Diversity, Equity, and Inclusion in the Transportation Profession

TR NEWSMay–June 2021 NUMBER 333 Diversity, Equity, and Inclusion in the Transportation Profession

PLUS Addressing Diversity at the State Level How Two Universities Promote Inclusion and Diversity Minority Business Development Through Transportation Contracting TRANSPORTATION RESEARCH BOARD 2021 EXECUTIVE COMMITTEE*

OFFICERS The National Academy of Sciences was Chair: Susan A. Shaheen, Professor, Civil and Environmental Engineering, and Co-Director, Transportation established in 1863 by an Act of Congress, Sustainability Research Center, University of California, Berkeley signed by President Lincoln, as a private, Vice Chair: Nathaniel P. Ford, Sr., Chief Executive Officer, Jacksonville Transportation Authority, Jacksonville, FL nongovernmental institution to advise the Executive Director: Neil J. Pedersen, Transportation Research Board TR nation on issues related to science and technology. Members are elected by their peers for outstanding contributions to research. MEMBERS Michael F. Ableson, CEO, Arrival Automotive–North America, Birmingham, MI Dr. Marcia McNutt is president. Marie Therese Dominguez, Commissioner, New York State Department of Transportation, Albany TR The National Academy of Engineering was Ginger Evans, CEO, Reach Airports, LLC, Arlington, VA established in 1964 under the charter of the Michael F. Goodchild, Professor Emeritus, Department of Geography, University of California, Santa Barbara National Academy of Sciences to bring the Diane Gutierrez-Scaccetti, Commissioner, New Jersey Department of Transportation, Trenton Susan Hanson, Distinguished University Professor Emerita, Graduate School of Geography, Clark University, practices of engineering to advising the na- Worcester, MA tion. Members are elected by their peers for Stephen W. Hargarten, Professor, Emergency Medicine, Medical College of Wisconsin, Milwaukee extraordinary contributions to engineering. Chris T. Hendrickson, Hamerschlag University Professor of Engineering Emeritus, Carnegie Mellon University, Dr. John L. Anderson is president. Pittsburgh, PA S. Jack Hu, UGA Foundation Distinguished Professor of Engineering, Senior Vice President for Academic Affairs and The National Academy of Medicine Provost, University of Georgia, Athens (formerly the Institute of Medicine) was Randell Iwasaki, Leader, State and Local Transportation for Amazon Web Services, Walnut Creek, CA established in 1970 under the charter of Ashby Johnson, Executive Director, Capital Area Metropolitan Planning Organization (CAMPO), Austin, TX the National Academy of Sciences to advise William Kruger, Vice President, UPS Freight for Fleet Maintenance and Engineering, Richmond, VA the nation on medical and health issues. Julie Lorenz, Secretary, Kansas Department of Transportation, Topeka Michael R. McClellan, Vice President–Strategic Planning, Norfolk Southern Corporation, Norfolk, VA Members are elected by their peers for Melinda McGrath, Executive Director, Mississippi Department of Transportation, Jackson distinguished contributions to medicine Patrick K. McKenna, Director, Missouri Department of Transportation, Jefferson City and health. Dr. Victor J. Dzau is president. Brian W. Ness, Director, Idaho Transportation Department, Boise Craig E. Philip, Research Professor and Director, VECTOR, Department of Civil and Environmental Engineering, The three Academies work together as the Vanderbilt University, Nashville, TN National Academies of Sciences, Engineer- Leslie S. Richards, General Manager, Southeastern Pennsylvania Transportation Authority (SEPTA), Philadelphia ing, and Medicine to provide independent, Kevin J. Thibault, Secretary, Florida Department of Transportation, Tallahassee objective analysis and advice to the nation James M. Tien, Distinguished Professor and Dean Emeritus, College of Engineering, University of Miami, Coral and conduct other activities to solve complex Gables, FL problems and inform public policy decisions. Shawn Wilson, Secretary, Louisiana Department of Transportation and Development, Baton Rouge The National Academies also encourage education and research, recognize outstand- EX OFFICIO MEMBERS ing contributions to knowledge, and increase Michael R. Berube, Acting Deputy Assistant Secretary for Sustainable Transportation, U.S. Department of Energy, public understanding in matters of science, Washington, D.C. Carlos M. Braceras, Executive Director, Utah Department of Transportation, Salt Lake City engineering, and medicine. Richard Corey, Executive Officer, California Air Resources Board, Sacramento LeRoy Gishi, Chief, Division of Transportation, Bureau of Indian Affairs, U.S. Department of the Interior, Learn more about the National Academies Germantown, MD of Sciences, Engineering, and Medicine at Martha R. Grabowski, McDevitt Distinguished Chair in Information Systems, Le Moyne College, Syracuse, NY, www.nationalacademies.org. and Senior Research Scientist, Rensselaer Polytechnic Institute, Troy, NY William H. Graham, Jr. (Major General, U.S. Army), Deputy Commanding General for Civil and Emergency The Transportation Research Board is one Operations, U.S. Army Corps of Engineers, Washington, D.C. of seven major programs of the National John T. Gray II, Senior Vice President, Policy and Economics, Association of American Railroads, Washington, D.C. Academies of Sciences, Engineering, and Eleftheria Kontou, Assistant Professor, University of Illinois, Urbana-Champaign, Urbana, and Chair, TRB Young Medicine. The mission of the Transportation Members Coordinating Council Research Board is to provide leadership in Stephanie Pollack, Acting Administrator, Federal Highway Administration, U.S. Department of Transportation, transportation improvements and inno- Washington, D.C. Craig A. Rutland, U.S. Air Force Pavement Engineer, U.S. Air Force Civil Engineer Center, Tyndall Air Force Base, FL vation through trusted, timely, impartial, Karl L. Schultz (Admiral, U.S. Coast Guard), Commandant, U.S. Coast Guard, Washington, D.C. and evidence-based information exchange, Karl Simon, Director, Transportation and Climate Division, U.S. Environmental Protection Agency, Washington, research, and advice regarding all modes of D.C. transportation. The Board’s varied activities Paul P. Skoutelas, President and CEO, American Public Transportation Association, Washington, D.C. annually engage about 8,000 engineers, sci- Katherine F. Turnbull, Executive Associate Director and Regents Fellow Research Scientist, Texas A&M entists, and other transportation researchers Transportation Institute, College Station and practitioners from the public and private Jim Tymon, Executive Director, American Association of State Highway and Transportation Officials, Washington, D.C. sectors and academia, all of whom contribute their expertise in the public interest. The * Membership as of May 2021. program is supported by state departments of transportation, federal agencies including the component administrations of the U.S. Department of Transportation, and other organizations and individuals interested in the development of transportation.

