9a Presentation Affirmative Action Briefing
Item No. 9a supp Meeting Date: September, 8, 2020 2020 Affirmative Action Plan Key Results Commission Briefing Affirmative Action (AA) Program Purpose Ensure good faith efforts taken to recruit, hire and retain qualified women and minorities. Ensure employee demographics are consistent with the internal/external availability of qualified women and minorities and the Office for Federal Contract Compliance Programs' (OFCCP) aspirational goals and benchmarks for individuals with disabilities and protected veterans. PURPOSE OF PORT'S AAP 2 2020 AA Program Key Results AA Program grew from one annual AA Plan to three annual AA Plans. Now, in addition to an annual AA plan for Women & Minorities (Executive Order 11246), we have annual AA Plans for Individuals with Disabilities (Section 503 of the Rehabilitation Act) and Protected Veterans (VEVRAA - The Vietnam Era Veterans' Readjustment Assistance Act). Updates to the Port's EEO Job Groups structure created better alignment between salary grades and EEO Job Groups and provided better clarity of employee demographics within EEO Job Groups. The updates expanded the our EEO Job Groups from 15 to 17. The number of women and minorities in our workforce reflects the availability of qualified women and minorities in the communities from which we recruit and hire. Consistent with the last six AA Plans for Women & Minorities, the Port has no required placement goals. The Port's 2020 EEO Compensation Analysis did not identify salary disparities attributable to race or gender. OFCCP's aspirational goal of 7% representation of individuals with disabilities within each EEO Job Group is not a rigid and inflexible quota which must be met, nor is it either a ceiling or a floor for the employment of individuals with disabilities. Seven out of our 17 EEO Job Groups align with the 7% aspirational goal. Port-wide we have almost 5% of our workforce who self-report as individuals with disabilities. Thirteen out of our 17 EEO Job Groups meet OFCCP's benchmark of 6.7% representation of Protected Veterans. The Port has no underutilization of women or minorities in any EEO Job Group. The Port's 2020 Equity Compensation Analysis found no evidence of gender or raced based differences in employee compensation. 3 What is Availability? Availability is an estimate of the number of qualified women and minorities available for employment in an EEO Job Group. It is expressed as a percentage of: The external number of qualified women and minorities within an employer's recruitment area (King, Snohomish, Pierce, Kitsap, and Thurston Counties). The number of promotable, transferable, and trainable women and minorities within an employer's workforce. 4 What is a Utilization Analysis? A utilization analysis is the process of comparing incumbency to availability. Essentially, it shows how well women and minorities are represented within an employer's workforce. An underutilization exists when the percentage of women and minorities employed in a in EEO job group is less than would be reasonably expected given their availability. 5 Changes to 2020 EEO Job Groups Updates to the Port's EEO Job Groups structure created better alignment between salary grades and EEO Job Groups, and provided better clarity of employee demographics within EEO Job Groups. The following changes expanded the Port's EEO Job Groups from 15 to 17. Separated Commissioned Police out of Protective Services into two new EEO Job Groups; Commissioned Police and Commissioned Police-Command. Renamed Protective Services EEO Job Groups as Non-Commissioned Protective Services and Non-Commissioned Protective Services- Command. Removed Officials & Administrators 3 EEO Job Group. Added Professional Group 3 EEO Group. 