Port of Seattle 2017 Affirmative Action Plan Key Results Commission Briefing Item No. 7b_supp Meeting Date: June 13, 2017 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 2 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 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 3 Sampling of 2017 AAP Results OFFICIALS/ADMINISTRATORS AND PROFESSIONALS MEETING OR EXCEEDING , SKILLED CRAFTS SHORT BY TWO Women Employees Minority Employees Source: PORT 2017 AAP Exceeded Goal: +9 difference Fell Below Goal: - 2 difference 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 5