COMMISSION 
AGENDA MEMORANDUM                        Item No.          9b. 
BRIEFING ITEM                             Date of Meeting     September 24, 2019 
DATE:     September 6, 2019 
TO:        Stephen P. Metruck, Executive Director 
FROM:    Cynthia Alvarez, Sr. Manager Employee Relations, Human Resources 
Sanders Mayo, Sr. Employee Relations Consultant, Human Resources 
SUBJECT:  2019 Port of Seattle Affirmative Action Plan 
EXECUTIVE SUMMARY 
The purpose of this briefing is to present the key results of the Port of Seattle's 2019
Affirmative Action Plan (AAP) to the Port Commission. 
Key highlights of the 2019 AAP include: 
The number of women and minorities in the Port of Seattle's workforcereflects the
availability of qualified women and minorities in the communities from which we recruit
and hire. 
The Port of Seattle's employee demographics are aligned with the guidelines set by the
Office of Federal Contract Compliance Programs (OFCCP) and therefore the Port does
not have to set any placement goals for the coming year. It is worth noting the Port has
not had to set any placement goals in our last six AAP(s) as our workforce demographics
are aligned with the availability of women and minorities within the communities from
which we recruit and hire. 

BACKGROUND 
As a federal contractor, the Port of Seattle is required to create an annual AAP. The purpose of
our AAP is to ensure that we make good faith efforts to recruit, hire, and retain qualified
women and minorities in numbers consistent with the internal and external availability of
qualified women and minorities within our organization and the communities we serve. 
HOW RESULTS ARE MEASURED 
In accordance with OFCCP guidelines, on September 30th  of each year the Port extracts
employee data from our HR/Payroll system  to compare the percentages of women and
minorities in each of our 15 Equal Employment Opportunity (EEO) Job Groups to the
percentages of qualified women and minorities within the Port's general recruitment area

Template revised April 12, 2018.

COMMISSION AGENDA  Briefing Item No. 9.b 
Page 2 of 6 
Meeting Date: September 10, 2019 
(King, Pierce, Snohomish, and Kitsap counties). This type of review, comparing incumbency to
external availability, is called a Utilization Analysis.
Underutilization exists when the percentage of women or minorities employed within an EEO
Job Group is less than would be reasonably expected given the availability of qualified women
and minorities within the employer's recruitment area. Placement goals are set when an
employer has an underutilization within an EEO Job Group. A placement goal serves as target,
not a quota or set-aside, that employers make good faith efforts to meet. 
Consistent with our five previous AAP(s), the Port has no underutilization in any of its EEO Job
Groups. Therefore, the Port has no placement goals in its 2019 AAP. 
Please see the 2019 Utilization Analysis Table below: 
TOTAL 
EEO JOB GROUP                                        WOMEN                                      MINORITY 
EMPLOYEES 

Utilization     Availability    Difference    Utilization     Availability   Difference 

Officials/Administrators 1      30            11              11             --              5               6             -1 
Officials/Administrators 2      115           44              40            +4            35             27            +8 
Officials/Administrators 3      223           71              77             -6             47             56            -9 
Professionals 1           321           135             142            -7            107             92           +15 
Professionals 2           144           82              82             --             59             45           +14 
Admin. Support 1          76           53             55            -2            27            22           +5 
Admin. Support 2          26           20             19           +1            7              7            -- 
Admin. Support 3          22           14             16            -2            9              9            -- 
Skilled Craft 1             95             5                6             -1             23              22            +1 
Skilled Craft 2            308           15              18             -3             71              80            -9 
Protective Services         343           88              103           -15            101            109           -8 
Protective Services         57            8               11            -3             15             15            -- 
Leadership 
Service-Maintenance       102          29             37           -8            35            35           -- 
Technicians             32            18              15            +3             8              8            -- 
Para-Professionals          79            58              54            +4            33             25            +8 
(Please see Appendix A for comparison to 2018 Utilization Analysis Table) 


Template revised September 22, 2016.

COMMISSION AGENDA  Briefing Item No. 9.b 
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Meeting Date: September 10, 2019 
MOVING FORWARD 
The Port of Seattle's 2019 AAPis aligned with our Port-wide Goals to Demonstrate Strong
Commitment to Equity, Diversity, and Inclusion at the Port and Across the Region and to
Operate as a Highly Effective Public Agency.
The Port of Seattle will continue to improve its good faith efforts to expand the positive results
of our AAP(s), by: 
1.  Continuing the targeted recruitment of diverse applicant pools by attending job fairs
and community events, offering internships, and evaluating job descriptions to remove
requirements which create artificial barriers; 
2.  Continuing the bi-annual Compensation Equity Analysis to ensure there are no race or
gender-based differences in employee pay; 
3.  Continuing to offer equity and diversity training opportunities to support an inclusive
work environment. 
ATTACHMENTS TO THIS BRIEFING 
(1)   Presentation slides 
(2)   Appendix A: 2018 AAP Results 
(3)   Appendix: B: King County (Agency) & City of Seattle Race & Ethnicity Demographics 
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS 
October 9, 2018  2018 AAP Briefing 
June 13, 2017  2017 AAP Commission Briefing 
September 27, 2016  2016 AAP Commission Briefing 







Template revised September 22, 2016.

COMMISSION AGENDA  Briefing Item No. 9.b 
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Meeting Date: September 10, 2019 

Appendix A: 














Template revised September 22, 2016.

COMMISSION AGENDA  Briefing Item No. 9.b 
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Meeting Date: September 10, 2019 

Appendix B: 

City of Seattle - Employee
Demographics by Race
0.50%
15.60%
Native American
Asian
Black
12.60%
Hispanic
59.70%                                  Pacific Islanders
5.40%
Two or more Races
1.80%
White
3.63%

City of Seattle - Employee
Demographics by Gender

39.20%                                      Male
Female
60.80%
Total Employee:
13,594




Template revised September 22, 2016.

COMMISSION AGENDA  Briefing Item No. 9.b 
Page 6 of 6 
Meeting Date: September 10, 2019 

King County - Employee
Demographics by Race
1.30%
12.28%
Native American
15.73%     Asian
Black
Hispanic
Pacific Islanders
61.03%
5.54%       Two or more Races
0.95%          White
3.17%    Total Employee:
13,281

King County - Emplyee
Demographics by Gender

37.75%                                     Male
Female
61.03%
Total Employee: 13,281



Template revised September 22, 2016.