Item Number: 11c_supp
Meeting Date: January 4, 2022
Equity Motion
and
Equity, Diversity, and Inclusion Assessment
January 4, 2022

Outline
1.  Background & Purpose
2.  EDI Assessment Process & Methodology
3.  Issues & Recommendations
4.  Next Steps & Implementation
5.  Commission Questions & Discussion


2

BACKGROUND & PURPOSE

3

Commission Motion 2020-19
Directed OEDI to both assess and continue implementing equity efforts
1.  Complete a comprehensive Port-wide equity, diversity, and inclusion (EDI)
assessment
2.  Establish an internal Change Team, with representatives from each division and
department, to embed equity in all levels of the Port
3.  Racial equity training for all Port employees, including Commissioners,
Executive Director, and Executive Leadership Team
4.  Continue and deepen employee learning and analysis of anti-Black racism
5.  Create a Community Advisory Board
OEDI to report back on the above at the end of 2021. This is the focus of
this presentation and accompanying EDI Assessment Report.

4

Equity Motion Implementation
Sep-20     Jan-21     Apr-21     Jul-21     Oct-21     Feb-22     May-22
1. Port-wide EDI Assessment
2. Change Team Formation & Foundational Training
3. Racial Equity Training (All Employees)
4. Learning & Analysis of Anti-Black Racism
5. Community Equity Board
WMBE Assessment thru RFP                                   RFP o ut in Nov 2 021
Women of Color Assessment
Represented Workers Task Force

5

EDI Assessment Goals
1. Identify strengths, weaknesses, and barriers to equity
2. Establish a baseline to track progress
3. Develop strategies and actions to build a more
equitable, anti-racist organization


6

For the Commission's Consideration
How can the Commission support implementation of these
efforts  both internally and externally?
What challenges do you see for implementation?
What aspects of this work are you looking forward to the
most?

7

EDI ASSESSMENT
PROCESS & METHODOLOGY

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Methodology
1.  Issue identification  meta-analysis        2. Gap analysis                      3. Consultations and refinement of
of employee input                                                           recommendations
Equity Survey                                       Inventoried and reviewed            EDI Listening Sessions (18 sessions,
1,306 respondents                            progress-to-date on key issues       283 participants)
1,230 comments from 505
respondents                          Developed recommended        Blacks in Government
Change Team self-assessment                    actions
2020-21 Racial Equity Trainings Participant                                               ERG meetings
Surveys
Blacks in Government Input and                                                           D & D Council
Recommendations
Equity in Budgeting Department Survey                                                   Consultations with key departments
Represented Workers Task Force Report                                                   (Human Resources, Strategic
Black Lives Matter Caucusing Series                                                        Initiatives, CPO, Diversity in
South King County Fund Cycle 1 Report                                                    Contracting, Legal, External
Non-represented Employees                                                                Relations)
Compensation Program Review
Strategic Initiatives CPI collaboration
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Results
53
6 Focus            15 Key
Recommended
Areas             Issues
Actions

Interwoven throughout: Addressing Barriers for Specific Groups
Black, Indigenous, and people of color (BIPOC)
Women, especially women of color
Represented and off-shift workers
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What's in the Full Report
Full Report                    This Presentation
Detailed Background           Summary
Detailed Methodology         Summary
For each of the 15 Key Issues   Overview of All Issues and Actions
Description of concerns        Spotlight on One Issue in each
Progress to date                Focus Area
Recommended Actions        Share direct quotes from employees
Appendices  sources of
employee input

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ISSUES & RECOMMENDATIONS

12

Framing
Topics of racism, discrimination, equity can be sensitive
Our intent is to:
surface the most prevalent concerns by a critical mass of employees
across the Port
bring forth the candid and authentic voices of employees, especially
those who have often been marginalized or unheard
make an objective analysis of work to date and continuing gaps, and
recommend concrete and high-impact actions to address the gaps
and continue advancing equity Port-wide.

