2018-2019 WGGC Cohort
Returning to work after a career break is challenging, both in terms of finding a job or re-launching a career. The initiative is to provide an internship opportunity for returning mid-career professionals who had taken a career break due to responsibilities as a stay-at-home parent, caregiver of a family member or a military spouse.
New and Expecting Parent Resource and Lactation Rooms
Twenty-nine percent of Metro’s workforce is female, 73% are within child bearing years. The recommendation is to provide a more comprehensive resource guide that demonstrates Metro is committed to supporting staff with family responsibilities, as well as creating a welcoming environment for their return to work by providing lactation rooms at all locations in a manner that is compliant and accessible.
Metro Mentoring Pilot Program
It is important for women leaders to be confident in their skills and abilities. This confidence is vital to making tough decisions and performing other necessary leadership tasks. The goal is to empower women at Metro by connecting them with current leaders at Metro to build long-term relationships and obtain knowledge from those who have experience in the field of interest.
Women’s Career Fair
A Metro Women’s Career Fair would be an innovative way to recruit female talent and the first of its kind. The fair will provide career advancement workshops in resume writing, interview tips, salary negotiation and developing an elevator pitch.
Internal Certification Pilot Program
The focus of this pilot program is to support individuals looking for a promotion, as well as the ability to transition between departments for more career opportunities. This initiative will help to achieve Metro staffing being reflective of the diversity of the community we serve and to ensure that women have equal access to the opportunities provided by Metro.
Gender Data Across Metro Mobility Services
Collecting gender identity data for Metro’s mobility services would allow the agency to track travel patterns and customer choices across mobility services, which would provide insights for transportation planning that can enhance the customer experience for women and girls.
Prioritizing Transit Stop Lighting
The initiative recommends overlaying a women and girls lens on future grant requests in order to prioritize the completion of lighting improvements on remaining bus stops that have been identified as having high crime and poor lighting. In addition, the initiative recommends adding a lens on all new procurements of service to ensure adequate lighting standards at stops.
Gender Sensitive Operations with MicroTransit
Metro’s pilot Microtransit Program offers a unique opportunity to test gender-sensitive business approaches to improve conditions for women and girls with a new mobility service. Working within the parameters of the MicroTransit contract, the recommendation is to build upon existing tasks in the scope of work to improve the overall customer experience and better serve women and girls.
Designate Seating for Pregnant Women and Parents with Children
Transit options that present solutions to pregnant women traveling with small children, multiple packages, strollers and women’s chain-travel patterns, must be considered. The goal is to create & pilot on our rail system accommodations for women’s and families’ special needs by designating priority seating or dedicated space for pregnant women and parents with young children.
Small Business Workshop Series
Providing support to women-owned businesses via education on how to obtain SBE and DBE certifications, and hands-on support in applying for these certifications, are paramount to their ultimate success in the Metro contracting process. The initiative recommends that Metro implement a Small Business and Certification Workshop Series pilot program to provide information on how to do business with Metro, the benefits of achieving SBE and DBE certification and real-life success stories.
Women’s Business Summit
A one-day event that aims to support women-owned businesses and those interested in conducting business with Metro. The one-day event will include break-out sessions, information booths, workshops and panel discussions where attendees will have the opportunity to learn from successful women and learn how to navigate the vendor portal.
Many thanks to our WGGC 2 nd Cohort members for their hard work and contributions:
Josephine A. Luzarito, Deanna Esther N. Phillips, Audrey L. Bolden, Nareh Nazary, Monica Del Toro, Olga Arroyo, Bonnie Bradford, Julia Brown, Anita Clark, Susan Corral, Soraya Del Real, Diane Dominguez, Bonita Geyen, Mimi Htut, Juan Jimenez, Sonia Gomez, Mattie Jones, Vanessa Morado, Maral Minasian, Laura R. Gomez, Adrienne C. Molina, Rani N. Narula-Woods, Georgia C. Sheridan, Angie F. Godinez, Susana C. Cariasa-Ginsberg, Mary E. Morgan, William W. Ridder, Gabriela De Leon, Yolanda L. Ruffin, Leticia M. Solis, Parvaneh Ahmadi, Robin R. O’hara, Ann N. Arriola, Samira Baghdikian, Deneise Glover, Miriam S. Long, Lorena L. Ramirez, Theresa Valenzuela, Calvin Y. Wong, Pamela R. Bragg, Chere W. Craig, Brittany E. Gentle, Charlene Y. Nelson, Karen Parks, Karla C. Aleman, Tamika R. Batiste, Aretha D. Hewlett, Sandra U. Montero, Keniesha L. Robinson, Etna T. Granville, Cindy Amaral, Dessery M. Garcia, Adrianna Zavala, Sharlet C. Smith, Oneida Nunez
2017-2018 WGGC Cohort
Breaking Down Barriers for the Service Attendant Position
The recommendation requested that the Service Attendant job specifications, minimum qualifications, test and interview questions be reexamined and updated to remove any barriers that would prevent women from applying and qualifying for the position. Revision of job description, test questions and interview questions completed July 2018.
