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Pages 28-42

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From page 28...
... 28 This chapter provides a selection of case examples that highlight the strategies agencies are using to attract, retain, and develop or advance women within their organization. Bay Area Rapid Transit (BART)
From page 29...
... Case Examples 29 beginning of the planning process. During the planning process, the transit agency worked to make connections with the various colleges in the area so that they understood the program and were ready to begin working in partnership with the transit agency to implement the Transit Career Ladders Program.
From page 30...
... 30 Attracting, Retaining, and Advancing Women in Transit Impacts to the Transit Agency The Transit Career Ladders Program has been successful in preparing women for careers in the electronic and electrician classifications for the transit agency. In fact, one of the first hires out of the program was a female train control electrician.
From page 31...
... Case Examples 31 Leadership academy participants were able to engage with current transit agency leaders and receive opportunities to highlight themselves and their skills. To do this, participants were assigned priority topics facing the agency (e.g., quality of life, absenteeism, or formal mentorship program)
From page 32...
... 32 Attracting, Retaining, and Advancing Women in Transit Greatest Challenges Encountered This strategy has encountered no significant challenges. The Impacts to the Transit Agency Since its inception, the Women & Girls Governing Council has developed several initiatives and, in February 2018, the CEO approved seven of the recommendations that the first Women & Girls Governing Council cohort developed.
From page 33...
... Case Examples 33 • Blind screenings of applicants. LA Metro incorporated a pilot of blind screening for job applicants.
From page 34...
... 34 Attracting, Retaining, and Advancing Women in Transit community college and teaches leadership skills to 40 candidates during each yearlong session, providing these candidates with the knowledge and skills necessary to be prepared and competitive for future promotions. While this program has not been designed specifically for women, women make up 50% of the program's participation each year.
From page 35...
... Case Examples 35 Implementation Information Planning and Implementation Process To pull together the Girls in Transit Summit, LA Metro coordinated with Los Angeles County. The county has a girls' initiative, and as such was a valued strategic partner that could support recruitment of participants and outreach to women in junior and senior high schools in the local community.
From page 36...
... 36 Attracting, Retaining, and Advancing Women in Transit Implementation Information Planning and Implementation Process • Posts on internal women and girls' websites/Website updates. LA Metro is in the final stage of updating its website to make transportation more appealing to women.
From page 37...
... Case Examples 37 Implementation Information Planning and Implementation Process The career fair has occurred for 4 years, and the 1-day event takes approximately 6 months to plan. Both men and women are invited to attend, and interested individuals register for the event online by submitting their application.
From page 38...
... 38 Attracting, Retaining, and Advancing Women in Transit Implementation Information Planning and Implementation Process The Women in Transit (SEPTA) Group has been in existence since 2011, starting with 15 to 20 members.
From page 39...
... Case Examples 39 or attitudes seen within the agency that were not consistent with the way that the organization wanted to do business and treat employees. Implementation Information Planning and Implementation Process The transit agency's EEO office identified five focus areas for ERGs within the organization and worked with the CEO to gain buy in before sharing these groups with employees.
From page 40...
... 40 Attracting, Retaining, and Advancing Women in Transit WEST on its mission and goals and encourages more staff to participate in the various events offered by WEST. At the beginning of the ERG development process, communication was difficult because word of mouth was the main way in which information about the group and its activities was shared.
From page 41...
... Case Examples 41 of 80 drivers are women. While the number of women drivers has increased since the 1990s, the overall pool of drivers has also increased, making the overall percentage of women drivers smaller than in the past.
From page 42...
... 42 Attracting, Retaining, and Advancing Women in Transit too, such as being unpaid and focusing solely on the training course. Furthermore, the training coordinator works to ensure current employees feel valued by increasing training and support for work.

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