2024 Affirmative Action Program

Key Results

Commission Briefing

Item No. 11b_supp

Meeting Date: December 10, 2024

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).

2024 Affirmative Action Program Highlights

• No underutilization of minorities in any of our 23 EEO Job Groups.

• No underutilization of women in 20 of our 23 EEO Job Groups.

• Audited the Port’s EEO Job Groups.

• The Port moved from 17 EEO Job Groups to 23.

• Audited HR employment lifecycle programs

• The Port continues to take affirmative steps through good faith efforts

to attract, hire, develop and retain a workforce that reflects the diversity

of our community at all levels of the Port.

2024 Affirmative Action Program Highlights

Cont.

OFCCP Goal 2023 2024 Change

Individuals with Disabilities 7% 9% 9.98% +0.98%

VEVRAA-Protected Veterans 5.4% 8.86% 8.87% +0.01%

2024 Underutilization

EEO JOB GROUP Class Gap

Professional Group R

• Airport Duty Managers

• Operations Controller SR

• Airfield Ops Specialists

Female -7.16

Service Maintenance R

• Bus Drivers

• Parking Services & Revenue

• Aviation Security Trainer

Female -12.88

Technicians 2

• ICT Tech Support

• ICT Specialists

• Technicians

Female -14.95

The Port at a Glance

Demographic Representation over past five years:

24%

27%

29%

31%

29%

37%

10%

15%

20%

25%

30%

35%

40%

2019 2020 2021 2022 2023 2024

Minority Representation

68% 68%

67%

66%

68%

67%

32% 32%

33%

34%

32%

33%

10%

20%

30%

40%

50%

60%

70%

80%

2019 2020 2021 2022 2023 2024

Total Men at POS Total Women at POS

Good Faith Efforts

• Talent Development attended over 90 career and internship hiring

events.

• Over one hundred high school and Post-Secondary interns.

• Job openings advertised on local minority, women, veteran, and

disability job boards.

• OEDI, ERGs, and D&D Council initiatives and work

• Interview panelist required training “Countering bias in the hiring

process.”

• Compensation project implementation aligned with Port RAISE values

Opportunities Moving Forward

• Partner with Talent Acquisition and Emerging Talent to identify recruitments

for positions within the Technicians 2, Service Maintenance Represented, and

Professionals Represented EEO Job Groups. Once identified, we will conduct

targeted outreach and recruitment of women to ensure diverse applicant

pools.

• Continue to update HR and Code of Conduct policies to include a review of

policies through an equity lens.

• Re-evaluate EEO Job groups and EEO Compensation Analysis after HR’s

implementation of new pay range structure as part of the Compensation

Project.

• Hold employee information sessions sharing Affirmative Action Program

Highlights.

Questions?