13

Overview
Focus Areas                                               Key Issues
1. Inconsistencies in Port-wide vision for and commitment to equity
2. Lack of open dialogue about equity and racism
Workplace Culture
3. Lack of BIPOC representation and voice in decision making
4. Lack of safety and a fear of retaliation when reporting racism and discrimination
5. Unclear discrimination reporting process
Operations and Processes             6. Gaps in critical role of supervisors
7. Inconsistent integration of equity in key Port-wide processes
8. Inequities in recruitment, hiring, and qualifications
Employment                     9. Inequities in compensation
10. Barriers to advancement for internal candidates
Equity Capacity Building               11. Barriers to participation - resources and resistance
Engaging WMBEs and Small          12. Barriers for WMBEs and small businesses
Businesses                          13. Barriers in procurement processes
14. Lack of empowered and meaningful ways for external stakeholders to engage
with the Port
Engaging Impacted Communities
15. Challenging processes for community-based organizations to contract with the
Port                                                                        14

Workplace Culture
(Issues 1-4, Recommendations 1-17)


15

Workplace Culture  Voice of Employees
"If you raise a concern about your manager/director/chief, it could impact your           promotional opportunities, performance evaluation and pay. Until there is a
zero tolerance/no retaliation policy applied to senior leaders, employees will not
feel comfortable bringing issues forward.

Even though I would and have reported bias and discrimination, I am 100%
confident that NOTHING would be done about it. Our values are a JOKE! They
are not even worth the paper they are written on. This is NOT a safe place to
work for women or BIPOC people and if you happen to be both a woman and
a BIPOC person then this is a terrible culture to work in."

16

Key Issues                                 Summary of Recommended Actions
1.   Ongoing racial equity training and development for Port of Seattle's leadership.
1.  Inconsistencies in Port-wide vision 2.  Policy Directive to codify equity
for and commitment to equity     3.  Continue communication efforts to make information accessible
4.   OEDI on-site presence at SEA Airport Office Building (AOB) and maritime locations
5.   OEDI continues EDI learning opportunities (e.g., book clubs, caucusing, etc.) to normalize racial
equity, including accessible training opportunities for represented and shift employees.
6.   Language and Meaning Initiative on how to use language that is equitable and inclusive.
2.  Lack of open dialogue about       7.  Uplift examples of supervisors and employees who are advancing racial equity.
equity and racism                 8.  Targeted caucuses.
9.   Strengthen the Change Team's impact.
10. Identify and address equity and anti-racism as central to the Port's Special initiative to address
anti-black racism.
11. Each year, ERGs, D&D Council, Change Team, and OEDI review and coordinate annual work plans
and priorities including budgeting needs.
3.  Lack of BIPOC representation and  12. Develop organizational policies, practices, and mechanisms for participation in decision making
tailored to specific groups.
voice in decision making           13. Town Hall briefing for new Commissioners to discuss potential collaboration and partnership.
14. Set baseline for, track progress on, and publish data on racial and gender diversity in senior level
positions and higher.
4.  Lack of safety and a fear of         15. Curriculum and training for supervisors that increases supervisors' comfort with addressing
retaliation when reporting racism     issues of race and gender.
16. Training to increase supervisors' awareness of what constitutes retaliation.
and discrimination                17. HR to offer training on the fair and consistent application of HR-18 and Code of Conduct policy.
17

Workplace Culture  Spotlight Issue 4
Key Issue                                 Details of Recommended Actions

15. Build a curriculum and training for supervisors in 2022 that increases
4. Lack of safety    supervisors' comfort with addressing issues of race and gender.
and a fear of
retaliation when    16. Deliver training to increase supervisors' awareness of what
reporting racism    constitutes retaliation and how it is received by employees.
and discrimination 17. Human Resources to offer training on the fair and consistent
application of HR-18 and Code of Conduct policy, get feedback from
equity champions in the organization, educate managers about their
responsibility.

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Operations & Processes
(Issues 5-7, Recommendations 18-31)


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Key Issues                                Summary of Recommended Actions
18. Workplace Responsibility and Employee Relations continue process improvement and report
back in 2022.
19. Increase communication and clarity about how Workplace Responsibility and Employee
5.  Unclear discrimination reporting      Relations processes work.
20. Workplace Responsibility and Employee Relations will publish an annual report.
process                         21. Title VI reporting issues will be clarified by OEDI, Legal, and Employee Relations.
22. Develop a process for consultants and contractors to report issues of discrimination.
23. Additional training for represented workers on reporting discrimination.
24. Port-wide dialogue about reporting discrimination and manager accountability.

