New Report Examines Racial/Ethnic, Gender Diversity in Transit
The Mineta Transportation Institute's study concludes that the transit workforce is not representative of the U.S. labor force in terms of either sex or race/ethnicity.
Public transit agencies function best when the diversity of their workforce represents the communities they serve, however, previous research shows an underrepresentation of women and racial and ethnic minorities in leadership roles.
Photo: fauxels
2 min to read
New Mineta Transportation Institute (MTI) research, “Understanding Workforce Diversity in the Transit Industry: Establishing a Baseline of Diversity Demographics,” provides updated statistics on the status of the racial/ethnic and gender diversity of the transit agency workforce in the U.S. from 2018 to 2022 and identifies potential barriers and promising practices for diversifying this workforce.
Public transit agencies function best when the diversity of their workforce represents the communities they serve, however, previous research shows an underrepresentation of women and racial and ethnic minorities in leadership roles, and an overconcentration of workers of color in operational roles.
Ad Loading...
Study Findings
The study concludes that the transit workforce is not representative of the U.S. labor force in terms of either sex or race/ethnicity. Key findings include:
Almost two-thirds (64%) of the workers in the data are non-White, with Black workers making up the largest group of workers (40%), even though they are only 12% of the U.S. labor force.
Hispanic workers are underrepresented relative to their percentage in both the U.S. labor force and relative to their transit use.
White employees are overrepresented in leadership positions, and both White and Asian employees are overrepresented in the more-highly paid professional and skill-craft occupations.
“The extreme staffing shortages within the transit industry have created an unusually good opportunity for operators to successfully improve their workforce diversity,” explains Dr. Asha Weinstein Agrawal, the study’s principal investigator. “Important strategies for recruiting and retaining a diverse workforce include marketing strategies that promote the diverse careers available in public transit, revising job descriptions to be more inclusive, family-friendly work schedules for operations staff, ongoing professional development opportunities that target employees in every job classification, and fostering strong executive-level support for diversity programs.”
Race/Ethnicity of the Transit Workforce, by Job Classification (2018 – 2020 Equal Employment Opportunity data)
Photo: Mineta Transportation Institute
Improving Workforce Diversity
Improving workforce diversity data collection and analysis is also crucial to measure long-term progress.
Although the challenges of tracking and planning for a diverse workforce are daunting to many transit operators, a variety of strategies exist to share resources and help meet individual needs.
Ad Loading...
The findings of this study emphasize the need to do things differently, to make sure the people who work in the transit industry accurately represent the rich diversity of their communities.
METRO’s People Movement highlights the latest leadership changes, promotions, and personnel news across the public transit, motorcoach, and people mobility sectors.
BART began offering select parking lots to non-BART riders to generate new revenue to help address its FY27 $376M operating budget deficit brought on by remote work.
Drawing on decades of industry experience, Evans-Benson offered insights into the differences between the two, along with tips for better customer engagement and more.
The renewals include continued operations at Fort Lauderdale-Hollywood International Airport in Florida; the PRTC in Virginia; and RTC Washoe in Nevada.
The governor’s proposed auto insurance reforms could save the agency $48 million annually by limiting payouts in crashes where buses are not primarily at fault.
What truly drives the cost of a paratransit fleet? Beyond the purchase price, seven operational factors quietly determine maintenance frequency, downtime, and long-term service reliability. This whitepaper explores how these factors shape lifecycle cost and what agencies should evaluate when selecting paratransit vehicles.
In this conversation, TBC’s Executive Director Ed Redfern, President Corey Aldridge, and Washington Representative Joel Rubin outline the coalition’s key policy priorities, the challenges facing transit agencies, and how industry stakeholders can work together to strengthen the voice of bus transit at the federal level.
Amanda Wanke, who has worked at DART for 10 years, including the past 2½ years as CEO, will join Metro Transit as deputy chief operating officer, operations administration.
