9b Affirmative Action Plan Presentation
Item No. 9b. supp Meeting Date: September 24, 2019 2019 Affirmative Action Plan Key Results Commission Briefing The Purpose of the AAP Purpose of the Port's annual Affirmative Action Plan is to: Ensure good faith efforts taken to recruit, hire and retain qualified women and minorities. Ensure employee demographics are consistent with the internal/external availability of qualified women and minorities. PURPOSE OF PORT'S AAP 2 Key Results of Port's 2019 AAP The Port has no underutilization of women or minorities in any EEO Job Group. Therefore, the Port does not have to set any placement goals for 2019. The Port's 2018 Equity Compensation Analysis found no evidence of gender or raced based differences in employee compensation. 3 What is Availability? Availability is an estimate of the number of qualified women and minorities available for employment in an EEO Job Group. It is expressed as a percentage of: The external number of qualified women and minorities within an employer's recruitment area (King, Snohomish, Pierce, and Kitsap Counties). The number of promotable, transferable, and trainable women and minorities within an employer's workforce. 4 What is a Utilization Analysis? A utilization analysis is the process of comparing incumbency to availability. Essentially, it shows how well women and minorities are represented within an employer's workforce. An underutilization exists when the percentage of women and minorities employed in a in EEO job group is less than would be reasonably expected given their availability. 5 2019 AAP Key Successes and Opportunities Total Women Minority Employee EEO job group # of Port # of Port s Availability Difference Availability Difference Employees Employees Officials/Administrators 1 30 11 11 -- 5 6 -1 XX: increased Officials/Administrators 2 115 44 44 -- 35 35 -- representation of Officials/Administrators 3 223 71 77 -6 47 56 -9 women and Professionals 1 321 135 142 -7 107 107 -- minorities (vs. Professionals 2 144 82 82 -- 59 59 -- 2018). Admin. Support 1 76 53 55 -2 27 27 -- Admin. Support 2 26 20 20 -- 7 7 -- XX: areas for Admin. Support 3 22 14 16 -2 9 9 -- more concerted Skilled Craft 1 95 4 5 -1 23 23 -- effort recruit and Skilled Craft 2 308 15 18 -3 71 80 -9 hire women and Protective Services 343 88 103 -15 101 109 -8 minorities in Protective Services Leadership 57 8 11 -3 15 15 -- these job groups. Service-Maintenance 102 29 37 -8 35 35 -- Technicians 32 18 18 -- 8 8 -- Para-Professionals 79 58 58 -- 33 33 -- Source: 2019 Port of Seattle Affirmative Action Plan 6 AAP Results 2018 vs. 2019 Highlights Official Administrator -2 increased by 6 women; Official Administrator - 3 increased by 6 minorities; Professional 1 increased by 5 minorities; Protected Services increased by 11 women; Protected Services increased by 19 minorities; Service-Maintenance increased by 5 women; 7 Northwest Ports Have Comparable Gender Splits Differences in agency job type mix accounts for most gender split variation. Employees: 1,973 Employees: 740 Employees: 253 Employees: 119 8 Ethnicity Mix Driven by Community Demographics Port of Seattle most diverse, but reflective of Seattle metro area's population. 9 Opportunities Moving Forward Targeted recruitment of qualified women and minorities. Continue to provide employee training and development. Continue equity and diversity training. COMMITMENT TO AFFIRMATIVE ACTION 10 Questions?
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