Template revised April 12, 2018.
COMMISSION
AGENDA MEMORANDUM
Item No.
9b.
BRIEFING ITEM
Date of Meeting
September 24, 2019
DATE: September 6, 2019
TO: Stephen P. Metruck, Executive Director
FROM: Cynthia Alvarez, Sr. Manager Employee Relations, Human Resources
Sanders Mayo, Sr. Employee Relations Consultant, Human Resources
SUBJECT: 2019 Port of Seattle Affirmative Action Plan
EXECUTIVE SUMMARY
The purpose of this briefing is to present the key results of the Port of Seattle’s 2019
Affirmative Action Plan (AAP) to the Port Commission.
Key highlights of the 2019 AAP include:
• The number of women and minorities in the Port of Seattle’s workforce reflects 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 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 the Port has
not had to set any placement goals in our last six AAP(s) as our workforce demographics
are aligned with the availability of women and minorities within the communities from
which 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 guidelines, on September 30
th
of each year the Port extracts
employee data from our HR/Payroll system to compare the percentages of women and
minorities in each of our 15 Equal Employment Opportunity (EEO) Job Groups to the
percentages of qualified women and minorities within the Port’s general recruitment area
COMMISSION AGENDA – Briefing Item No. 9.b
Page 2 of 6
Meeting Date: September 10, 2019
Template revised September 22, 2016.
(King, Pierce, Snohomish, and Kitsap counties). This type of review, comparing incumbency to
external availability, is called a Utilization Analysis.
Underutilization exists when the percentage of women or minorities employed within an EEO
Job Group is less than would be reasonably expected given the availability of qualified women
and minorities within the employer’s recruitment area. Placement goals are set when an
employer has an underutilization within an EEO Job Group. A placement goal serves as target,
not a quota or set-aside, that employers make good faith efforts to meet.
Consistent with our five previous AAP(s), the Port has no underutilization in any of its EEO Job
Groups. Therefore, the Port has no placement goals in its 2019 AAP.
Please see the 2019 Utilization Analysis Table below:
EEO JOB GROUP
TOTAL
EMPLOYEES
WOMEN
MINORITY
Utilization
Availability
Difference
Utilization
Availability
Difference
Officials/Administrators 1
30
11
11
--
5
6
-1
Officials/Administrators 2
115
44
40
+4
35
27
+8
Officials/Administrators 3
223
71
77
-6
47
56
-9
Professionals 1
321
135
142
-7
107
92
+15
Professionals 2
144
82
82
--
59
45
+14
Admin. Support 1
76
53
55
-2
27
22
+5
Admin. Support 2
26
20
19
+1
7
7
--
Admin. Support 3
22
14
16
-2
9
9
--
Skilled Craft 1
95
5
6
-1
23
22
+1
Skilled Craft 2
308
15
18
-3
71
80
-9
Protective Services
343
88
103
-15
101
109
-8
Protective Services
Leadership
57
8
11
-3
15
15
--
Service-Maintenance
102
29
37
-8
35
35
--
Technicians
32
18
15
+3
8
8
--
Para-Professionals
79
58
54
+4
33
25
+8
(Please see Appendix A for comparison to 2018 Utilization Analysis Table)
COMMISSION AGENDA – Briefing Item No. 9.b
Page 3 of 6
Meeting Date: September 10, 2019
Template revised September 22, 2016.
MOVING FORWARD
The Port of Seattle’s 2019 AAP is aligned with our Port-wide Goals to Demonstrate Strong
Commitment to Equity, Diversity, and Inclusion at the Port and Across the Region and to
Operate as a Highly Effective Public Agency.
The Port of Seattle will continue to improve its good faith efforts to expand the positive results
of our AAP(s), by:
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 ensure there are no race or
gender-based differences in employee pay;
3. Continuing to offer equity and diversity training opportunities to support an inclusive
work environment.
ATTACHMENTS TO THIS BRIEFING
(1) Presentation slides
(2) Appendix A: 2018 AAP Results
(3) Appendix: B: King County (Agency) & City of Seattle Race & Ethnicity Demographics
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS
October 9, 2018 – 2018 AAP Briefing
June 13, 2017 – 2017 AAP Commission Briefing
September 27, 2016 – 2016 AAP Commission Briefing
COMMISSION AGENDA – Briefing Item No. 9.b
Page 4 of 6
Meeting Date: September 10, 2019
Template revised September 22, 2016.
Appendix A:
COMMISSION AGENDA – Briefing Item No. 9.b
Page 5 of 6
Meeting Date: September 10, 2019
Template revised September 22, 2016.
Appendix B:
0.50%
15.60%
12.60%
5.40%
1.80%
3.63%
59.70%
City of Seattle - Employee
Demographics by Race
Native American
Asian
Black
Hispanic
Pacific Islanders
Two or more Races
White
60.80%
39.20%
City of Seattle - Employee
Demographics by Gender
Male
Female
Total Employee:
13,594
COMMISSION AGENDA – Briefing Item No. 9.b
Page 6 of 6
Meeting Date: September 10, 2019
Template revised September 22, 2016.
1.30%
12.28%
15.73%
5.54%
0.95%
3.17%
61.03%
King County - Employee
Demographics by Race
Native American
Asian
Black
Hispanic
Pacific Islanders
Two or more Races
White
Total Employee:
13,281
61.03%
37.75%
King County - Emplyee
Demographics by Gender
Male
Female
Total Employee: 13,281
