Port Employees: 1,884 (282 EE Failed to Self-Identify) 8 Results of Port's 2018 AAP Number of women & minorities within Port reflect the availability of qualified minorities and women in the communities from which we recruit and hire The Port has not had to set placement goals for any of the last five years AAP(s), which includes our current 2018 AAP 2018 AAP RESULTS 9 Opportunities Moving Forward Continue targeted recruitment of diverse applicants pools Continue bi-annual Compensation Equity Analysis Continue to provide training programs to support employee promotability Continue equity, diversity and inclusion training opportunities Keep the bar higher than meeting availability goals COMMITMENT TO AFFIRMATIVE ACTION 10 Questions?
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