6 EEO Job Group 2019 vs. 2020 2019 EEO Job Groups 2020 EEO Job Groups Officials/Administrators 1 Officials/Administrators 1 Officials/Administrators 2 Officials/Administrators 2 Officials/Administrators 3 Professionals 1 Professionals 1 Professionals 2 Professionals 2 Professionals 3 Admin. Support 1 Admin. Support 1 Admin. Support 2 Admin. Support 2 Admin. Support 3 Admin. Support 3 Skilled Craft 1 Skilled Craft 1 Skilled Craft 2 Skilled Craft 2 Protective Services Commissioned Police Protective Services Commissioned Police Command Leadership Non - Commissioned Protective Services Service-Maintenance Non - Commissioned Protective Services Technicians Command Paraprofessionals Service-Maintenance Technicians Paraprofessionals 7 2020 AAP Availability Women and Minorities Female Minorities EEO JOB GROUP Total # Employees Availability Difference Employees Availability Difference Officials/Administrators 1 22 7 8.1 -1.1 6 4.9 1.1 Officials/Administrators 2 40 19 17.6 1.4 11 9.5 1.5 Professionals 1 250 90 92.1 -2.1 57 57.7 -0.7 Professionals 2 377 148 162.4 -14.4 117 99.4 17.6 Professional 3 56 32 28.1 3.9 24 14.3 9.7 Admin. Support 1 11 8 9.2 -1.2 4 3.4 0.6 Admin. Support 2 56 53 49.6 3.4 22 17.7 4.3 Admin. Support 3 11 8 8.5 -0.5 4 3.1 0.9 Skilled Craft 1 101 6 5.4 0.6 21 23.7 -2.7 Skilled Craft 2 315 14 17.6 -3.6 76 82.7 -6.7 Commissioned Police - Command 26 4 3.4 0.6 7 4.2 2.8 Commissioned Police 89 11 14.2 -3.2 14 17.9 -3.9 Non-Commissioned Protective Services Command 37 5 9.2 -4.2 10 9.3 0.7 Non-Commissioned Protective Services 306 103 103.2 -0.2 112 86.1 25.9 Service-Maintenance 158 64 73.9 -9.9 65 57.3 7.7 Technicians 132 46 53.4 -7.4 58 38.8 19.2 ParaprofessionalsSource: 2020 Port of Seattle Affirmative Action Plan 77 60 52.4 7.6 34 24 10 8 7% Aspirational Goal Individuals with Disabilities EEO JOB GROUP TOTAL # 7% Aspirational Goal Met Officials/Administrators 1 22 No Officials/Administrators 2 40 No Professionals 1 250 No Professionals 2 377 No Professionals 3 56 Yes Admin. Support 1 11 Yes Admin. Support 2 56 Yes Admin. Support 3 11 Yes Skilled Craft 1 101 No Skilled Craft 2 315 No Commissioned Police Command 26 Yes Commissioned Police 89 No Non-Commissioned Protective Services - Command 37 No Non-Commissioned Protective Services 306 No Service-Maintenance 158 No Technicians 132 Yes Paraprofessionals 77 Yes 9 6.7% Benchmark for Protected Veterans EEO Job Group Total # Employee Vets Availability Difference Officials/Administrators 1 22 0 1.47 -1.47 Officials/Administrators 2 40 1 2.68 -1.68 Professionals 1 250 19 16.75 2.25 Professionals 2 377 22 25.25 -3.25 Professional 3 56 3 3.75 0.75 Admin. Support 1 11 0 0.73 0.73 Admin. Support 2 56 0 3.75 -3.75 Admin. Support 3 11 0 0.73 0.73 Skilled Craft 1 101 16 6.76 9.24 Skilled Craft 2 315 35 21.10 13.9 Commissioned Police - Command 26 8 1.74 6.26 Commissioned Police 89 20 5.96 14.04 Non-Commissioned Protective Services Command 37 5 2.47 2.53 Non-Commissioned Protective Services 306 29 20.50 8.50 Service-Maintenance 158 13 10.58 2.42 Technicians 132 15 8.84 6.16 Paraprofessionals 77 5 5.15 0.15 10 Port vs. County Gender Data Port of Seattle Female 32.8% Male 67.2 % King Female 49.7% Male 50.3% Pierce Female 50.1% Male 49.9% Snohomish Female 49.8% Male 50.2% 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% 80.0% 11 Port vs. County Demographics Port of Seattle King Pierce Snohomish White 68.9% 66.2% 74.3% 77.0% Two or More 6.3% 5.2% 7.4% 4.9% Pacific 2.9% 8.0% 1.8% 0.7% Islander Hispanic 3.3% 9.9% 11.4% 10.6% Black 8.1% 7.0% 7.7% 3.8% Asian 9.6% 19.7% 7.1% 12.0% American 0.8% 1.0% 1.8% 1.6% Indian 12 Opportunities Moving Forward Continue to ask employee to self-identify race, gender, disability status, and veteran status to more accurately reflect our workforce demographics within our 3 AA Plans. Expand outreach and recruitment of individuals with disabilities. Continue the targeted recruitment of women, minorities, and Protected Veterans to ensure diverse applicant pools by attending job fairs and community events, offering internships, and evaluating job descriptions to remove requirements which create artificial barriers. Maintain and expand the Veteran's Fellowship Program. Conduct annual audits of the 3 AA Plans to measures the program effectiveness. Providing annual AA compliance training to employees to ensure women and minorities, individuals with disabilities, and protected veterans are treated in a non-discriminatory manner in all employment practices and business decisions. Work underway by Office of Equity, Diversity, and Inclusion to address institutional oppression within the Port and to infuse equity in all our programs, policies, and business practices supports the fundamental purpose of affirmative action, which is to attract, hire, develop and retain a workforce that reflects the diversity of our community at all levels of the Port. COMMITMENT TO AFFIRMATIVE ACTION 13 Questions?
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