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?