Learn more about the Transportation Research Board at www.TRB.org. NEWS 6 17 40 TR Number 333 / May–June 2021

TR 22 32 3 Clearing the Path to Diversity, Equity, and Inclusion in Transportation Carol Abel Lewis and Neil J. Pedersen It is a social change whose time—although overdue—has finally arrived. In this issue of TR News, thought leaders in transportation and diversity examine TRB’s initiatives in diversity, equity, and inclusion, as well as the programs within the larger transportation community that TRB serves. 26 Promoting Diversity at TRB Through Progressive Programs 6 Addressing Diversity, Equity, and Karen Febey Inclusion at the State Level Detailed in this article are some of the TRB programs that Karen Febey help students and emerging professionals build their skills and career networks, as well as increase the breadth of Doing their part to shape the workforce of the future, backgrounds represented in transportation practice: the AASHTO and state departments of transportation are Minority Student Fellows Program; the ACRP Graduate recruiting minority college students into internship Research Award, University Design, Ambassadors, and programs. The goal of such mentoring is to broaden Champions programs; and the TCRP Ambassadors Program. students’ career options in transportation-related fields while gaining the benefits of their experience and diverse 32 Role Model Influence on Women in STEM: perspectives. NAE’s EngineerGirl Program 12 Diversity, Equity, and Inclusion Mary Mathias and Simil Raghavan Efforts in TRB’s Technical Activities 34 Staying on Track with Diversity: Division How Transit Agencies Are Moving Tanisha Hall Forward At TRB, more than 150 standing committees facilitate and Stacey Hendler Ross, Paula M. Nash, and share transportation research. They address diversity, equity, and inclusion in as many ways as there are committees: Evelyn L. Richards diversifying membership and leadership, implementing Strong transit agencies depend on solid diversity, equity, and inclusive practices, studying environmental justice and other inclusion values in their practices and policies. The authors issues, and much more. show how the Santa Clara Valley Transportation Authority in California, the Metropolitan Atlanta Rapid Transit Authority 17 Building Diversity and Inclusion in in Georgia, and the American Public Transportation Association in Washington, D.C., prioritize diversity issues in the Transportation Industry their workforces and in the communities they serve. Joy Liang 40 Rosa Parks: She Wouldn’t Give In, Through a comprehensive recruitment, outreach, and diversity strategy, FHWA aims to attract and retain a diverse and She Wouldn’t Get Up workforce that mirrors the diversity of the U.S. population. Cassandra Franklin-Barbajosa The author outlines these strategies and agency activities supporting diversity, which all help create a culture in which all individuals can excel in their careers and contribute to the FHWA mission. 22 Diversity and Inclusion in Higher Education: Two Case Examples COVER For some Americans, social oppression and obstacles to Tom O’Brien and Andrew Braham advancement are part of a racist Recognizing that low-income and minority students history they still suffer from today. The transportation sector is making a have traditionally faced barriers in their pursuit of higher stand against such inequity through education, the authors profile the success of inclusion initiatives that bolster its diverse and diversity programs at two very different universities workforce, champion minority that share a deep commitment to their diverse student students in their career pursuits, and populations. give voice to the public they serve. (Photo: geralt, Pixabay) Coming Next Issue

In the July–August 2021 issue of TR News, members of the Marine Board and TRB’s Marine Group standing committees investigate critically important topics for innovation and research in—and transformation of—the marine transportation system to help achieve necessary strides in emissions reduction, automation, big data, and resiliency by 2050.

The pushboat M/V Susan K moves a load of barges down the Mississippi River in Louisiana. Among the topics explored in the July–August 2021 issue of TR News are big data supporting intermodal transportation, port and ship automation, and innovations increasing maritime resiliency. Photo courtesy Brian Tetreault and Ned Mitchell

42 Diversity in Transportation Also in This Issue Contracting 48 Profiles Karen Febey Tanisha Hall, Fairpointe Planning, LLC, and Presented in this article are the perspectives and experiences Mohamed Abdel-Aty, University of Central Florida of three business owners who have worked with the U.S. DOT Disadvantaged Business Enterprise Program, 50 Transportation Influencer a congressionally authorized program that supports the growth and development of businesses owned by people Niloo Parvinashtiani, Institute of Transportation Engineers from historically underrepresented groups. 50 Volunteer Voices Invitation 46 RESEARCH PAYS OFF 51 TRB Highlights Airport Escalator Falls 57 News Briefs K. M. Hunter-Zaworski 58 Bookshelf 60 Calendar TRB COVID-19 Resources Agencies and organizations can use TRB publications and online 60 Members on the Move resources for useful and timely information to help address issues related to the novel coronavirus pandemic. To read about TRB’s current research and activities, and for a list of relevant publications, visit www.nationalacademies.org/trb/blog/ transportation-in-the-face-of-communicable-disease.