Diversity & Inclusion Action Plan
Recommendation was to create and foster a supportive and understanding environment in which all individuals realize their maximum potential, regardless of their differences. Endorsed developing a CEO Diversity and Inclusion Action Plan, including: Employee D&I Pledge, Employee D&I Listening Sessions at every work site, develop a D&I working group and Develop a D&I Policy.
Promoting the Advancement of Women
This initiative publicized on the WGGC intranet the promotions of women at Metro on a weekly basis to recognize their achievement and personal growth. The recognition of the promotions also had a positive impact on other female employees, as they saw that Metro promotes from within and there are numerous career paths and opportunities for advancement.
Understanding How Women Travel
The focus was for Metro to gather and analyze data by gender and develop a Gender Action Plan. This was done by disaggregating the current data collected through various surveys and getting supplemental data on how women travel in LA County. This data helped Metro understand different mobility needs for men and women; when we disaggregate transportation data by gender, we see different patterns on how women move and use our system.
Girls’ Empowerment Summit
Hosted a one-day Girls Empowerment Summit that provided information to girls and exposed the students to various career pathways in the transportation industry.
Bringing “The Voice” to Metro with Blind Screening
Initiative was to reduce/prevent the incidence of implicit bias in the initial screening process and consider applications solely based on merit, thereby removing implicit gender bias at the first stage of the hiring process. Blind screening anonymizes anything not relevant to the stage of the selection process. This can include name, address, email and educational institution.
Crushing the 29% with an Employer Brand Strategy
Through innovative and creative messaging, we have positioned Metro to be the employer of choice. We have worked to transform the “job search” experience and create an information gateway on what it is like to work at Metro. Through our career webpage, we have created an experience for candidates that feels genuine and connects to candidates on an emotional level. Showcasing Metro’s vision and employee initiatives, we have developed a strong employer brand.
Reporting Matters – Sexual Harassment Prevention
Implemented an effective reporting, reviewing and responding process and are creating a new Bystander Program.
Building a Ladder – Women in Construction Management Support Services (CMSS)
Baseline and Monitor CMSS Utilization of Women. CMSS consultant teams are required to prepare a Work Force Analysis chart during the selection process. This chart allows Metro to baseline and track consultants’ utilization and promotion of women across various job classifications and levels of authority within their organizations.
Many thanks to our WGGC 1 st Cohort members for their hard work and contributions:
Anais Arrenquin, Shalonda A. Baldwin, Janayre R. Bertrand, Stephanie L. Blanco, Shameka L.. Bloxton, Nolan Borgman, Marisol I. Cabral, Denise Caceres, Michelle R. Cardenas, Monica M. Carney, Nicole Casalino, Carolina Coppolo, Karla Cooper, Alessandro L. Di Nuzzo, Renee M. Dixon-Turner, Linda B. Edwards, Antoinette M. Estrada, Marie Franco, Jane W. Gachucha, Susan F. Gray, Pamela M. Gutierrez-Blackwood, Tiffany L. Harris, Imelda Hernandez, Vanessa L. Hernandez, Nancy O. Hinojosa, Alice Hsu, Kortnie S. Jackson, Desarae Jones, Emertha N. Jones, Chandrani Kahanda, Stephanie Kaping, Meghna Khanna, Stephanie M. Leslie, Cinthya B. Lupian, Dina M. Madrigal-Arteaga, Mercedes H. Meneses, Mary L. Montez-Wong, Olivia Nelson-Richardson, Tham H. Nguyen, Anna I. Noyola, Sonja R. Owens, Haylie P. Patterson, Jess E. Reynolds, Maria Reynolds, April Richie, Cynthia K. Rivera, Lucila I. Robles De Garcia, Maritza Romero, Claudia P. Solano, Jesse F. Soto, Yvette V. Suarez, Evelin S. Torresvasquez, Lakisha C. Traylor, Janet E. Tubbs, Rosalind R. Tuckson, Nadine E. Triche-Williams, Mfon A. Udoh, Latoshia F. Woods