Port of Seattle
2017 Affirmative Action Plan
Key Results
Commission Briefing
Item No. 7a_supp
Meeting Date: June 27, 2017
Introduction
• Port creates an annual AAP to:
• Recruit, hire, and retain qualified women
and minorities
• Ensure employee demographics are
consistent with internal/external
availability
FEDERALLY MANDATED PROCESS
2
Results of Port’s 2017 AAP
• Number of women & minorities within Port
reflect the availability of qualified women &
minorities in communities from which we
recruit & hire
• The Port has not had to set placement goals for
any of our last three years AAP(s), which
includes our current 2017 AAP
TARGETED RECRUITMENT OF DIVERSE APPLICANTS & OTHER GOOD FAITH EFFORTS ALLOW PORT TO EXCEL
3
Sampling of 2017 AAP Results
OFFICIALS/ADMINISTRATORS AND PROFESSIONALS MEETING OR EXCEEDING , SKILLED CRAFTS SHORT BY TWO
Women Employees Minority Employees
Source: PORT 2017 AAP
Exceeded Goal:
+9 difference
Fell Below Goal:
-2 difference
4
Opportunities Moving Forward
• Continue targeted recruitment of diverse
applicants pools
• Continue Compensation Equity Analysis
• Continue equity, D & I training opportunities
• Learn from other local public employers how to
identify and address equity issues beyond
compliance
GOING BEYOND COMPLIANCE TO ADDRESS EQUITY ISSUES INTERNAL AND EXTERNAL TO PORT
5
