Item No. 9b. supp
Meeting Date: September 24, 2019

2019 Affirmative Action Plan
Key Results
Commission Briefing

The Purpose of the AAP
Purpose of the Port's annual
Affirmative Action Plan is to:
• Ensure good faith efforts taken
to recruit, hire and retain
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

Key Results of Port's 2019 AAP
• The Port has no underutilization of women or minorities in any
EEO Job Group. Therefore, the Port does not have to set any
placement goals for 2019.
• The Port's 2018 Equity Compensation Analysis found no
evidence of gender or raced based differences in employee
compensation.

3

What is Availability?
Availability is an estimate of the number of qualified
women and minorities available for employment in an
EEO Job Group. It is expressed as a percentage of:
• The external number of qualified women and
minorities within an employer's recruitment area
(King, Snohomish, Pierce, and Kitsap Counties).
•

The number of promotable, transferable, and
trainable women and minorities within an employer's
workforce.
4

What is a Utilization Analysis?
• A utilization analysis is the process of comparing
incumbency to availability. Essentially, it shows how
well women and minorities are represented within an
employer's workforce.
• An underutilization exists when the percentage of
women and minorities employed in a in EEO job group
is less than would be reasonably expected given their
availability.

5

2019 AAP Key Successes and Opportunities
EEO job group

Total
Employee
s

# of Port
Employees

Availability

30
115
223
321
144
76
26
22
95
308
343
57
102
32
79

11
44
71
135
82
53
20
14
4
15
88
8
29
18
58

11
44
77
142
82
55
20
16
5
18
103
11
37
18
58

Officials/Administrators 1
Officials/Administrators 2
Officials/Administrators 3
Professionals 1
Professionals 2
Admin. Support 1
Admin. Support 2
Admin. Support 3
Skilled Craft 1
Skilled Craft 2
Protective Services
Protective Services Leadership
Service-Maintenance
Technicians
Para-Professionals

Women

Minority
Difference

# of Port
Employees

Availability

Difference

---6
-7
--2
--2
-1
-3
-15
-3
-8
---

5
35
47
107
59
27
7
9
23
71
101
15
35
8
33

6
35
56
107
59
27
7
9
23
80
109
15
35
8
33

-1
--9
-------9
-8
-----

XX: increased
representation of
women and
minorities (vs.
2018).
XX: areas for
more concerted
effort recruit and
hire women and
minorities in
these job groups.

Source: 2019 Port of Seattle Affirmative Action Plan

6

AAP Results 2018 vs. 2019 Highlights
• Official Administrator -2 increased by 6 women;
• Official Administrator - 3 increased by 6 minorities;
• Professional 1 increased by 5 minorities;
• Protected Services increased by 11 women;
• Protected Services increased by 19 minorities;
• Service-Maintenance increased by 5 women;

7

Northwest Ports Have Comparable Gender Splits
Differences in agency job type mix accounts for most gender split variation.

Employees: 1,973

Employees: 740

Employees: 253

Employees: 119

8

Ethnicity Mix Driven by Community Demographics
Port of Seattle most diverse, but reflective of Seattle metro area's population.

9

Opportunities Moving Forward
• Targeted recruitment of
qualified women and
minorities.
• Continue to provide employee
training and development.
• Continue equity and diversity
training.
COMMITMENT TO AFFIRMATIVE ACTION

10

Questions?