APTA promotes an inclusive culture that supports and celebrates the unique attributes and perspectives of its individual members, allowing each and every person to make their fullest contribution to the industry. 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, race 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 create an environment of inclusion that welcomes and values the
diversity of its membership as a strength of the industry and the
WHEREAS, an inclusive environment is essential for each and every member to
contribute to the fullest towards achieving the goals and objectives of the
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
WHEREAS, APTA reaffirms its commitment to the goals and policies that result in
diversity and inclusion being encouraged, promoted and innate to the business
processes and activities throughout all levels of the Association during the
course of the Association’s business and programs;
WHEREAS, the APTA Board of Directors and Executive Committee shall adopt
policies and programs that establish a culture of inclusion as a foundation that reflects,
increases, promotes, supports and sustains 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 and Inclusion Council and the Diversity and Inclusion
DIVERSITY AND INCLUSION COUNCIL MEMBERSHIP
The Diversity and Inclusion Council reports directly to the APTA
Chair and APTA Board of Directors.
Membership to the Council shall be open to all APTA members in good standing.
Council leadership shall be provided through a Steering Committee, including eleven
(11) Designated positions and four (4) Appointee positions, as described below:
Immediate Past Chair, Council Chair
Vice Chair, Council 2nd Vice Chair
APTA Workforce Development 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
LGBT Task Force (selected from amongst 3 co-chairs of the Task Force)
President and CEO
Vice Chair (appointed by membership at large)
of Minority Transportation Officials (COMTO) Representative (appointed by
Transportation Seminar (WTS) Representative (appointed by WTS)
APTA Graduate (appointed annually by Leadership APTA Committee Chair from
the most recent graduating class for 1-year term)
The APTA Immediate Past Chair shall serve as Chair of the
Diversity and Inclusion Council.
Chair of the Council shall be appointed by Council members from the membership at
large for a term of three (3) years. The appointment will take place by
election at the Council meeting during the APTA Annual Meeting where the sitting
Vice Chair’s term ends. All votes shall be by simple majority of Council
members present and voting. Nominations for Council Vice-Chair shall be
solicited in writing 60 days prior to the date of the Council meeting where
voting takes place. Nominations may also be accepted from the floor at the
Council meeting where voting takes place.
The Vice Chair shall chair meetings in the absence of the Chair of
the Council and assist the Chair in the development and conduct of
Council activities. He/she shall serve a term of three (3) years.
The APTA Vice Chair shall serve as the 2nd Vice Chair
of the Council.
DIVERSITY AND INCLUSION COUNCIL
Diversity and Inclusion Council shall conduct its business through a series of
in-person meetings outlined below. In
addition the Council may schedule additional virtual meetings when
needed, ensuring the schedule maximizes access to and inclusion of as many APTA
members as possible.
December Meetings/Conference call
Planning session of Steering Committee/Council
between APTA Bus and Rail Conferences
ROLE OF THE DIVERSITY AND INCLUSION COUNCIL
The role of the Diversity and Inclusion Council shall be to:
as an advocate and support for advancing diversity and inclusion practices
throughout the Association and industry;
APTA’s goals and objectives for promoting a culture of diversity and
inclusion throughout the Association, its strategic plan, policies, business
practices, and activities;
and maintain a multi-year Work Program, including timeline, budget,
measures of success for activities towards meeting the goals and
objectives established by the Council’s Strategic Plan;
monitor and report out on the implementation of and progress in completing
the Work Program;
the outcomes of efforts towards achieving the goals and objectives of the
Council, and provide recommendations to the Executive Committee on
diversity and inclusion concerns or issues raised within APTA or in the
the Diversity and Inclusion Strategic Plan and Work Program based on the
evaluation of outcomes and concerns raised;
an annual status report on the Diversity and Inclusion Strategic Plan and
work program to the APTA Board of Directors at its Annual Meeting.
DIVERSITY PLAN GOALS AND OBJECTIVES
Goal #1: Advocate for the importance of diversity and inclusion as
a culture that is essential for the Association and industry to successfully achieve
the transportation mission and goals that are relevant to our industry,
organizations and communities today
- Develop and annually update a multi-year
Work Program including activity, timeline, budget, measures of success towards
advancing a positive diversity and inclusion culture at APTA and within the
- Engage and assess membership to
understand how diverse and inclusive the membership feels about the Association
and its members, activities, advocacy, policies, etc.
- Monitor issues and trends in diversity
and inclusion and recommend actions to the APTA Board of Directors to ensure
the Association is proactive in addressing them.