25. Executive Director, Commission, Executive Leadership Team lead by example.
26. Consistent and on-going messaging from Port leadership to all supervisors about the
6.  Gaps in critical role of supervisors     importance of leaders' accountability to Port values and EDI.
27. Foundational EDI training for all new supervisors and additional advanced racial equity training
for all supervisors.
28. Develop EDI performance goals, competency, and evaluation best practices for all supervisors.
29. Trainings and technical assistance on how to integrate equity into department budgeting
7.  Inconsistent integration of equity     processes.
30. Training and working group to develop skills, expertise, and capacity on using data with an
in key Port-wide processes           equity lens.
31. Starting in 2022, all departments set annual EDI goals.
20

Operations & Processes  Spotlight Issue 6
Key Issue                                  Details of Recommended Actions
25. Executive Director, Commission, Executive Leadership Team lead by example in
living the values of the Port. OEDI and Human Resources highlight these examples.
26. Consistent and on-going messaging from Executive Director, Commission, Executive
Leadership Team to all supervisors about the importance of leader's accountability to
Port values and Equity, Diversity and Inclusion.
27. Continue to offer the foundational 8-hour course for all new supervisors entering
6. Gaps in critical   the Port in 2022. OEDI provides an additional 8 to 10 hours of required advanced racial
equity training for all supervisors. After completion of the training, OEDI will host
role of supervisors coaching and mentoring for supervisors to develop the skills learned in the training, and
supervisors will be asked to sign a commitment/pledge asserting that they have
completed the training and will implement the newly learned skills.
28. OEDI and Human Resources develop the following:
A measurable EDI Performance Link goal for all supervisors
An EDI competency integrated into all supervisor job evaluations and job
postings
Research best practices for evaluating supervisors for future implementation
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Employment
(Issues 8-10, Recommendations 32-41)


22

Key Issues                                Summary of Recommended Actions
32. Integrate equity considerations more deeply into the interview and hiring
8.  Inequities in recruitment, hiring,      process.
and qualifications                 33. Develop system to track equity indicators in hiring processes.
34. Increase BIPOC representation in leadership positions.
35. Make salary information more accessible and easier to find.
36. Additional work on compensation equity: complete Port-wide analysis,
9.  Inequities in compensation
establish a definition and philosophy for pay equity, determine potential
remediation, and implement a new pay program.

37. Performance Link goal for all supervisors to provide training and development
opportunities to all employees interested in advancing.
38. Assess if certain formal education or credentials are needed to perform the
10. Barriers to advancement for         essential functions of open jobs.
internal candidates               39. Develop system to track promotion of internal candidates.
40. Increase staff awareness about the Port's internal mentorship program.
41. Improved supervisor training on how to use coaching and mentoring as a
management practice.
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Employment  Spotlight Issue 10
Key Issue                                 Details of Recommended Actions
37. Develop a Performance Link goal for all supervisors to provide training
and development opportunities to all employees interested in advancing.
38. To increase job accessibility, assess, before posting a position, if certain
formal education or credentials are needed to perform the essential
functions of the jobs, and, when possible, include development language
into the job requirements.
10. Barriers to      39. Human Resources to develop a system for tracking the promotion of
advancement for   internal candidates. The results will be shared widely in internal and
external communications, highlighting stories about employees who have
internal candidates been promoted.
40. Increase staff awareness about the Port's internal mentorship program.

41. In 2022, Human Resources is improving its supervisor training to teach
supervisors how to use coaching and mentoring as a management practice.
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Equity Capacity Building
(Issues 11, Recommendations 42-44)


25

Equity Capacity Building  Voice of Employees
"I feel that leadership could do more to encourage         participation. Making the caucuses and trainings
mandatory would demonstrate the value and importance
that Port leadership places on advancing these issues and
would also provide dedicated time within the workday for
staff to participate.                                        "26

Key Issues                       Summary of Recommended Actions


42. Expand equity-related training activities.
43. Explore the need to create dedicated funding to support
11. Barriers to participation -      employee participation in EDI efforts, especially
resources and resistance       represented workers.
44. Explore development of a policy to allow and support
employee participation in equity learning activities.


