Back in 2016, a Task Force was established to review and update APTA’s current Diversity Council Plan and Structure. As of today, we have created an APTA Diversity and Inclusion Strategic proposal that proactively creates a diverse and inclusive environment. This is a priority not only of our Chair, Doran Barnes, and myself, but of dozens of committed members who have worked diligently on this topic.
To move forward, we need your help. We want and need to hear from you.
Click here to access the pdf of the new proposed APTA's Diversity and Inclusion Strategic Plan for your review and comment. Please send your comments to firstname.lastname@example.org by July 31, 2017. The final plan will be presented for approval by APTA’s Board of Directors on October 7, 2017.
APTA Vice-Chair and Chair of the APTA Diversity Council
Please find below APTA's current Diversity Plan approved by the APTA Board of Directors,
September 10, 2016
APTA defines diversity as the inclusion of differences and
similarities from all categories of members and covers such areas as disability,
gender, gender identity and sexual orientation, age, ethnicity, and geographic
origin, size of transit property or business member organization, all of which
contribute to the fulfillment of APTA’s mission. When the term diversity is
used in this document it includes but may not be limited to these groups.
WHEREAS, it is the goal of the American Public Transportation
Association (APTA) to promote and value diversity as a strength of the industry
and the Association;
WHEREAS, APTA is committed to promoting greater understanding of the importance
of mobility and access in strengthening the overall quality of life in the
diverse communities served by public transportation throughout North
WHEREAS, APTA reaffirms its commitment to diversity goals and policies that
result in diversity being encouraged, promoted and celebrated throughout all
levels of the Association during the normal course of the Association’s
business and programs;
WHEREAS, the APTA Board of Directors and Executive Committee shall adopt
policies and programs to reflect, increase, promote, support and sustain the
diversity of the APTA membership in all levels of the organization;
WHEREAS, the responsibility for implementation of these policies and programs
rests with the leadership of the Association and the APTA President &
Now, therefore, be it resolved that the APTA Executive Committee hereby
establishes the Diversity Council and the Diversity Plan.
DIVERSITY COUNCIL MEMBERSHIP
The Diversity Council reports directly to the APTA Chair and APTA
Members of the Diversity Council shall include nine (9) Designated positions
and eleven (11) Appointee positions, as described below:
Immediate Past Chair
- APTA Human Resources Committee
APTA Procurement & Materials Management Committee
APTA Access Committee
APTA Policy and Planning Committee
APTA Legislative Committee
Business Member Board of Governors (BMBG)
Transit Board Members Committee
of Minority Transportation Officials (COMTO) Representative (appointed by
Transportation Seminar (WTS) Representative (appointed by WTS)
Member At-Large (appointed by BMBG Chair)
APTA Graduate (appointed by Leadership APTA Committee Chair for 1-year
Community Member (public or private APTA member; appointed by the Access
Large Position (2-year term)
Large Position (3-year term)
Large Executive Committee Member
Task Force co-chairs
The APTA Vice Chair shall serve as Chair of the Diversity
Designated members shall be limited in term by the very nature of the position
in which they are serving.
Appointed members, unless otherwise noted, shall be appointed by the APTA
Chair. Appointed members shall be limited to one term of three (3) years, with
the exception of one of the At Large positions, which shall be a two (2) year
term, and the Leadership APTA Graduate who shall be chosen annually from the
most recent graduating class.
The APTA Chair shall designate the 3-year At-Large position to serve as Vice
Chair of the Diversity Council, to chair meetings in the absence of the Chair
of the Diversity Council.
ROLE OF THE DIVERSITY COUNCIL
The role of the Diversity Council shall be to:
and evaluate APTA programs and activities to ensure that diversity
policies are supported and implemented throughout the Association;
the implementation of and progress on the Diversity Plan; evaluate and
recommend changes to the Diversity Plan;
recommendations to the Executive Committee on diversity concerns or issues
raised within APTA or in the transit industry;
support and guidance to the respective committees represented by the
members of the Diversity Council; and
an annual status report on the Diversity Plan to the APTA Board of
Directors at its Annual Meeting.
DIVERSITY PLAN GOALS AND OBJECTIVES
Goal #1: To promote diversity as a strength of the industry and
implement diversity policies and programs at all levels of the organization.
diversity issues into conference sessions, training workshops, webinars,
and eLearning resources for members and staff.
conduct an orientation for new Executive Committee members and APTA
committee chairs on APTA’s Diversity Plan.
