Attracting, Retaining, and Advancing Women in Transit (2020) / Chapter Skim
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Pages 20-27
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20 To gather additional information related to the current representation of women in transit, to barriers experienced by women in the industry, along with example strategies that have been used to recruit, retain, and develop and advance women specifically within transit, a survey was distributed to transit agencies across the country. This chapter describes the survey and the results.
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Transit Agency Survey Results 21 the organization. Overall, survey participants reported that 35% of their current employees are women, although this portion of the survey had a low response because many participants may not have had this information readily available.
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22 Attracting, Retaining, and Advancing Women in Transit Current Transit Agency Barriers to Recruiting, Retaining, and Developing/Advancing Women Next, survey participants were asked to list the greatest barriers they see for their transit agencies in terms of attracting women to the organization, keeping women in the organization, and developing and advancing women in the organization. Many of the barriers described by survey participants aligned directly with those barriers identified in the literature review.
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Transit Agency Survey Results 23 Barriers to Attracting Women to the Organization Lack of women in visible management roles, limiting ability to see advancement opportunities Masculine culture in some areas (e.g., operations) Traditional perceptions of gender roles (e.g., male versus female jobs)
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24 Attracting, Retaining, and Advancing Women in Transit 84.9% 75.0% 75.3% 93.2% 15.1% 25.0% 24.7% 6.8% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Staff member responsible for overseeing diversity efforts Diversity training for employees Stated commitment to diversity Leadership who encourages or supports diversity Yes No Figure 2. Elements of transit agency focused on diversity (N = 70–73)
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Transit Agency Survey Results 25 Figure 4 provides a summary of these responses. Participants who responded that their agencies implement these strategy types were then asked to provide qualitative responses with specific information about these strategies.
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26 Attracting, Retaining, and Advancing Women in Transit Category Strategy Description Outcomes Experienced Recruiting Women: Focus on recruiting women Developed a focused outreach strategy to attract women, including advertising on specific sites that focus on women in transportation. The transit agency has experienced an increase of women at the professional, management, and executive level positions.
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Transit Agency Survey Results 27 Category Strategy Description Outcomes Experienced Retaining Women: Improve accommodations for responsibilities outside of work Offered flexible work hours, including telework, a compressed workweek (i.e., working four 10-hour days) , and varied start and end times for the workday.
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