9b Affirmative Action Memo
COMMISSION AGENDA MEMORANDUM Item No. 9b BRIEFING ITEM Date of Meeting October 9, 2018 DATE: September 27, 2018 TO: Stephen P. Metruck, Executive Director FROM: Kim DesMarais, Interim Sr. Director, Human Resources Sanders Mayo, Sr. Employee Relations Consultant SUBJECT: 2018 Affirmative Action Plan, Commission Briefing EXECUTIVE SUMMARY The purpose of this briefing is to present the key results of the Port of Seattle's 2018 Affirmative Action Plan (AAP) to the Port Commission. Key highlights of the 2018 Affirmative Action Plan include: The number of women and minorities in the Port of Seattle's workforceis reflective of the availability of qualified women and minorities in the communities from which we recruit and hire. The Port of Seattle's employee demographicsare aligned with the guidelines that are set by the Office of Federal Contract Compliance Programs (OFCCP) and therefore the Port does not have to set any placement goals for the coming year. It is worth noting that the Port has not had to set any placement goals in our last five years AAP(s) as our workforce has aligned with the availability of women and minorities in the communities where we recruit and hire. BACKGROUND As a Federal contractor, the Port of Seattle is required to create an annual AAP. The purpose of our AAP is to ensure that we make good faith efforts to recruit, hire, and retain qualified women and minorities in numbers consistent with the internal and external availability of qualified women and minorities within our organization and the communities we serve. HOW RESULTS ARE MEASURED In accordance with OFCCP requirements, on September 30th of each year the Port extracts data from our HR/Payroll system based on each employee's self-identified gender and ethnicity. This data is sent to our affirmative action consultant (People Fluent) who compares the number of women and minorities in each of the 15 Equal Employment Opportunity (EEO) job classes we have at the Port to the estimated number of available women and minorities with the skills Template revised April 12, 2018. COMMISSION AGENDA Briefing Item No. __9b_ Page 2 of 3 Meeting Date: October 9, 2018 required for each EEO job class in the Port's general service area (King, Pierce, Thurston, Snohomish, and Kitsap counties). There are two types of availability: 1. External availability is the percent of women and minorities with requisite skills in the general services area. The statistics pulled from the US Census provides census occupations by ethnicity and sex composition and is broken out by residential geography. 2. Internal availability are those current employees available to be promoted, transferred, or trained for future openings at the Port. Utilization Analysis is the comparison of how the Port's employee demographics compare to the availability of women and minorities in the general service area. If the Port has a lower percentage of women or minorities in an EEO job class than is available in the general service area, this group is considered "under-utilized". When one of the Port's EEO job classes is under-utilized by more than the variance allowed by the OFCCP the Port must set a placement goal. The Port has had effective recruiting programs since at least 2015. This year's Affirmative Action is consistent with the past four years. Therefore, placement goals have not been required. Please see the Utilization Analysis Table below: TOTAL EEO JOB GROUP WOMEN MINORITY EMPLOYEES Number of Number of Port Employees Availability Difference Port Availability Difference 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 Professionals 2 148 85 84 +1 64 49 +15 Admin. Support 1 79 54 57 -3 29 23 +6 Admin. Support 2 24 19 18 +1 6 7 -1 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 Template revised September 22, 2016. COMMISSION AGENDA Briefing Item No. __9b_ Page 3 of 3 Meeting Date: October 9, 2018 Para-Professionals 76 54 51 +3 34 23 +11 Admin. Support 3 22 14 16 -2 9 9 -- Protective Services 56 9 10 -1 11 12 -1 Leadership "Underutilized" demographic Highly exceeds Availability MOVING FORWARD The Port of Seattle's 2018 AAPis aligned with our 2018 Port-wide Goals to provide workforce training and quality jobs for underrepresented communities as well as our High-Performance Organization goal to deepen the organization's understanding and practices in diversity and inclusion. Port staff continues to seek ways to exceed these goals. Opportunities to continue the positive results of the Port of Seattle's AAP(s) include: 1. Continuing the targeted recruitment of diverse applicant pools by attending job fairs and community events, offering internships, and evaluating job descriptions to remove requirements which create artificial barriers; 2. Continuing the bi-annual Compensation Equity Analysis to review pay of Port employees and ensure there are no race or gender-based differences in employee pay that cannot be explained by the employee's experience or work performance, and 3. Continuing to offer equity, diversity and inclusion training opportunities such as unconscious bias training for hiring selection panels, diversity brown-bags, and our Preventing Workplace Harassment and Disability Discrimination and Accommodation training. ATTACHMENTS TO THIS PowerPoint Slide Presentation PREVIOUS COMMISSION ACTIONS OR BRIEFINGS None Template revised September 22, 2016.
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