COMMISSION 
AGENDA MEMORANDUM                      Item No.      7a 
BRIEFING ITEM                           Date of Meeting        June 27, 2017 
DATE:        May 31, 2017 
TO:         David Soike, Interim Executive Director 
FROM:       Cynthia Alvarez, Sr. Manager Employee Relations, Human Resources 
SUBJECT:     Port of Seattle's 2017 Affirmative Action Plan Briefing 
EXECUTIVE SUMMARY 
The purpose of this briefing is to present the key results of the Port of Seattle's 2017
Affirmative Action Plan (AAP), our current plan year.
The number of women and minorities in the Port of Seattle's workforce reflect
the availability of qualified minorities and women in the communities from
which we recruit and hire. 
The Port of Seattle has not had to set placement goals for any of our last three
years AAP(s), which includes our current 2017 AAP. 
BACKGROUND 
As a Federal contractor, the Port of Seattle is required to create an annual AAP for
women and minorities. The purpose of an AAP is to recruit, hire, as well as retain
women and minorities in numbers consistent with the availability of qualified minorities 
and women in our community.
HOW RESULTS ARE MEASURED 
An employer has to set placement goals when there are fewer minorities or women in
the employer's workforce than would be reasonably expected based upon the
availability ("availability goals") of qualified women and minorities, both internal and
external to the employer.
The Port of Seattle did not have to set placement goals for its 2017 AAP because its
workforce, divided into 15 EEO Job Groups, met the availability goals for women and
minorities in each of its EEO Job Groups. 
MOVING FORWARD 
Opportunities to continue the positive results of the Port of Seattle's AAP(s) include: 
Continuing the targeted recruitment of diverse applicant pools; 

Template revised May 30, 2013.

COMMISSION AGENDA  Briefing Item No. 7a                                  Page 2 of 2 
Meeting Date: June 27, 2017 
Continuing the bi-annual Compensation Equity Analysis; 
Continuing equity, diversity and  inclusion training opportunities such as
Unconscious Bias training, diversity brown-bags, and Preventing Workplace
Harassment training and Disability Discrimination & Accommodation training; 
Learn from other local public employers how to identify and address equity
issues beyond compliance. 
ATTACHMENTS TO THIS BRIEFING 
PowerPoint slide presentation 
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS 
None