Diversity, Equity and Inclusion

We focus on addressing historical inequities and using our resources to make the region we love even better, never forgetting our commitment to all those who live and work near our facilities.

Our mission and values go beyond traditional measures of economic success to include a focus on advancing social and racial equity.

PROSPERITY FOR ALL

We prioritize diversity, equity and inclusion (DEI) for three key reasons.

Photo above: Port of Portland staff joined the Portland Street Art Alliance for a tour of some of Portland’s street art. This mural was created for the Black United Fund.

OUR INFLUENCE

We recognize that our actions influence the socioeconomic and environmental fabric of our region. Our work should help all communities in the region prosper, not limit opportunities.

Read how we engaged community groups to create a new mural at PDX.

Prosperity for all
Through a partnership with the Portland Street Art Alliance, two local artists, Alex Chiu and Jeremy Nichols, created a mural in the north pedestrian tunnel at PDX that celebrates the people, history and natural wonders of the region.
Prosperity for all
The Port of Portland joined Centro Cultural to host Tamale Fest in Hillsboro, where community members learned more about the Hillsboro Airport.

HISTORICAL INEQUITIES

Historically, policies and practices in Oregon have produced persistent racial inequalities that resulted in unfair outcomes for under-served communities. Addressing these inequities will help further expand economic prosperity in a region with rapidly changing demographics.

STRONGER RESULTS

Welcoming and inclusive organizations have a high-performing, innovative workforce. Greater racial equity also creates a healthier, better informed and more diverse workforce. This helps to expand the purchasing power for all people including women and people of color – a win for individuals, organizations and the region.

Prosperity for all

Our Commitment

We are committed to long-term systemic work to advance diversity, equity and inclusion.

EQUITY POLICY

In February 2018, our Commission approved a social equity policy that leads with racial equity and elevates three core principles:

  • Diversity: Represent and honor cultural backgrounds, perspectives and beliefs within our workforce. 
  • Equity: Provide the communities in which we work equitable access to opportunities.
  • Inclusion: Bring all people – including traditionally excluded individuals and groups – into processes, activities and decision-making.
     
Equity Policy
Emplyee Engagement

EMPLOYEE ENGAGEMENT

Our employees lead several efforts to advance equity and inclusion. Our Port of Portland (PoP) Culture team – a diverse representation of employees – meets regularly to identify areas for improvement across our DEI work and implement positive change. Employee Resource Groups (ERG) – voluntary, employee-driven groups organized around a shared interest or identity – host cultural and educational events, trainings and fundraisers to advance a variety of important efforts.

SOCIAL EQUITY PLAN

Instead of a one-size-fits-all approach, we asked the 18 different teams across the Port to use these guiding principles and develop their own equity action plans – making our high-level commitments concrete at a departmental level. The common ground across these individual strategies became our social equity plan, which was approved by the Commission in early 2019 and features three distinct business priorities:

  1. Increase business participation from and jobs for underserved communities
  2. Create an equitable, inclusive and welcoming place to work
  3. Enhance community capacity, invite diverse perspectives and engage thought leaders
Diversity

Measuring Our Success

We are committed to learning and growing on this journey.

Photo above: Port of Portland police celebrate the opening of a mural created in partnership with local high school students and muralist Rodolfo Serna.

 

When something really matters to you, you pay close attention to its progress. That’s how we feel about our DEI work.

Through clear strategies and success metrics, we plan to track every detail that can help us make good, smart decisions. This work has just kicked off, but we pledge to share our results on an annual basis starting in 2020, which marks a year after the launch of our social equity plan.

Track our progress: Explore data on the Port’s progress in advancing racial equity in its recruitment, retention and promotion efforts.

 
  • Strategy: Collaborate across departments to eliminate barriers and expand small business opportunities.
     
    • Success Metrics:
      • # of contracts under $500,000 awarded to small businesses by each division
      • % of contracts awarded to small businesses
  • Strategy: Integrate an equity lens into how we do business.
     
    • Success Metrics:
      • # of quality job opportunities created that are accessible to underserved communities
      • # of construction-related jobs created
  • Strategy: Establish partnerships with trade unions, private/public agencies and community-based organizations to provide technical assistance.
     
    • Success Metrics:
      • # of small businesses supported throughout the life of capital projects
 
  • Strategy: Enhance employee-centered programs, including Employee Resource Groups, coaching, wellness and training.
     
    • Success Metrics:
      • % of Port employees who report increased levels of inclusivity based on most recent engagement survey data
      • Retention rate for women, people of color, veterans and people with disabilities is within a specified range (determined annually) of the retention rate for white members
  • Strategy: Evaluate and eliminate recruitment and advancement barriers.
     
    • Success Metrics:
      • Our workforce meets or exceeds market availability for women and people of color based on an annual assessment
      • The rate of promotions of women is at least equal to the rate of women in the Port employee population as of the end of the preceding fiscal year
      • The rate of promotions of persons of color is at least equal to the rate of persons of color in the Port employee population as of the end of preceding fiscal year
  • Strategy: Create a three-year learning strategy on DEI and cultural competency and develop a DEI employee engagement survey and communication materials.
     
    • Success Metrics:
      • % of Port employees who report enhanced understanding and application of key cultural and DEI concepts/tools as a result of Port-delivered training based on most recent engagement survey data.
      • % of Port employees who have attended Port-delivered cultural and DEI trainings based on most recent engagement survey data
 
  • Strategy: Create guidance for divisions to engage with educational institutions and community-based organizations.
     
    • Success Metrics:
      • # of educational/career exposure activities provided by the Port to community-based organizations and educational institutions
      • # of program-specific partnerships established with community-based organizations
      • # of people reached
  • Strategy: Identify early opportunities to bring community and equity expertise into programs and key projects and decision-making processes.
     
    • Success Metrics:
      • # of learning and listening events and activities that the Port organizes and/or participates in
      • # of people reached at learning and listening events and activities
  • Strategy: Identify opportunities to engage in continuous learning and conversation about equity work.
     
    • Success Metrics:
      • # of speaking and learning events that advance equity in our region and industry in which the Port hosts or is an active participant
      • # of equity events attended or hosted by the Port such as panels, seminars, workshops etc.

 

 

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