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