Transportation Research Board telephone 202-334-3216, fax 202-334-2519. TR NEWS Neil J. Pedersen, Executive Director Periodicals postage paid at Washington, D.C. features articles on innovative and timely research Russell W. Houston, Associate Executive Director and development activities in all modes of Ann M. Brach, Director, Technical Activities Postmaster: Send changes of address to TR News, transportation. Brief news items of interest to the Thomas R. Menzies, Jr., Director, Consensus and Transportation Research Board, 500 Fifth Street, transportation community are also included, along Advisory Studies NW, Washington, DC 20001. with profiles of transportation professionals, meeting Gary J. Walker, Director, Administration and Finance Notice: The opinions expressed in articles announcements, summaries of new publications, and Christopher J. Hedges, Director, Cooperative appearing in TR News are those of the authors news of Transportation Research Board activities. Research Programs and do not necessarily reflect the views of TR News is produced by TR News (ISSN 0738-6826) is issued bimonthly by the Transportation Research Board. The Transportation Research Board the Transportation Research Board, 500 Fifth Street, Transportation Research Board and TR News do NW, Washington, DC 20001. Internet address: not endorse products or manufacturers. Trade and Publications Staff www.TRB.org. manufacturers’ names appear in an article only Eileen P. Delaney, Publications Senior Advisor because they are considered essential. Natalie Barnes, Director of Publications Editorial Correspondence: By mail to the Lea Camarda, Editor Publications Office, Transportation Research Board, Printed in the United States of America. Cassandra Franklin-Barbajosa, Editor 500 Fifth Street, NW, Washington, DC 20001, by Copyright © 2021 National Academy of Sciences. Jennifer G. Correro, Assistant Editor telephone 202-334-2986 and 202-334-2278, by All rights reserved. For permissions, contact TRB. TR News Editorial Board fax 202-334-3495, or by e-mail [email protected] Christine L. Gerencher, Chair and [email protected]. Waseem Dekelbab Subscriptions: North America: 1 year $75; single Karen S. Febey issue $19. Overseas: 1 year $100; single issue Nelson H. Gibson $19 plus shipping. Inquiries or communications Edward T. Harrigan concerning new subscriptions, subscription Ann M. Hartell problems, or single-copy sales should be addressed Micah Himmel to the Business Office at the address below, or Katherine Kortum TR Clearing the Path to Diversity, Equity, and Inclusion in Transportation