27

Equity Capacity Building  Spotlight Issue 11
Key Issue                                 Details of Recommended Actions
42. Expand equity training activities, including but not limited to:
A four-hour foundational racial equity training for all Port employees (in
2021 this was a mandatory three-hour course)
Increase capacity and presence in the Aviation Division and provide inperson
trainings when and where possible
11. Barriers to       Train and support a group of Change Team members to co-facilitate racial
equity trainings and learning opportunities for different teams around
Participation -        the Port
Resources and     43. In 2022, explore the need to create dedicated funding (starting in 2023)
to support employee participation in EDI efforts, especially represented and
Resistance         shift workers.
44. OEDI to collaborate with HR to explore a policy that allows and supports
employee participation in equity learning activities.
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Engaging WMBEs and Small Businesses
(Issues 12-13, Recommendations 45-48)


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Key Issues                       Summary of Recommended Actions
45. Assessment of barriers for small businesses and WMBEs to
12. Barriers for WMBEs and       contract with the Port.
small businesses               46. Strengthen internal communication and training about
contracting processes with WMBEs and small businesses.

47. For all new contracts, add provisions for language services,
anti-harassment language, and integrate anti-bias video
13. Barriers in procurement       review and discussion in contract evaluation panels.
processes                    48. Support community partnerships by reducing paperwork,
expediting contracts, and creating feedback loops and a
dedicated CPO team for CBO engagement.

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Engaging WMBEs  Spotlight Issue 12
Key Issue                                 Details of Recommended Actions
45. Diversity in Contracting to complete an assessment of barriers for
WMBEs and small businesses to enter contracts with the Port, as
included in the Port Commission Equity Motion of 2020. Diversity in
Contracting will report back about the findings and recommendations of
12. Barriers for     this assessment to the full Commission in 2022.
WMBEs and Small
Businesses
46. Diversity in Contracting will strengthen internal communication and
training about the contracting and outreach processes for WMBEs.

31

Engaging Impacted Communities
(Issues 14-15, Recommendations 49-53)


32

Engaging Impacted Communities  Voice of Employees
" It's tough work. Many disadvantaged communities         have been left on the outside for so long that it will
take a long, concerted effort to incorporate them into
Port decision-making.                            "

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Key Issues                       Summary of Recommended Actions
49. Continue work to stand up and operationalize the
Community Equity Board.
50. Create processes and best practices for how the Port
14. Lack of empowered and
engages communities.
meaningful ways for
51. Ongoing training and support to develop employees' skills
external stakeholders to
to navigate power dynamics, build authentic relationships,
engage with the Port
and engage communities in inclusive, meaningful ways.
52. Create dedicated funding to support and remove barriers
for community engagement.
15. Challenging processes for
community-based         53. Continue process and system improvements in Port's
organizations to contract       community investment programs.
with the Port
34

Engaging Impacted Communities  Spotlight Issue 14
Key Issue                                 Details of Recommended Actions
49. Continue work to stand up and operationalize the Community Equity
Board to create more opportunities and possibilities for communities to
14. Lack of          provide input into decision-making for our programmatic and policy
decisions and community investments.
Empowered and
50. OEDI, External Relations, and other departments that conduct
Meaningful Ways  community engagement will create processes and best practices for how
the Port engages communities.
for External
Stakeholders to    51. External Relations will offer support to develop Port employees' skills to
navigate power dynamics, build authentic relationships, and engage
Engage with the    communities in inclusive, meaningful ways.
Port               52. Create dedicated funding to support and remove barriers for community
engagement, including language assistance and stipends for community
advisors.
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NEXT STEPS & IMPLEMENTATION

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Next Steps & Implementation
OEDI translates Recommendation Actions into
implementation workplan with progress milestones
Workplan integrated in OEDI 2022 Strategic Plan
OEDI manages and coordinates implementation by various
departments and the Change Team
Progress report and departmental equity goals to Commission
end of 2022

37

QUESTIONS & DISCUSSION

38

For the Commission's Consideration
How can the Commission support implementation of these
efforts  both internally and externally?
What challenges do you see for implementation?
What aspects of this work are you looking forward to the
most?

39