Item No. _11b________________________
Meeting Date: _September 12, 2023_____
2023 Affirmative Action Program
Key Results
Commission Briefing

         Affirmative Action (AA) Program Purpose
• As a federal contractor, the Port is required to create annual AA
Plans for Women & Minorities, Individuals with Disabilities,
and VEVRAA-Protected Veterans.
• Ensure good faith efforts are taken to recruit, hire and retain
qualified women, minorities, individuals with disabilities, and
VEVRAA-protected veterans.
• Ensure representation of women, minorities, individuals with
disabilities, and VEVRAA-protected veterans meet standards
set by Office of Federal Contract Compliance Programs
(OFCCP).
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     2023 Affirmative Action Program Highlights
•  No underutilization of minorities in any of our 17 EEO Job Groups.
•  No underutilization of women in 15 of our 17 EEO Job Groups.
•  Underutilization of women in 2 EEO Job Groups.
•  The Port’s 2023 EEO Compensation Analysis showed salary differences
of more than 7.5% amongst some employees performing the same
job. These differences impact employees regardless of race
and gender.
•  Data collection improvements
•  Updated EEO Job Groups, disposition codes, and data consideration
•  Audited current AA Program for opportunities
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     2023 Affirmative Action Program Highlights
Cont.
OFCCP Goal      2022          2023        Change

Individuals with Disabilities          7%            7.94%            9%           +1.06%

VEVRAA-Protected Veterans       5.5%         9.52%         8.86%        -0.66%

12 of 17 EEO job groups align with, or exceed, the OFCCP goal for individuals with disabilities
9 of 17 EEO job groups align with, or exceed, the OFCCP benchmark for VEVRAA-protected veterans

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                  2023 Underutilization
2022
EEO JOB GROUP         TOTAL NUMBER    FEMALE EMPLOYEES    AVAILABILITY /       DIFFERENCE
Benchmark
Technicians                    150                   54                  48.13%                -18.19
Non-Commissioned Protective           27                   1                 20.68%               -4.58
Services, Command

2021
EEO JOB GROUP         TOTAL NUMBER    FEMALE EMPLOYEES    AVAILABILITY /       DIFFERENCE
Benchmark
Technicians                    134                   49                  65.83%                -16.83
Non-Commissioned Protective           26                   1                 23.81%               -5.19
Services, Command

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    DEMOGRAPHICS AT A GLANCE
2022 Affirmative Action Program

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               Non-represented Gender and Pay Grades   Male
Female
100%

90%

80%                40%
44%
54%
70%                                                                                  59%
65%
60%

50%

40%
Overall  Female Representation: 33%
30%                60%
56%
46%
20%                                                                                  41%
35%
10%

0%
Grades 15-19                      Grades 20-24                      Grades 25-29                      Grades 30-34                       Grades 35+
Regular, Non-Represented employees as of 8-15-2023                                                                7

                Non-represented Race and Pay Grades    White
Minority
100%

90%

80%
50%
70%
65%
71%
76%
60%                                                                                                                                                        78%

50%
Overall M inority Representation: 39%
40%

30%
50%
20%
35%
29%
24%
10%                                                                                                                                                        22%

0%
Grades 15-19                       Grades 20-24                       Grades 25-29                       Grades 30-34                        Grades 35+
Regular, Non-Represented employees as of 8-15-2023                                                                8

                 Port Demographics v. County
Population Demographics (King, Pierce, Snohomish)
Port of Seattle          King County           Pierce County       Snohomish County
Female                     34%                49%                50%                50%
Male                      66%               51%               50%               51%


Port of Seattle          King County           Pierce County       Snohomish County
White                      61%                54%                62%                64%
Minority                      39%                  46%                  38%                  36%

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          Opportunities Moving Forward
•  Partner with Talent Acquisition and Emerging Talent to identify
recruitments for positions within the Technicians and Non-
Commissioned Protective Service EEO Job Groups. Once identified, we
will conduct targeted outreach and recruitment of women to ensure
diverse applicant pools.
•  Complete Workplace Responsibility and Employee Relations process
improvement work.
•  Continue to update HR and Code of Conduct policies to include a review
of policies through an equity lens.
•  Re-evaluate EEO Job groups after HR’s development of new pay range
structure as part of its Compensation Project.
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