Photo: Risdon Photography

s the chair of the Transportation a lack of representation of these groups, CAROL ABEL LEWIS AND Research Board (TRB) Special especially at higher echelons of many NEIL J. PEDERSEN Committee on Diversity, Equity, public- and private-sector entities. and Inclusion (DE&I) and the Recognizing and addressing historical Lewis is a professor and the executive director of TRB, we deficiencies by focusing on increasing Aare pleased to introduce you to this TR DE&I opens the door to optimize the emeritus executive director of the News edition focused on diversity, equity, output of the collective whole. In short, Center for Transportation, Training, and inclusion. society gets better decision making and and Research at Texas Southern All around us, society is engaging improved outcomes when more diverse University in Houston; and Pedersen in increased discussions, outreach, and perspectives and ideas are included in on- is the executive director of the decision making in pursuit of DE&I. Many going discussions that lead to decisions. Transportation Research Board at individuals feel the energy and enthu- In addition, most people agree with the National Academies of Sciences, siastically embrace the pursuit. Others the concept of basic fairness. DE&I may wonder, Why all the attention to questions whether long-experienced and Engineering, and Medicine in DE&I? The responses are myriad and may historical educational and income gaps Washington, D.C. depend on who is asked. In general, there are inherently fair. Moreover, people are is recognition that historical policies and typically most comfortable with those like Above: At the 2019 TRB Annual Meeting, practices have served not only to limit themselves. Almost by definition, DE&I Morgan State University graduate student Duwan Morris—a TRB Minority Student potential achievements of minorities, creates the challenge: If everyone involved Fellow and a former Dwight David Eisenhower but—in some cases—were intended to in an activity or in a decision-making pro- Transportation Fellow—presents his research inhibit advancement. Inferior educational cess looks the same, outreach and recruit- to Karen Febey, TRB Minority Student Fellows program manager. Seven months later, the opportunities, lack of finances for college ment likely has been insufficient; circles are Montgomery County (Maryland) Department of or specialized training, and intentional too small or biased. Transportation hired him as a transportation discrimination against minorities who We are pleased that DE&I has been a planning specialist. Such actions support the transportation field’s nationwide initiatives to possess the educational or professional priority of TRB’s volunteer and staff lead- open doors to diversity. credentials—or both—have resulted in ership for several years; it is gratifying to TR TR NEWS May–June 2021 › 3 see the attention and commitment being given to this important topic within TRB and throughout the transportation sector. In this edition of TR News, you will learn about TRB’s initiatives that address DE&I, together with programs within the larger transportation community that TRB serves. Several examples of successful initiatives are highlighted in the issue. In 2017, the TRB Executive Committee created a task force under the leadership of Nathaniel Ford, CEO of the Jacksonville Transportation Authority, and charged it with developing an Inclusion and Di- versity Strategic Plan for TRB. The plan, which was adopted by the TRB Executive Committee in January 2018, included strategies to address diversity among TRB’s volunteers, contractors, and staff; enhance partnerships with minority-serving transportation organizations; and create a more welcoming environment within TRB for minorities, young professionals, and other underrepresented groups. TRB intensified its attention to diversity-related data and sought to increase transportation-related diversity and inclusion issues in TRB’s programs. In 2020, the strategic plan was modified to include equity-related actions under each of the strategies, and it was readopted as the TRB Diversity, Equity, and Inclusion Strategic Plan. The Special Committee on Diversity, Equity, and Inclusion provides oversight to ensure that Photo: Maya Mayes the strategies in the plan are implemented. Measuring distance with a perambulator, Michigan DOT intern Dailynn Thomas is a valued The committee reports