Portland International Airport is owned and operated by the:
Portland International Airport is owned and operated by the:
At the Port of Portland, we stand together against racism, discrimination, bigotry and intolerance. Because we know that our actions influence the socioeconomic and environmental fabric of our region, we believe that our work should help all communities prosper.
How our equity journey began.
While the Port has always valued inclusion and service, our formal diversity, equity and inclusion (DEI) efforts began in 2013 when we hired two consultants to advise the Port. In 2018, the Port of Portland Commission approved our first-ever social equity policy.
Using the guiding principles from this policy, which leads with race, we asked the 18 different departments across the Port to develop their own equity action plans. The common themes across these strategies became our equity plan, which features three business priorities:
The Port began formal implementation of our social equity plan in July 2019. Read our 2023 progress update.
We are focused on eliminating barriers for small business participation – with a particular emphasis on women and minority-owned businesses – and applying an equity lens to rethink how we conduct business and award contracts.
To further empower small businesses, we offer the support they need to better position themselves for contracts with the Port and other public agencies.
Our Mentor Protégé Program has brought together more than 100 small businesses with established companies to help them grow their business.
We closely examined our organizational culture, how we promote and retain our employees and our demographic makeup. Explore our employee demographic dashboard, which we update each year.
We developed employee-centered programs focused on growing and strengthening our workforce. Employee Resource Groups (ERGs) and Business Resource Groups (BRGs), a PoP Culture team, and employee wellness and training programs contribute to the Port being a dynamic organization. Learn more about our ERGs.
A more inclusive culture starts with recruiting, which involves more than simply having a diverse slate of candidates. We apply an equity lens across the entire hiring process – looking at how we can reduce barriers for applicants, remove bias from the interview process and create a welcoming environment for new hires.
Recruitment may be the first step, but that’s not the end. We want all Port workers to have equitable access to growth at the organization. Our goal is to ensure that the rate of promotions for women and people of color is equal to the percentage of employees who work at the Port.
While public agencies like the Port have shaped policies through community input for decades, we now incorporate an equity lens into our planning and processes to ensure the way we seek feedback and distribute resources is equitable.
Our Community Engagement focuses on matching department needs with diverse community expertise. Our goal is to deepen these relationships so that community organizations find as much value from the partnership as the Port.
We are also working to develop a deeper understanding of how our engagement is perceived by community partners and asking for their feedback on opportunities for improvement.
Please download our Annual Shared Prosperity Report (PDF) to view our metrics and progress.
