A Conversation with Mian Rice

Could you tell us a little bit about yourself, your background, and what led you to become the Director of Diversity in Contracting at the Port of Seattle?
Mian Rice: Born and raised in Seattle, my journey began at Garfield High School, where the MESA program first introduced me to engineering. This initiative, in partnership with the University of Washington, kindled my initial interest in the field. I further pursued my education at Eastern Washington University on a golf scholarship while nurturing my passion for football.

My professional path commenced with the Washington State Department of Transportation in Spokane, where I served as a surveyor while completing my master's in Transportation Planning from the University of Washington's School of Civil Engineering. After graduation, I embarked on a graduate internship at the Port of Seattle, which eventually led to a full-time position. My career trajectory then steered me to CH2M Hill, where I was involved in transportation planning and civil engineering projects.

An intriguing pivot in my career occurred when I was appointed to manage construction crews at Osan Air Force Base in Korea for the Department of Defense, under the banner of CH2M Hill. Upon returning, a significant turning point was the introduction of Initiative I-200 in Washington, which severely impacted the participation of minority and women-owned businesses in city contracts. To address this, I joined the City of Seattle, spearheading the Contractor Development and Competency Center at the Urban League, and implementing strategies to enhance participation and monitor the progress of diverse businesses.

My profound commitment to transportation led me to serve as the Mayor's Transportation Policy Advisor, where I contributed to key projects and policies, including the Sound Transit light rail and the Alaskan Way Viaduct replacement. Subsequently, as the Regional Advisor in the Office of Intergovernmental Relations, I collaborated closely with King County Council members on various regional matters.

Transitioning to the private sector, I joined Turner Construction, contributing significantly to projects like the Nintendo of America headquarters and the SeaTac Airport Rental Car Facility. This phase deepened my understanding of project acquisition and partnerships. Eventually, around 2011 or 2012, the Port of Seattle invited me to breathe new life into their small business program, emphasizing the engagement of women, minorities, and disadvantaged businesses in construction, consulting, and goods and services. Today, I diligently oversee these initiatives across different sectors of the port, continuously striving to ensure equity and diversity in our contracting processes.

Since 2020, many organizations have intensified their focus on DEI initiatives. Can you describe how the Port of Seattle's approach to racial equity and inclusion has evolved over these years?
Mian Rice: The Port of Seattle's approach to DEI has significantly evolved, particularly with the establishment of the Diversity in Contracting department in 2018. This marked a substantial shift towards emphasizing minority participation in our contracts. It was a clear directive from our leadership to focus on diversity in contracting efforts. This commitment wasn't isolated to a single department; it cascaded down to all divisions and departments. It became part of the annual review, with each department's goals being closely evaluated based on their contribution to our DEI objectives.

Our efforts didn't stop at policy-making. Financially, we've been very intentional, ensuring a substantial part of our budget goes towards minority businesses. From 2019, we've seen over $350 million directed to minority businesses, reflecting our commitment to not just talking about DEI but actualizing it in our operations. While these numbers are significant, our approach is comprehensive. We're not just about hitting financial targets; we're about fostering a culture of inclusivity and pushing the boundaries of what it means to be equitable in our contracting processes. This involves internal efforts as well, such as establishing the Office of Diversity, Equity, and Inclusion, focusing on workforce diversity, and ensuring pay equity. Our operations are a testament to our belief that DEI is not just a policy; it's a culture.

Implementing DEI initiatives comes with its own set of challenges. Can you discuss a significant hurdle you've faced in your role and how you and your team overcame it?
Mian Rice: Implementing DEI initiatives is not without its challenges. A significant hurdle in my role has been aligning our ambitious DEI goals with the legal and regulatory framework of a limited-purpose government agency. Finding minority businesses with the required expertise for specialized projects at the airport or seaport has been challenging. The intricacy of our projects demands specialized skills, and sometimes, the pool of available minority businesses in those specific areas is not as extensive as we'd like.

To tackle this, we've leaned into innovation and proactive strategies. We've recognized the importance of not only finding businesses that are ready now but also investing in the potential of emerging businesses. This means extensive training programs, mentorship initiatives, and creating platforms for these businesses to connect with larger firms, fostering partnerships and growth opportunities.