TRB’s progress to the member of the I-94 lane expansion project crew. The field training the electrical engineering major gains through the department will bolster her opportunities upon graduating from Executive Committee twice a year. Southern University and A&M College. TRB has seen a steady increase in the participation of minorities in its committees and research panels since the plan Native American Transportation Issues and portation sector that TRB serves. Transit was adopted. It also has seen a greater Women and Gender in Transportation. agencies have taken a leadership role in focus on equity-related issues in its con- This edition of TR News features several ensuring that DE&I is a central tenet of vening and research programs. TRB programs that are designed to support their organizations’ culture and that equity In 2019, equity was included as one and attract diverse students and young is a core consideration in decision-making of the topic areas in the latest edition of professionals to transportation and TRB, within their organizations. The American TRB’s Critical Issues in Transportation, and including TRB’s Minority Student Fellows Public Transportation Association’s effort an addendum is being developed that Program, the Airport Cooperative Research to create a racial equity action plan is fea- focuses on racial equity issues in trans- Program (ACRP) Graduate Research Award tured. Initiatives at two transit agencies— portation. As part of the recent strategic Program, the ACRP University Design Pro- the Metropolitan Atlanta Rapid Transit realignment of TRB’s standing technical gram, and the Transit Cooperative Research Authority and the Santa Clara Valley Trans- committees, the Committee on Equity Program Ambassadors Program. portation Authority—are highlighted. and Transportation and the Committee on This TR News issue highlights the Similarly, state departments of transpor- Contracting Equity were established. TRB considerable attention being given to tation (DOTs) are addressing DE&I issues continues to maintain committees on both DE&I initiatives within the broader trans- within their organizations and programs.

4 ‹ TR NEWS May–June 2021 The American Association of State Highway Articles also feature DE&I programs private entities that redress the histor- and Transportation Officials’ Committee on within universities, as well the U.S. Depart- ical opportunity gaps experienced by Civil Rights takes a broad view of diversity, ment of Transportation’s Disadvantaged minorities. equity, and inclusion issues to ensure that Business Enterprise (DBE) Program. Univer- Cultural change will not occur over- issues related to gender, race and ethnicity, sity programs at the University of Arkansas night. It requires strong, persistent, and age, and people with different abilities are in Fayetteville and California State Univer- enduring leadership. We are both commit- addressed. The committee works to ensure sity, Long Beach, are highlighted. Owners ted to providing leadership in changing that civil rights programs in state DOTs of three DBE companies—Gloria Bender, the culture within TRB. We ask each of across the nation are effective. Internship co-owner, TransSolutions, LLC; Tanisha you to join us in committing to provide programs for underrepresented minorities Hall, principal and CEO of Fairpointe leadership to ensure that diversity, equity, in two state DOTs—Michigan and North Planning, LLC; and Donald Williams, CEO and inclusion culture change takes place Carolina—are featured in the article on of Weatherspoon & Williams, LLC—share within your organization and within the state DOTs. their perspectives regarding DBE certifi- larger transportation sector. Our goal must The Federal Highway Administration cation and the importance of DBEs in the be to create a fair and equitable society for (FHWA) also has many programs and transportation sector. all. We should settle for nothing less. initiatives intended to address DE&I issues. As evidenced by these examples and These include programs that are focused the many more under way throughout on the FHWA organization, as well as our profession, much progress is being The TR News Editorial Board thanks Karen Febey, TRB, for her work assembling and programs to help support and attract a made. But we have much more to do. developing this issue. diverse future workforce in transportation. The goal is cultural change in public and

