Item Number:  __9b_attach__ 
Meeting Date:   April 24, 2018
MOTION 2018-XXX
OF THE PORT OF SEATTLE COMMISSION 
TO DEVELOP AND IMPLEMENT AN EQUITY PILOT 
PROGRAM 
PROPOSED 
MAY, 8 2018 

TEXT OF THE MOTION 
The Port of Seattle is committed to expanding opportunity, livability and equity in our region;
and becoming a model workplace for diversity and inclusion. We are working to promote social 
justice by reviewing our policies, practices, and procedures. The Port of Seattle's  goal is to
increase equity, diversity and inclusion in the work that we do. This goal applies to how we
identify and address priorities, navigate complex issues, engage employees and work with the
diverse communities we serve. 
The Commission hereby directs Port staff to develop and implement an equity pilot program in
2018. The pilot program shall use an equity toolkit in no less than three departments and/or
projects in the Port to inform the development of a policy directive. 
STATEMENT IN SUPPORT OF THE MOTION 
Our region is undergoing tremendous growth and the Port of Seattle is committed to ensuring
the economic prosperity is shared by all communities in King county, regardless of race and
place. 
At the Port of Seattle, equity is viewed as a source of possibility and strength. We recognize it is
an integral part of policy, processes and programs that are woven into all daily activities within
the port community. This effort is critical to: 
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 
The Port is committed to becoming a more equitable, diverse and inclusive organization by
building awareness of the causes and impacts of institutional racism while evaluating policies
and procedures to address any institutional barriers that may exist. 

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In 2016, the Port strengthened our 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. The executive team participated in an institutional racism
training to recognize the negative impact of institutional and structural racism. By building
capacity to address racism, the Port will also improve its ability to recognize and address other
forms of discrimination. 
In 2017, the Port of Seattle was the first port to join the Government Alliance on Race and
Equity (GARE), a national network of governments working to achieve racial equity and advance
opportunities for all. Across the country, governmental jurisdictions are making a commitment
to achieving racial equity, focusing on the power and influence of their own institutions, and
working in partnership with others. When this occurs, significant leverage and expansion
opportunities  emerge,  setting  the  stage  for  the  achievement  of  racial  equity  in  our
communities. GARE captures best practices and with a network in 30 states and over 150 cities,
they provide tools to put theory into action. The Port is able to leverage these best practices in
meeting the goal of being a more equitable, diverse and inclusive organization. 
For many years the Port of Seattle has worked to leverage its resources and work efforts to
create opportunities for diverse communities, individuals and small and women and minorityowned
business enterprises. We are dedicated to eliminating bias in our hiring practice and 
promoting better access to jobs, promotions and contracting opportunities for women, people
of color, and those in economically distressed areas of our region; establishing policies that
support family wage jobs and benefits; and using our influence through contracting and in the
labor market to encourage other employers to do the same. In addition, the Port supports
entrepreneurship and helping small businesses grow. 
The Office of Social Responsibility directly engages with the immigrant, refugee and minority
communities to encourage participation in Port programs and affiliated industries. Our
Workforce Development team leads efforts to expand and sustain workforce development,
training, job and business opportunities for local communities in Port sectors. The Small
Business Program promotes Small and Women and Minority Business Enterprise opportunities
at the Port. Human Resources develops programs addressing representation, diversity and
inclusion  in  the  Port's  internal  workforce.  And  Public  Affairs  conducts  community  and
stakeholder outreach and holds events in the region's communities. 
In addition, the Commission chartered the Energy and Sustainability Committee on January 26,
2016, which established an equity work group tasked to develop recommendations to address
disproportionate environmental impact of Port operations on disadvantaged communities. One
of recommendations called for pilot projects to utilize the Sustainable Evaluation Framework
that includes areas that advance racial and social equity. 

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Many root causes of today's inequities are sustained by historical legacies, structures, and
systems that repeat patterns of exclusion and discrimination. Modern institutions such as
public agencies, companies, industries, higher education institutions, and other organizations
have continued to create and perpetuate inequities, despite the lack of explicit intention.
However, without intentional and explicit intervention, these institutions will continue to
perpetuate inequities, in particular racial inequities. 
Too often, policies and programs are developed and implemented without thoughtful
consideration of racial equity. 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 decisions, including policies, practices,
programs, and budgets. Use of a racial equity tool can help to develop strategies and actions
that reduce racial inequities and improve success for all. Routine use of a racial equity tool
explicitly integrates racial equity into governmental operations. 
A racial equity tool: 
Proactively seeks to eliminate racial inequities and advance equity; 
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 impact. 
Local and regional government jurisdictions that are part of GARE are using racial equity tools.
The City of Seattle's Race and Social Justice Initiative (RSJI), established in 2004, started using its
racial equity tool during the budget process in 2007. The following year, the tool was expanded
to be used in policy and program decisions. And in 2015, an Executive Order was issued by the
Mayor directing expanded use of the racial equity tool, and requiring measurable outcomes and
greater accountability. 
The Port has the ability to implement policy change at multiple levels and across multiple
sectors to drive larger systemic change to address historic inequities. Last year, the Port worked
with GARE to develop a racial equity tool. 
This effort will enable the Port to perform more effectively and sustain organizational
performance, by: 
Identifying and addressing barriers to opportunity (for example, internally for current
employees, attracting future employees, in our Small/Women and Minority Business
Entreprises efforts, in our role in the region as an economic engine, and in our efforts to
build environmental sustainability) 

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Producing innovative and effective solutions 
Achieving higher levels of employee engagement and commitment 
Building more collaborative relationships with the communities we serve 
In order to achieve our goal of becoming a more equitable, diverse and inclusive organization,
we must coordinate efforts across the Port that already addressing Equity, Diversity and
Inclusion. The Port is in the process of hiring an equity leader to plan, train employees, and
engage with the community. This work is important and complex. The Port of Seattle's
executive  leadership  recognizes  that  a  successful  Port-wide  effort  requires  expertise,
experience and a consistent method of practice across the Port.














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