Minutes Exhibit A
Port Commission Regular Meeting
of June 27, 2017
TESTIMONY REFERENCES BY RALPH 8. IBARRA
PORT OF SEATTLE COMMISSION MEETING I JUNE 27, 2017
Introduction
These references are provided to underscore the observations and suggestions verbally given
about Item No. 7a Port of Seattle's 2017 Affirmative Action Plan Briefing
Employment for Protected Veterans
Effective March 24, 2014, the United States Department of Labor Office of Federal Contract
Compliance (OFCCP) Final Rule strengthens requirements for Federal Contractors and Subcontractors
to recruit, hire, promote and retain "Protected Veterans": "41 CFR Part 60-300-AffirmativeAction and
Nondiscrimination Obligations ofContractors and Subcontractors Regarding Special Disabled Veterans,
Veterans ofthe Vietnam Era, Disabled Veterans, Recently Separated Veterans, Active Duty Wartime or
Campaign Badge Veterans, and Armed Forces Service Medal Veterans; Final Rule"
AboutOFCCP
OFCCP evaluates the employment practices of over 4,000 Federal contractors and subcontractors
annually, and investigates individual complaints. OFCCP also engages in outreach to employees of
Federal contractors to educate them about their rights, and provides technical assistance to
contractors on their nondiscrimination and affirmative action obligations. OFCCP estimates that their
jurisdiction covers approximately 200,000 Federal contractor establishments, and an estimated 50,000
parent companies.
Unemployed Veterans
Although progress has been made in the employment of veterans, the number of unemployed
veterans still remains too high and substantial disparities in unemployment and pay rates continue to
persist, especially for some categories of veterans. The annual unemployment rate for post-September
2001 veterans, referred to as "Gulf War-era II veterans," is higher than the rates for all veterans and
for nonveterans. Bureau of Labor Statistics data on the employment situation of veterans show that
over 2.6 million of the nation's veterans have served during Gulf War-era II. Unfortunately, the
unemployment rate for Gulf War-era II veterans is higher compared to nonveterans. Moreover, the
unemployment rate for male Gulf War-era II veterans age 18 to 24 is consistently higher than the rate
for nonveterans of the same age group
Employmd'for Individuals with Disabilities
Effective March 24, 2014, the United States Department of Labor Office of Federal Contract
Compliance (OFCCP} Final Rule strengthens requirements for Federal Contractors and Subcontractors
to recruit, hire, promote and retain "Individuals With Disabilities": "41 CFR Part 60-741-Affirmative
Action and Nondiscrimination Obligations ofContractors and Subcontractors Regarding Individuals
With Disabilities; Final Rule"
Executive Summary
The Office of Federal Contract Compliance Programs (OFCCP} is a civil rights, worker protection
agency which enforces one Executive Order and two laws that prohibit employment discrimination and
require affirmative action by companies doing business with the Federal Government. Specifically,
Federal contractors must engage in affirmative action and provide equal employment opportunity
without regard to race, color, religion, sex, national origin, disability, or status as a protected veteran.
Executive Order 11246, as amended, prohibits employment discrimination on the basis of race,
religion, color, national origin, and sex. The Vietnam Era Veterans' Readjustment Assistance Act of
1974 (VEVRAA}, as amended, prohibits employment discrimination against certain protected veterans.
Ralph B. Ibarra, President I Cell/Text: (253) 653-4645 I E: Ralph@MBEWorld.com I Web: DiverseAmerica.Net
Section 503 of the Rehabilitation Act of 1973 (section 503), as amended, prohibits employment
discrimination against individuals with disabilities.

Employment discrimination and underutilization of qualified workers, such as individuals with
disabilities and veterans, contribute to broader societal problems such as income inequality and
poverty. The median household income for "householders" with a disability, aged 18 to 64, is
substantially less when compared with a median income for households who do not report a disability.
Controlling for age and race, workers with a disability, on average, earn less than private sector
workers without a disability. Controlling for age and race, male workers with a disability earn
substantially less than males without a disability, and the disability gap for females is also very high.
Moreover individuals, ages 18 to 64, with a disability are twice as likely to be in poverty versus those
individuals without a disability in poverty.


















Ralph B. Ibarra, President | Cell/Text: (253) 653-4645 | E: Ralph@MBEWorld.com | Web: DiverseAmerica.Net