APTA’s online resources on Workforce Development, provide member access to
best practices, expert industry contacts, lessons learned and other
that APTA career development and training programs for employees at all
levels of members’ organizations, including the Early Career Program and
Frontline Employee training, are available to persons with diverse
backgrounds and capabilities.
the American Public Transportation Foundation (APTF) Scholarship Program,
encourage young professionals of diverse backgrounds and capabilities to
choose careers in public transportation.
to include Minority and Women Advancement as a qualitative measure for
scoring nominees for the Public Transportation System Outstanding
and support programs and activities of industry partners including Women’s
Transportation Seminar (WTS) and Conference of Minority Transportation
Officials (COMTO) and encourage reciprocal support of APTA’s programs and
activities. (APTA/COMTO/WTS staffs hold coordinating meetings on a
and report to the APTA Board of Directors an annual status report on
APTA’s Diversity Plan including any recommendations on how to improve
diversity policies and programs throughout the organization.
Goal #2. To communicate diversity as a transit industry value in
APTA publications and communications.
APTA’s Diversity Policy in APTA’s corporate documents to reinforce its
the annual report of the Diversity Plan on the APTA website and publish
its availability in Passenger Transport.
achievements of LGBT, minority and women leaders in Passenger Transport
and PT Express.
three or more articles per year by the Human Resources Committee in
Passenger Transport, in the APTA website or in PT Express. (Member
profiles, workforce development products, best practices.)
in Passenger Transport or PT Express two or more articles per year on
procurement and LGBT, minority and/or women-owned business contracting
issues consistent with APTA’s mainstreaming initiative.
Goal #3. To enhance opportunities for substantive contributions to
the transit industry and participation in APTA leadership roles and activities
by members with diverse backgrounds and capabilities.
member orientation sessions at all major conferences in order to
familiarize new members and new attendees with APTA’s programs, committee
structure, networking and other participation opportunities.
APTA’s diversity goal established by the Executive Committee in 1999 of a
minimum of 30% participation of women and minority speakers at all major
conferences; including a minimum of 10% women and 10% minority
participation within the 30% goal. Actively encourage persons with
disabilities, LGBT, young professionals, and representatives of other
segments of APTA’s diverse membership, to request speaker opportunities
through the “Call for Papers” process.
annual Leadership APTA class should include members with diverse
backgrounds and capabilities.
APTA’s diversity goal established by the Executive Committee in 1999 of a
minimum of 30% participation in APTA committees by women and minorities;
including a minimum of 10% women and 10% minority participation within the
30% goal. Actively encourage persons with disabilities, young
professionals, and representatives of other segments of APTA’s diverse
membership, to join APTA committees.
opportunities through APTA’s partnerships with WTS,COMTO and others to
enhance the development of minority, women, LGBT and small business owners
for future leadership opportunities within APTA and the industry.
opportunities through APTA’s partnership with Easter Seal’s Project ACTION
and other organizations representative of the disability community for
increasing involvement of persons with disabilities in APTA's programs and
a resource database of minority, women, and LGBT general managers,
presidents/CEOs, assistant general managers and vice presidents for use in
identifying potential candidates for career opportunities within the
industry and for leadership opportunities within APTA.
opportunities for minorities, women, and LGBT among the Transit Board
Members and Business Members to increase their participation within APTA
including leadership opportunities.
Goal #4: To promote the development of transit leaders with a
commitment to diversity.
ensure that the APTA leadership displays a commitment to diversity, require
all nominees for office on the Executive Committee and Board of Directors
to articulate and demonstrate his/her commitment to diversity in the
APTA Chair should ensure that his/her appointees to the APTA Nominating
Committee reflect the diverse backgrounds of the APTA membership.
training should be included in the Leadership APTA curriculum and other
training programs that may be offered by APTA for the development of
Goal #5: To promote and recommend diversity policies for APTA
staff and programs.
workforce should reflect an equal or greater percentage of minorities and
women than the workforce data reported in the Washington, D.C. region’s
latest census data.
that APTA annually meets a DBE contracting and procurement goal of 20%.
of APTA’s Diversity Plan is considered by the Executive Committee in its
review of the APTA President’s annual performance review.
satisfies diversity requirements associated with Federal grants.
staff conducts an annual review of internal procurement processes relative
to DBE and revises internal procedures as needed.
Goal #6: To increase business opportunities in the transit
industry for minority/ women owned businesses including DBE firms.
Diversity Plan cc edits V8-52517.pdf
a 10 % increase in the number of minority/women owned businesses including
DBE firms exhibiting over the previous Expo. APTA’s Expo consultant meets
or exceeds its contractual DBE goal of 15% to subcontract with
minority/women owned businesses including DBE firms.
a 10 % net growth of minority and/or women owned businesses including DBE
firms within APTA’s annual net growth in membership.
APTA member DBE firms in APTA’s online Buyers Guide.
networking opportunities for minority/women owned businesses including DBE
firms through activities such as, BMBG networking breakfasts and other
potential activities in collaboration with COMTO and WTS.