Transportation Workforce Development for State DOTs to Address Equity, Diversity, and Inclusion (Southeast Region)
![](https://stride.ce.ufl.edu/wp-content/uploads/sites/153/2023/03/Project-E5-cover-2-791x1024.png)
Research Team
Dr. Mehri Mohebbi (UF)
Dr. Virginia Sisiopiku (UAB)
Dr. Dimitra Michalaka (The Citadel)
Dr. Kweku Brown (The Citadel)
Final Technology Transfer Report
What is the current issue? A number of national organizations, such as the American Public Transit Association (APTA), have recently started establishing a diversity and inclusion council or committee to draft a policy guide or prepare a strategic plan to address multifaceted equity issues their constituents face. The urgency of addressing equity and inclusion within the workforce became more evident since the Covid-19 pandemic started. Besides, numerous other factors impact the effectiveness of the transportation workforce. For instance, as many transportation workers are retiring, there is a need and opportunity to increase diversity and promote inclusion in training, recruiting, and workforce retention. Building a diverse workforce that reflects communities’ demographics and investing in future generations of transportation professionals are a few steps federal, state, and regional transportation agencies can take to start the journey towards a more diverse and inclusive work environment.
What will the research produce? This project will develop a framework for training, recruiting, and retaining workers to promote diversity and enhance inclusion within the transportation workforce.
Findings:
- Invest in promotion and retention for underserved groups.
- Actively create awareness about inclusivity.
- Agencies must understand that it much more than a diverse workforce, that creating an environment that reflects the communities served is important as well.
- Be active and intentional about transforming the culture of your agency to a more inclusive one, including diversity in higher, decision-making roles.
- Make it a priority to invest in career opportunities that are least diverse such as in senior-level jobs.
- Be intentional in promoting transparency in agency leadership in their practices and decision making processes related to DE&I.
- Create an environment that is collaborative, where there are clear paths for employees to excel in their careers and any other areas they can contribute to.