9b. Equity Briefing presentation
Item No. 9b_supp Meeting Date: April 24, 2018 Equity Update Developing a Port of Seattle Model of Practice Race and Place Matter Source: King County Office of Equity and Social Justice RACE AND PLACE PREDICT WHETHER PEOPLE HAVE THE OPPORTUNITY TO THRIVE 2 A Closer Look: Income by Race & Place Source: King County Office of Equity and Social Justice $74.7K difference of 36K $38.7K INCOME DISPARITIES BY RACE AND PLACE 3 King County Strategy SIX AREAS OF GOVERNANCE 4 King County's Office of Equity and Social Justice Goal: Leadership, Operations and Services Develop effective and accountable leadership for advancing ESJ to drive pro-equity governance at all levels of the organization Goal: Plans, Policies and Budgets Department and agency business plans, including line of business and other planning processes, include analyses of equity impacts from their operations, services and programs, as well as equity targets and measures of progress. Goal: Facility and System Improvements Infrastructure system master plans, including line of business and other strategic planning processes, include clear objectives to advance equity and social justice that are informed by and sensitive to priority populations and key affected parties . 5 City of Seattle's Race and Social Justice Initiative Goal: Racial Equity in City Operations Fairness in contracting Fairness in hiring and promotion Improving City employees' skills. Goal: Racial Equity in City Engagement and Services Outreach and public engagement Programs and services. 6 Port of Portland Outcome 1: Increase Access to Equity Program Prosperity Related to Port Activities Build Port institutional and organizational capacity about equity. VISION Use an equity framework to influence Port processes and decision making. To advance equity at the Port and Region by promoting fair treatment and equitable access Outcome 2: Create a More Diverse to business, services, and employment and Inclusive Employee Workforce opportunities Assess, identify, and remove institutional barriers that hinder fair treatment & equitable access to employment opportunities. Promote an inclusive workplace culture that respects and values diversity & provides opportunity for all Port employees to pursue innovation and excellence. Goal Outcome 3: Demonstrate Regional Provide leadership to institutionalize the Equity Leadership integration of equity consideration into Port Partner economic development programs, projects, Influence and decision-making projects Equity at the Port of Seattle Working Definition: "Equity" refers to equal economic, political and social rights and opportunities. Goal: To become a more equitable, diverse and inclusive organization 8 LONG RANGE PLAN STRATEGY 4: High Performance Organization Become a Model Workplace for Equity, Diversity and Inclusion Objective 8: Increase Management Accountability for Equity, Diversity , & Inclusion Objective 9: Increase the Percentage of Employees that Agree that the Port of Seattle is Committed to Equity, Diversity, & Inclusion Objective 10: Increase Awareness Internally and Actively Share Diversity and Inclusion programs Externally 9 Port of Seattle Equity Efforts EQUITY Key Efforts To become a more equitable, Diversity in Contracting diverse and inclusive organization Priority Hire Sustainability Project Fra Airport Dining and Retail Central Engagement with the Workforce Capital Procurement Community (Office of Social Development Development Office Responsibility) Institutional Racism Training Human Resources Environmental Economic Sustainability Public Affairs Development EQUITY ACROSS ALL OUR LINES OF BUSINESS 10 What are we doing? In 2016, the Port's executive team made a commitment to become an anti-racism organization that courageously addresses obstacles to and opportunities for increasing equity in the agency's policies, procedures and practices. We are working to ensure that our policies, practices, and procedures recognize and address social injustice as it impacts the work of the Port. This applies to how we: Identify and address priorities Navigate complex issues Engage employees Engage the diverse communities we serve 11 Why are We Doing This? We recognize the negative impact of institutional and structural racism. By building capacity to address racism we will also improve our ability to recognize and address other forms of discrimination such as sexism and heterosexism. At the Port of Seattle, diversity is viewed as a source of possibility and strength integral: The core values of the organization Pursuing our mission and the Century Agenda Attracting and retaining talent with shared values Improving the quality of work-life integration Sustaining an environment that treats people and communities fairly and equitably 12 Racial Equity Toolkit When racial equity is not explicitly brought into operations and decision-making, racial inequities are likely to be perpetuated. Racial equity tools are designed to integrate explicit consideration of racial equity in decision analysis, policies, practices, programs, and budgets. A racial equity tool: Identifies clear goals, objectives and measurable outcomes; Engages community in decision-making processes; Identifies who will benefit or be burdened by a given decision, examines potential unintended consequences of a decision, and develops strategies to advance racial equity and mitigate unintended negative consequences; and, Develops mechanisms for successful implementation and evaluation of impacts early in the process. 13 What will our outcomes be, and how will they serve our mission? This effort will enable us to perform more effectively and sustain organizational performance, including: Identifying and addressing barriers to opportunity, for example, internally for employees, attracting future employees, in our Small/WMBE efforts, in our role in the region as an economic engine, and in our efforts to build environmental sustainability Producing innovative and effective solutions Achieving higher levels of employee engagement and commitment Building more collaborative relationships with the communities we serve 14 Building Equity Policy and Practice: 2017-2018 October 2016 - POS ELT attends Undoing Institutional Racism and establishes commitment to build an anti-racist Port of Seattle January August 2017 - ELT and other Port leaders met with equity leaders from the City of Seattle, King County, the Government Alliance on Race and Equity, and Nike to explore effective approaches to equity, diversity and inclusion April 2017 - The Port joins The Government Alliance on Race and Equity (GARE), a national network of governments working to achieve racial equity and advance opportunities for all May 2017 - A cross-port design team meets to begin work on the Port's Model of Equity, Diversity and Inclusion, Human Resources pilots a training for employees on Institutional Racism and Courageous Conversations May 2017 - Energy and Sustainability Workgroup of the POS Commission recommends establishing a POS Equity policy 15 Building Equity Policy and Practice: 2017-2018 November 2017 Equity FTE established in the 2018 Salary and Benefits Resolution December 2017 Completed design of Port of Seattle Specific Equity Toolkit January through April 2018 Equity Lead job development including gathering community input, Pilot selection , Provide Anti-Racism training to employees quarterly May 2018 Port of Seattle Motion on an Equity Pilot October December 2018 Complete and evaluate Equity Toolkit pilots to inform Port of Seattle Equity Policy 16 Questions? 17
Limitations of Translatable Documents
PDF files are created with text and images are placed at an exact position on a page of a fixed size.
Web pages are fluid in nature, and the exact positioning of PDF text creates presentation problems.
PDFs that are full page graphics, or scanned pages are generally unable to be made accessible, In these cases, viewing whatever plain text could be extracted is the only alternative.