In what has become a tense workplace controversy, an electrician at the Port of Seattle claims he was passed over for a promotion because of his race, gender, and sexual orientation.
The case, now making its way through King County Superior Court, shines a light on the ongoing debates about diversity and merit in public workplaces.
Claim of Being Overlooked Despite Experience
Chris Linhardt, 50, has worked in the port’s electrical division for several years and even served temporarily as the division’s electrical foreman in 2022.
When the port announced it was permanently filling the foreman position the following year, Linhardt applied, confident in his qualifications and experience.
According to a lawsuit filed last month, Linhardt “ranked highest in the first-round interview,” yet management scheduled a second-round interview—an unusual move.
Lawyers representing Linhardt claim this second round created an “unfair advantage” for another candidate, a gay Asian woman, who allegedly received coaching from the head of maintenance, a member of the interview committee.
Lawsuit Alleges Discrimination
The promotion ultimately went to the other employee, even though Linhardt’s attorneys argue she had “substantially less supervisory and hands-on experience.”
The lawsuit claims that decision-makers at the Port were motivated by Linhardt’s race, sex, and sexual orientation rather than evaluating candidates solely on merit.
The suit points to the Washington Law Against Discrimination, which prohibits workplace bias based on race, creed, national origin, marital or family status, sexual orientation, age, and more.
Linhardt is seeking compensation for lost wages, emotional distress, and legal fees.
Salary and Emotional Impact
Government records show Linhardt was earning $115,066 annually in 2021 after several raises since starting at the port in 2019.
The woman who received the promotion reportedly earned $132,267 in 2023.
The lawsuit details the emotional toll, citing “humiliation, indignity, frustration, and anguish” that Linhardt experienced due to what he alleges were discriminatory actions.
His lawyer, Vanessa Vanderbrug, emphasized that her client supports workplace diversity but questions whether the methods used are fair to all employees.
“Our anti-discrimination laws are meant to ensure individuals are judged on merit, not skin color, sexual orientation, or other immutable characteristics,” Vanderbrug told the Seattle Times.
“These laws are designed to protect everyone—not just traditional minority groups.”
Port of Seattle Responds
A spokesperson for the Port of Seattle, which oversees both the seaport and Seattle-Tacoma International Airport, declined to comment on personnel matters.
Court filings from the port’s attorneys maintain that Linhardt, while qualified, was not the most qualified candidate for the role.
The lawyers argued that Linhardt only topped the first-round interview due to a “skewed rating” by his supervisor, prompting the need for a second round.
In that second round, the other candidate ranked higher, and the Port insists its decision-making was “reasonable and in good faith.”
The Port’s legal team is now seeking to have the lawsuit dismissed, setting the stage for a potentially lengthy courtroom battle over merit, diversity, and fairness in the workplace.
