Item No. 11d supp_____
Meeting Date: January 4, 2022_
2021 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 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 Program (OFCCP).
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2021 AA Program Key Results
Individuals with disabilities represent 6.57%, a 1.63% increase from
last year. Eleven out of our 17 EEO Job Groups align with the 7%
aspirational goal, an increase from 7 in 2020.
VEVRAA-protected veterans represent 9.50% of the Port's workforce, a
.25% increase from2020. Fifteen of our 17 EEO Job Groups meet or
exceed the 5.7% benchmark, an increase from 13 EEO Job Groups last
year.
The Port's 2021 EEO Compensation Analysis showed salary differences
of more than 7.5% needing further analysis. These difference impact
employees regardless of race and gender. Further analysis will be
completed as part of our Compensation Study.
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2021 AA Program Key Results
Representation of minorities in each our 17 EEO Job Groups
meets the internal and external availability of qualified
minorities.
Representation of women in 16 of our 17 EEO Job Groups
meets the internal and external availability of qualified
women.
Underutilization of women in the Professionals 2 EEO Job
Group.

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Underutilization Explained
An underutilization exists when the percentage of
women or minorities is less than would be reasonably
expected given their availability, both internal and
external.
EEO JOB GROUP   TOTAL NUMBER       FEMALE        AVAILABILITY      DIFFERENCE
EMPLOYEES
Professionals 2           380                 156                 179                 -23
Availability is an estimate of the number of qualified
women and minorities available, both internal and
external, for employment in an EEO Job Group.
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Placement Goal for Women in Professional 2 EEO Job Group
A placement goal serves as target, not a quota or set-aside, for
the Port to make good faith efforts to meet.
Partnering with our colleagues in Talent Acquisition and
Emerging Talent to identify recruitments for positions within
the Professionals Group 2 EEO Job Group. Once identified,
Talent Acquisition will conduct targeted outreach and
recruitment of women to ensure diverse applicant pools.

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2021 AAP Availability  Women and Minorities
Female                            Minorities
EEO JOB GROUP               Total #
Employees   Availability  Difference   Employees   Availability   Difference
Officials/Administrators 1                               26           8             10            -2              7              6              1
Officials/Administrators 2                               40          20             18             2             12             10             2
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Professionals 1                                        257         93            96            -3             66            65             1
6
Professionals 2                                        380        156           179           - 23           129           117            12
Professional 3                                          67          37            36            1             29            17            12
Admin. Support 1                                   3          3            2            1            2            1            1
Admin. Support 2                                   53         47           47           0            22           18            4
Admin. Support 3                                   7          6            5            1            1            2            -1
Skilled Craft 1                                             117          6               7              -1              25             29              -4
Skilled Craft 2                                             334          16             20             -4              87             91              -4
Commissioned Police - Command                   27         5            3           2            6            5            1
Commissioned Police                               88         9            15           - 6           16           18           -2
Non-Commissioned Protective Services  Command   23         1            4           -3            5            8            -3
Non-Commissioned Protective Services               302        96           89           7           136           84           42
Service-Maintenance                              151        64           71           - 7           71           59           12
Technicians                                          135         51            60           - 9            59            42            17
Source: 2020 Port of Seattle Affirmative Action Plan
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Paraprofessionals                                     74         60            54            6             31            27             4
1
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Demographics at a Glance



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Minorities and Pay Grades



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Gender and Pay Grades



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Port Demographics V. County
Population Demographics (King, Pierce, Snohomish)
Port of Seattle         King County         Pierce County      Snohomish County
Female              33%              49.7%              50.1%              49.8%
Male              67%              50.3%             49.9%             50.2%


Port of Seattle         King County         Pierce County      Snohomish County
White              66%              66.2%             74.3%              77%
Minority               34%                33.8%               25.7%                23%




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Opportunities Moving Forward
Targeted outreach and recruitment of women in jobs within
the Professional 2 EEO Job Group.
Continue the targeted recruitment of women, minorities,
individuals with disabilities, and VEVRAA-protected veterans.
Develop and roll out new EEO/AA compliance training in 2022.
Utilize 2021 EEO Compensation Analysis findings to move
forward Pay Equity as part of HR's Compensation Project.

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Questions?