摘要: |
In 2021, the United States Department of Transportation issued a Request for Information for Transportation Equity Data. More than 300 comments were received. The results demonstrate the lack of representation of women in transportation agencies and the lack of equity in compensation by gender leading to low gender diversity (including those who do not self-identify as a man or woman). In addition, commenters called for a reliable system for monitoring diversity in the transportation workforce, including gender, race/ethnicity, and ability. State departments of transportation (DOTs) acknowledge the lack of gender diversity in their internal workforces. Women comprise only 15% of the transportation workforce, and this statistic declines in executive and leadership positions and does not reflect those who may not identify as men or women. For women of color, the numbers are even more disparate.
The American Association of State Highway and Transportation Officials (AASHTO) prioritizes creating pathways to equity during the term of its current President, Dr. Shawn Wilson. This priority includes fostering a culture within and across the DOT community that expands opportunities for under-represented populations based on age, gender, ethnicity, and race. DOTs have implemented programs, policies, and practices to address gender identification and equity. However, a synthesis of current practice does not exist to examine challenges and solutions to take a step toward gender equity in the DOT workforce.
The objective of this synthesis is to document current DOT practices related to advancing gender equity in their workforce. |