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Racial and Gender Diversity in State DOTs and Transit Agencies: A Benchmark Scoping The purpose of this project was to analyze the current level of racial and gender diversity in state departments of transportation (SDOTs) and transit agencies, with the goal of estab- lishing a baseline and benchmarks for employment diversity. This benchmark scoping project exemplifies the transportation industryâs commitment to expanding opportunities for women and minorities. The industry has a long history of promoting diversity, primarily through external programs such as the disadvantaged business enterprise (DBE) program, and it now seeks to strengthen its internal diversity programs by developing and monitoring a benchmark for achieving racial and gender diversity in SDOTs and transit agencies. This project had four key objectives: 1. Identify sources of existing data on the race and gender of employees of SDOTs and transit agencies (including contract employees of public transit agencies). 2. Assess the quality of the data in terms of comprehensiveness, validity, and reliability. 3. Identify gaps in the existing data and determine what additional data need to be collected to establish a credible benchmark. 4. Establish a baseline reflecting the current status of racial and gender diversity in SDOTs and transit agencies. To accomplish these four objectives, the research team reviewed the equal employment opportunity (EEO) files provided by the Federal Highway Administration and the Federal Transit Administration, conducted a review of the available literature; and developed and administered a web survey of SDOTs. Findings Existing Data Data on the race and gender of current employees of SDOTs and transit agencies are reported on the EEO-4 form, which state and local government agencies complete as a part of their EEO programs. Agencies report the number of women and minorities employed within the follow- ing EEO categories: officials and administrators, professionals, technicians, protective service workers, administrative support, skilled craft workers, and service maintenance (an eighth categoryâparaprofessionalsâis not included in this analysis as comparison data are not available from the Census Bureau). SDOTs also submit EEO data on FHWA-1392, the Federal-Aid Highway Construction Sum- mary of Employment Data form, which reflects the total employment on Federal-Aid Highway Program projects. S U M M A R Y 1
2Quality of the Data Overall, the existing data on employees of SDOTs and transit agencies is not comprehensive. For the data to be considered comprehensive, SDOTs need to complete and submit an affirma- tive action plan and an EEO-4 report, as well as a utilization and availability analysis in their EEO programs. The research team received and reviewed EEO-4 forms for more than 90% of SDOTs and for more than 60% of the largest transit agencies. Gaps in the Data There were several gaps between the existing data and the data that should be collected to establish a credible benchmark. The research team developed a conceptual framework, the four Cs, which addresses the type of data that is needed to establish a credible benchmark. ⢠If an agency is compliant, ⢠If an agencyâs data are consistent, ⢠If an agencyâs data are comprehensive, and ⢠If the agency is confident in the data it is reporting, ⢠Then the data are more likely to be valid and reliable.
