Template revised April 12, 2018.
COMMISSION
AGENDA MEMORANDUM
Item No.
9b
BRIEFING ITEM
Date of Meeting
October 9, 2018
DATE: September 27, 2018
TO: Stephen P. Metruck, Executive Director
FROM: Kim DesMarais, Interim Sr. Director, Human Resources
Sanders Mayo, Sr. Employee Relations Consultant
SUBJECT: 2018 Affirmative Action Plan, Commission Briefing
EXECUTIVE SUMMARY
The purpose of this briefing is to present the key results of the Port of Seattle’s 2018
Affirmative Action Plan (AAP) to the Port Commission.
Key highlights of the 2018 Affirmative Action Plan include:
The number of women and minorities in the Port of Seattle’s workforce is reflective of
the availability of qualified women and minorities in the communities from which we
recruit and hire.
The Port of Seattle’s employee demographics are aligned with the guidelines that are
set by the Office of Federal Contract Compliance Programs (OFCCP) and therefore the
Port does not have to set any placement goals for the coming year. It is worth noting
that the Port has not had to set any placement goals in our last five years AAP(s) as our
workforce has aligned with the availability of women and minorities in the communities
where we recruit and hire.
BACKGROUND
As a Federal contractor, the Port of Seattle is required to create an annual AAP. The purpose of
our AAP is to ensure that we make good faith efforts to recruit, hire, and retain qualified
women and minorities in numbers consistent with the internal and external availability of
qualified women and minorities within our organization and the communities we serve.
HOW RESULTS ARE MEASURED
In accordance with OFCCP requirements, on September 30
th
of each year the Port extracts data
from our HR/Payroll system based on each employee’s self-identified gender and ethnicity.
This data is sent to our affirmative action consultant (People Fluent) who compares the number
of women and minorities in each of the 15 Equal Employment Opportunity (EEO) job classes we
have at the Port to the estimated number of available women and minorities with the skills
COMMISSION AGENDA – Briefing Item No. __9b_ Page 2 of 3
Meeting Date: October 9, 2018
Template revised September 22, 2016.
required for each EEO job class in the Port’s general service area (King, Pierce, Thurston,
Snohomish, and Kitsap counties). There are two types of availability:
1. External availability is the percent of women and minorities with requisite skills in the
general services area. The statistics pulled from the US Census provides census
occupations by ethnicity and sex composition and is broken out by residential
geography.
2. Internal availability are those current employees available to be promoted, transferred,
or trained for future openings at the Port.
Utilization Analysis is the comparison of how the Port’s employee demographics compare to
the availability of women and minorities in the general service area. If the Port has a lower
percentage of women or minorities in an EEO job class than is available in the general service
area, this group is considered “under-utilized”. When one of the Port’s EEO job classes is
under-utilized by more than the variance allowed by the OFCCP the Port must set a placement
goal.
The Port has had effective recruiting programs since at least 2015. This year’s Affirmative
Action is consistent with the past four years. Therefore, placement goals have not been
required. Please see the Utilization Analysis Table below:
EEO JOB GROUP
TOTAL
EMPLOYEES
WOMEN
MINORITY
Availability
Difference
Number of
Port
Employees
Availability
Difference
#
#
#
#
#
Officials/Administrators 1
31
11
+1
6
7
-1
Officials/Administrators 2
104
38
--
33
25
+8
Officials/Administrators 3
202
72
+3
41
47
-6
Professionals 1
333
144
-7
102
96
+6
Professionals 2
148
84
+1
64
49
+15
Admin. Support 1
79
57
-3
29
23
+6
Admin. Support 2
24
18
+1
6
7
-1
Skilled Craft 1
90
5
-1
20
22
-2
Skilled Craft 2
285
16
-3
72
76
-4
Protective Services
307
89
-12
82
92
-10
Service-Maintenance
91
32
-8
32
31
+1
Technicians
36
15
+1
11
10
+1
COMMISSION AGENDA – Briefing Item No. __9b_ Page 3 of 3
Meeting Date: October 9, 2018
Template revised September 22, 2016.
Para-Professionals
76
51
+3
34
23
+11
Admin. Support 3
22
16
-2
9
9
--
Protective Services
Leadership
56
10
-1
11
12
-1
“Underutilized” demographic
Highly exceeds Availability
MOVING FORWARD
The Port of Seattle’s 2018 AAP is aligned with our 2018 Port-wide Goals to provide workforce
training and quality jobs for underrepresented communities as well as our High-Performance
Organization goal to deepen the organization’s understanding and practices in diversity and
inclusion. Port staff continues to seek ways to exceed these goals.
Opportunities to continue the positive results of the Port of Seattle’s AAP(s) include:
1. Continuing the targeted recruitment of diverse applicant pools by attending job fairs
and community events, offering internships, and evaluating job descriptions to remove
requirements which create artificial barriers;
2. Continuing the bi-annual Compensation Equity Analysis to review pay of Port employees
and ensure there are no race or gender-based differences in employee pay that cannot
be explained by the employee’s experience or work performance, and
3. Continuing to offer equity, diversity and inclusion training opportunities such as
unconscious bias training for hiring selection panels, diversity brown-bags, and our
Preventing Workplace Harassment and Disability Discrimination and Accommodation
training.
ATTACHMENTS TO THIS
PowerPoint Slide Presentation
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS
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