Port of Seattle     Item No.7a_supp 
Meeting Date:  June 27, 2017 
2017 Affirmative Action Plan 
Key Results 
Commission Briefing

Introduction 
Port creates an annual AAP to: 
Recruit, hire, and retain qualified women
and minorities 
Ensure employee demographics are
consistent with internal/external
availability 
FEDERALLY MANDATED PROCESS 
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Results of Port's 2017 AAP 
Number of women & minorities within Port
reflect the availability of qualified women &
minorities in communities from which we
recruit & hire 
The Port has not had to set placement goals for
any of our last three years AAP(s), which
includes our current 2017 AAP 
TARGETED RECRUITMENT OF DIVERSE APPLICANTS & OTHER GOOD FAITH EFFORTS ALLOW PORT TO EXCEL 
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Sampling of 2017 AAP Results 
Women Employees                    Minority Employees 

Fell Below Goal: 
-2 difference 

Exceeded Goal:
+9 difference 



OFFICIALS/ADMINISTRATORS AND PROFESSIONALS MEETING OR EXCEEDING , SKILLED CRAFTS SHORT BY TWO 
Source: PORT 2017 AAP             4

Opportunities Moving Forward 
Continue targeted recruitment of diverse
applicants pools 
Continue Compensation Equity Analysis 
Continue equity, D & I training opportunities 
Learn from other local public employers how to
identify and address equity issues beyond
compliance 
GOING BEYOND COMPLIANCE TO ADDRESS EQUITY ISSUES INTERNAL AND EXTERNAL TO PORT
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