2023 Affirmative Action Program
Key Results
Commission Briefing
Item No. _11b________________________
Meeting Date: _September 12, 2023
_____
Affirmative Action (AA) Program Purpose
• As a federal contractor, the Port is required to create annual AA
Plans for Women & Minorities, Individuals with Disabilities,
and VEVRAA-Protected Veterans.
• Ensure good faith efforts are taken to recruit, hire and retain
qualified women, minorities, individuals with disabilities, and
VEVRAA-protected veterans.
• Ensure representation of women, minorities, individuals with
disabilities, and VEVRAA-protected veterans meet standards
set by Office of Federal Contract Compliance Programs
(OFCCP).
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2023 Affirmative Action Program Highlights
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• No underutilization of minorities in any of our 17 EEO Job Groups.
• No underutilization of women in 15 of our 17 EEO Job Groups.
• Underutilization of women in 2 EEO Job Groups.
• The Port’s 2023 EEO Compensation Analysis showed salary differences
of more than 7.5% amongst some employees performing the same
job. These differences impact employees regardless of race
and gender.
• Data collection improvements
• Updated EEO Job Groups, disposition codes, and data consideration
• Audited current AA Program for opportunities
2023 Affirmative Action Program Highlights
Cont.
OFCCP Goal 2022 2023 Change
Individuals with Disabilities 7% 7.94% 9% +1.06%
VEVRAA-Protected Veterans 5.5% 9.52% 8.86% -0.66%
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12 of 17 EEO job groups align with, or exceed, the OFCCP goal for individuals with disabilities
9 of 17 EEO job groups align with, or exceed, the OFCCP benchmark for VEVRAA-protected veterans
2023 Underutilization
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EEO JOB GROUP TOTAL NUMBER FEMALE EMPLOYEES AVAILABILITY /
Benchmark
DIFFERENCE
Technicians 134 49 65.83% -16.83
Non-Commissioned Protective
Services, Command
26 1 23.81% -5.19
2021
EEO JOB GROUP TOTAL NUMBER FEMALE EMPLOYEES AVAILABILITY /
Benchmark
DIFFERENCE
Technicians 150 54 48.13% -18.19
Non-Commissioned Protective
Services, Command
27 1 20.68% -4.58
2022
DEMOGRAPHICS AT A GLANCE
2022 Affirmative Action Program
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Regular, Non-Represented employees as of 8-15-2023
Male
Female
60%
56%
41%
35%
46%
40%
44%
59%
65%
54%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Grades 15-19 Grades 20-24 Grades 25-29 Grades 30-34 Grades 35+
Non-represented Gender and Pay Grades
Overall Female Representation: 33%
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Regular, Non-Represented employees as of 8-15-2023
White
Minority
50%
35%
29%
24%
22%
50%
65%
71%
76%
78%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Grades 15-19 Grades 20-24 Grades 25-29 Grades 30-34 Grades 35+
Non-represented Race and Pay Grades
Overall Minority Representation: 39%
Port Demographics v. County
Population Demographics (King, Pierce, Snohomish)
Port of Seattle King County Pierce County Snohomish County
Female 34% 49% 50% 50%
Male 66% 51% 50% 51%
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Port of Seattle King County Pierce County Snohomish County
White 61% 54% 62% 64%
Minority 39% 46% 38% 36%
Opportunities Moving Forward
• Partner with Talent Acquisition and Emerging Talent to identify
recruitments for positions within the Technicians and Non-
Commissioned Protective Service EEO Job Groups. Once identified, we
will conduct targeted outreach and recruitment of women to ensure
diverse applicant pools.
• Complete Workplace Responsibility and Employee Relations process
improvement work.
• Continue to update HR and Code of Conduct policies to include a review
of policies through an equity lens.
• Re-evaluate EEO Job groups after HR’s development of new pay range
structure as part of its Compensation Project.
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