Goal #2: Create an environment of Inclusion that is open and
inviting to all members of APTA, at all levels of their organizations
diversity and inclusion topics into conference sessions, training
workshops, webinars, and eLearning resources for members and staff.
conduct an orientation for new Board of Director members and APTA
committee chairs on APTA’s Diversity and Inclusion Policy, Strategic Plan
and Work Program.
as the industry’s clearinghouse for diversity and inclusion by providing
member access to key strategies, best practices, expert industry contacts,
lessons learned and other resources through APTA’s online resources on
a resource database of minority, women, and LGBT general managers,
presidents/CEOs, assistant general managers and vice presidents as well as
those with disabilities, for use in identifying potential candidates for
career opportunities within the industry and for leadership opportunities
that APTA career development and training programs for employees at all
levels of members’ organizations, including Leadership APTA, the Mid-level
Managers program, the Emerging Leaders Program and Frontline Employee
training, are available to persons with diverse backgrounds and
the American Public Transportation Foundation (APTF) Scholarship Program,
encourage professionals of all ages and diverse backgrounds and
capabilities to choose careers in public transportation.
to include advancement of Diversity and Inclusion 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
- Provide and report to the APTA Board of Directors an annual
status report on APTA’s Diversity and Inclusion Strategic Plan and Work
Program, including any recommendations on how to improve
diversity and inclusion policies and programs throughout the organization.
#3. Encourage diversity and
inclusion within APTA’s community to foster a culture of curiosity, relevance, creativeness,
and innovation in our business practices, products and services, approach to
advocacy, and engagement of our communities that respect different perspectives
and is relevant to our workforce and the diverse communities we serve.
APTA’s Diversity and Inclusion Policy in APTA’s corporate documents to
reinforce its commitment.
the annual report of the Diversity and Inclusion Strategic Plan and Work
Program on the APTA website and publish its availability in Passenger
achievements of LGBT, minority and women leaders as well as leaders with
disabilities and other individuals representing diversity in Passenger
Transport and PT Express, focusing on diversity and inclusion as a key to
- Hold 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.
- Actively encourage persons with disabilities, minority, women, LGBT
professionals, and representatives of other segments of APTA’s diverse
membership, to participate in the Association and share their unique
perspectives by requesting speaker opportunities through the “Call for Papers”
process, and joining APTA committees.
- In the annual Leadership APTA class, include members with diverse
backgrounds and capabilities which shall include projects that shall focus on
Diversity and Inclusion to the extent possible with an additional desired
outcome that reflects the diverse community.
- Identify opportunities through APTA’s partnerships with WTS, COMTO,
Easter Seals and others to enhance the development of minority, women, veteran,
LGBT professionals, professionals with disabilities and small business owners
for future leadership opportunities within APTA and the industry.
- Identify opportunities through APTA’s partnership with the
disability community to increase involvement of persons with disabilities in
APTA's programs and activities.
- Identify opportunities for minorities, women, and LGBT
professionals as well as professionals with disabilities 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 establishing a culture of diversity and inclusion, including promoting
and recommending diversity and inclusion policies for APTA staff and programs.
that all nominees for office on the Executive Committee and Board of
Directors articulate and demonstrate his/her commitment to diversity and
inclusion during the nomination process and throughout their term.
that the APTA Chair’s appointees to the APTA Nominating Committee reflect
the diverse backgrounds of the APTA membership.
Diversity and Inclusion training in the curricula of Leadership APTA,
mid-level managers and emerging leaders, and other training programs that
may be offered by APTA for the development of industry leaders.
APTA’s workforce reflects 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’s annual contracting and procurement goals align with and
promote diversity and inclusion
of the Council’s Work Program 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 #5: To increase business opportunities in the transit
industry for minority-, women-, LGBT- and veteran-owned businesses, including small
and DBE firms and firms owned by people with disabilities.
participation of minority-, women-, LGBT-, and veteran-owned businesses,
including small and DBE firms and firms owned by people with disabilities,
at APTA Expos, including showcasing their products and services, and
providing services in support of Expo events.
reach out to and encourage minority-, women-, LGBT-, and veteran-owned
businesses, including small and DBE firms, and firms owned by people with
disabilities, to join APTA as an active member.
APTA member minority-, women-, LGBT- and veteran-owned businesses,
including small and DBE firms and firms owned by people with disabilities,
in APTA’s Online Buyers Guide.
growth through successful contracting with other APTA members by providing
networking opportunities for minority-, women-, LGBT-, and veteran-owned
businesses, including small and DBE firms and firms owned by people with
disabilities, through activities such as BMBG networking breakfasts and
other potential activities in collaboration with COMTO and WTS.