Item No. 7a_supp
Meeting Date: June 27, 2017

Port of Seattle
2017 Affirmative Action Plan
Key Results
Commission Briefing

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
Women Employees

Minority Employees

OFFICIALS/ADMINISTRATORS AND PROFESSIONALS MEETING OR EXCEEDING , SKILLED CRAFTS SHORT BY TWO
Source: PORT 2017 AAP

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
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