Our procurement processes have been another area of focus. We've worked towards making them more inclusive and accessible, ensuring that our DEI objectives are met not just in letter but in spirit. This has involved reassessing how we draft RFPs, simplifying the language, and breaking down larger contracts into smaller parts to ensure smaller businesses can compete effectively.

Meeting procurement goals can be challenging. How successful have contractors been in meeting these goals, and what practices have you found most effective in guiding them towards success?
Mian Rice: Meeting procurement goals, especially in the context of DEI, can be quite challenging. The success of contractors in meeting these goals can vary significantly based on the industry. Challenges in the construction industry often revolve around cash flow and the ability to get bonded and insured. For consulting, the challenges might be more about the workforce – ensuring that it's not only skilled but also diverse.

In response to these challenges, we've put in place several strategies and programs. The Port of Seattle Small Business Generator program stands out as a structured approach to capacity building, mentorship, and guidance in navigating procurement opportunities. It provides a holistic approach from introducing what the Port of Seattle is all about, to understanding upcoming opportunities, to more advanced mentorship programs where we pair businesses with industry mentors.

Breaking down contracts into smaller parts has also been an effective strategy. It has made projects more accessible to smaller businesses, ensuring they're not excluded due to the scale of the project. This, along with a robust monitoring mechanism to track progress and a feedback loop from businesses, ensures that our procurement process is not just inclusive but also adaptive to the needs of the businesses we aim to support.

What advice would you give to other leaders striving to embed DEI into their organizations' fabric, especially in industries traditionally lacking in diversity?
Mian Rice: As leaders striving to embed DEI into their organizations, it's crucial to start with developing a clear policy or set of standards that articulate what you're trying to achieve with your DEI initiatives. Establish tangible goals and make it a mandate within the organization, ensuring that this initiative is not just a fleeting trend but a sustained effort.

For instance, if you're in a private industry, make it mandatory to focus on DEI efforts within your organization. This could involve setting a baseline for your projects, for instance, aiming to allocate a certain percentage of your project budget towards diverse businesses. But it's not just about the financial commitments; it's also about building capacity, both within and outside your organization.

Try to build capacity by not just focusing on the businesses you're working with now but also looking towards the future. Don't be afraid to look beyond your immediate surroundings—city or county confines—to find businesses to bring in. Remember, diversity isn't confined to a geographical location. Engaging with communities and businesses from diverse backgrounds can bring fresh perspectives and innovations into your projects.

Participate actively in community and industry organizations that focus on diversity. This engagement can provide you with valuable insights and resources to support your DEI initiatives. Moreover, partnering with government entities or officials who share a core value of diversity can provide additional support and alignment in your efforts.

And lastly, it's essential to develop an external community council or a similar body that meets periodically. This council can consist of specific businesses or community leaders who can provide insights into how you can grow your DEI efforts. Being open to this external feedback is crucial—it's about being vulnerable and acknowledging that there's always room to grow and improve.

During Black History Month, we reflect on significant figures who have paved the way. Who in Black history do you find most inspirational, and how has their legacy influenced your work or life philosophy?
Mian Rice: When reflecting on inspirational figures in Black history, I find it challenging to name just one individual. My parents have been my guiding stars, instilling in me the values of community service, continuous learning, and striving for excellence. Their influence has been pivotal in shaping my approach to life and work, emphasizing the importance of listening, understanding, and contributing positively to society.

Moving away from work, is there a hobby or activity you're passionate about that might surprise people?
Mian Rice: Outside of work, I'm passionate about movies and sports. I used to play soccer avidly before my hip replacement. My son's growth and development are also central to my life, providing joy and fulfillment that transcends professional achievements. I find these activities and family moments crucial for maintaining a balanced and fulfilling life.

If you could collaborate with any person, past or present, on a project to further diversity and inclusion, who would it be and why?
Mian Rice: Picking just one individual for a dream collaboration on a diversity and inclusion project is incredibly challenging due to the multitude of inspirational figures in various sectors. One intriguing possibility would be collaborating with a visionary artist like Jacob Lawrence. I'm fascinated by the idea of exploring society's views and the potential for improvement in diversity and inclusion through the medium of art. Such collaboration could offer a unique, powerful perspective on societal issues and the importance of diversity and equity.