Item No. 9b_supp
Meeting Date: October 9, 2018

2018 Affirmative Action Plan
Key Results
Commission Briefing

The Purpose of the AAP
Purpose of the Port's annual
Affirmative Action Plan to:
• Ensure good faith efforts toward
recruiting, hiring and retaining
qualified women and minorities
• Ensure employee demographics
are consistent with the
internal/external availability of
qualified women and minorities
PURPOSE OF PORT'S AAP

2

What is Availability?
• Two types of Availability:
1. External availability is the percent of women and
minorities with requisite skills in the general services
area.
2. Internal availability is those current employees
available to be promoted, transferred, or trained for
future openings at the Port.

3

What is an Utilization Analysis?
• A comparison of how the Port's employee
demographics compare to the availability of women
and minorities in the general service area
-Under-Utilization occurs if the employer has a lower
percentage of women and minorities in an EEO Job
Class than what is available in the general service area
-Under-Utilization may require employers to set
placement goals for the next year.

4

2018 AAP Results
EEO JOB GROUP

Officials/Administrators 1

Officials/Administrators 2
Officials/Administrators 3
Professionals 1
Professionals 2
Admin. Support 1
Admin. Support 2
Skilled Craft 1

Skilled Craft 2
Protective Services
Service-Maintenance
Technicians
Para-Professionals

Admin. Support 3
Protective Services Leadership

TOTAL
EMPLOYEES

31
104
202
333
148
79
24
90
285
307
91
36
76
22
56

WOMEN
Number of Port
Employees

Availability

#

#

12
38
75
137
85
54
19
4
13
77
24
16
54
14
9

11
38
72
144
84
57
18
5
16
89
32
15
51
16
10

MINORITY
Difference
#

+1
-+3
-7
+1
-3
+1
-1
-3
-12
-8
+1
+3
-2
-1

Number of Port
Employees

Availability

Difference

#

#

#

6
33
41
102
64
29
6
20
72
82
32
11
34
9
11

7
-1
25
+8
47
-6
96
+6
49
+15
23
+6
7
-1
22
-2
76
-4
92
-10
31
+1
10
+1
23
+11
9
-Source: 2018 AAP, as of Sept. 2018
12
-1

Common Misconception of AAP
• Common Misconception of AAP:
-Compliance equals an employer's workforce
mirroring the demographics of the community it
recruits in and services.

-Quotas are used to become compliant. (This is
illegal).
6

Port of Seattle Staff vs. the State
Port of Seattle

State of Washington

Female
33%

Female
50%

Male
50%

Male
67%

Data as of September 30, 2017

Total Port Employees: 1,884

Data as of July 17, 2017
7

Port of Seattle Staff vs. the State
Port of Seattle
Pacific
Islanders
2%
Hispanic
4%
Native
American
1%

Two or
More 4%

Two or
More 4%

Pacific
Islanders
1%
Hispanic
11%

Asian
10%

Black
8%

State of Washington

Native
American
2%
White
71%

Data as of September 30, 2017*

Asian
8%
White
80%

Black
4%

Data as of July 17, 2017

Total Port Employees: 1,884 (282 EE Failed to Self-Identify)

8

Results of Port's 2018 AAP
• Number of women & minorities
within Port reflect the availability
of qualified minorities and women
in the communities from which we
recruit and hire
• The Port has not had to set
placement goals for any of the last
five years AAP(s), which includes
our current 2018 AAP
2018 AAP RESULTS

9

Opportunities Moving Forward
• Continue targeted recruitment of
diverse applicants pools

• Continue bi-annual Compensation
Equity Analysis
• Continue to provide training programs
to support employee promotability
• Continue equity, diversity and
inclusion training opportunities
• Keep the bar higher than meeting
availability goals

COMMITMENT TO AFFIRMATIVE ACTION

10

Questions?