1. Women in Transit Leadership

2. MTM & Ride Right’s National Footprint
Established in 1995
Contracts in 26 states & DC
8 million calls & 16 million trips annually
Ride Right
Established in 2009
Vehicles in 12 states
1.2 million trips per year

3. Women in Transportation

4. Women Leaders at MTM & Ride Right
Woman-owned
Female President & CEO
Employees succeed, grow with us & are promoted from within
Set pay scales prevent wage gap
Third party vendor ensures market-competitive pay based on size, geographic scope & industry influence

5. Barriers for Women in Transportation
Male-dominated work environment
Female talent ready to embrace leadership roles
Lack of succession & career planning
Insufficient training & development programs
Lack of communication & information on open leadership positions
Insufficient female mentoring for management roles

6. Building Gender Equality
Recruiting
Training & Development
Retention 1 2 3

7. Recruiting Promote internal training
Market leadership development programs
Ensure equal pay for males & females in similar roles & with similar responsibilities

8. Training & Development
Mentor & sponsor potential female leaders
Active, enthusiastic mentors
Nurture women from bottom up
Identify opportunities for strong female candidates
Supervisors & Managers look for potential leadership

9. Our Training & Development Tools
Mentorship Program
Emerging Leaders Program
Leadership Development Program
AAIM Young Professionals sponsorship
Train the trainer
Brown bag lunch training
Sensitivity & diversity training

10. Retention Attract & retain qualified leaders
Create work/life balance
Promote flexibility
Offer telecommuting opportunities
Higher pay scale for lower level employees to promote long-term retention

11. Retention Best Practices
Appealing benefits:
Relatable culture
Commitment to family time
Work from home flexibility
EAP assistance
“Mommy rooms”
Health & wellness programs
Bonus program encourages accountability

12. Obtaining Organizational Buy-In
Prepare by strengthening organizational culture
Top-down diversity training
Training at every level
Message balance & consistency
Enforce that implementing & investing in an effective leadership program is an important component of creating successful female leaders

13. Measuring Effectiveness
Quarterly employee surveys
Assess needs based off staff feedback
Track promotion & salary trends
How many females have been promoted?
Are salaries attracting & retaining qualified females?
Are females & males being equally compensated for similar work?

14. Questions & Contact
Questions?
Contact
Alaina Macia