VOLUNTEER VOICES

In my senior year of college, an elected official in my hometown challenged me to get a graduate degree in transportation science. He said that it was an area of importance to the movement of goods, people, and services. After obtaining my undergraduate degree in construction science and management (along with researching the transportation industry), I accepted the challenge. Although still somewhat unsure about the area, I was accepted into a program and started the following fall. As my studies began, I continued to feel perplexed over my decision. It was not until I took a course about the urbanization of America that it all clicked. My ex- citement peaked, and I was hooked. What keeps me in this industry is the impact that our work has on the areas in which we work. Transportation is to a community and its economy what blood is to the human body: it keeps things moving. The safe, reliable, timely, and efficient movement of goods, people, and services is the engine of a community and a region’s economic viability. It also is a key mobility element in the quality of life of businesses and residents. —LISA MARIE GLOVER Transportation Division Manager City of Fort Lauderdale, Florida

TR NEWS May–June 2021 › 5 Addressing Diversity, Equity, and Inclusion at the State Level

Photo: North Carolina DOT

tate departments of transportation their state. Although the examples from KAREN FEBEY (DOTs) are committed to diversity, these state DOTs represent a fraction of equity, and inclusion efforts in a the diversity and inclusion initiatives across The author is the senior variety of ways. One way is through the country, they provide examples of in- report review officer at the their participation in committees novative programs and the practices being Swithin the American Association of State employed. Transportation Research Board, Highway and Transportation National Academies of Sciences, Officials (AASHTO). This article Engineering, and Medicine in provides an overview of some Washington, D.C. of AASHTO’s efforts and details initiatives at North Carolina DOT and Michigan DOT. The efforts of these state DOTs center on recruitment and devel- Above: Ready for takeoff—and guided by North Carolina DOT Aviation Department opment of a diverse staffers Tyler Clowes (left) and Evan Arnold workforce, not only at (seated)—2018 summer intern Dominique their own agencies but Parrish handles drone controls as fellow intern Blane Winston (right) listens and also in the overall trans- learns. From North Carolina Agricultural portation workforce in and Technical University and North Carolina Central University, respectively, the students Photo: Michigan DOT are among those in transportation-related Following her participation in the 2016 TRB Minority Student Fellows Program, Alesha fields who attend historically Black colleges Jackson joined the Michigan DOT staff in 2018. The Fellows program sends minority students and universities. The department’s goal from eligible minority-serving institutions to the TRB Annual Meeting, where they have the is to provide them with meaningful work opportunity to present their research, participate in sessions on a variety of subjects, and experiences that lead to a more diverse network with transportation professionals—encounters that often lead to careers in the field. industry workforce.

6 ‹ TR NEWS May–June 2021 AASHTO The charter of AASHTO’s Committee on Civil Rights states that it is to work coop- eratively with its member departments and other committees, agencies, and external organizations to foster uniform and effective application of civil rights programs. This effort includes researching and evaluating the effectiveness of those programs, reporting on issues, and sharing best practices on programs such as Dis- advantaged Business Enterprises (DBEs), equal employment opportunity, on-the- job training, nondiscrimination (Title VI), the Americans with Disabilities Act, and supportive services. AASHTO’s Committee on Civil Rights takes a broad view of diversity, equity, and Photo: South Carolina DOT inclusion issues. Greg Davis, committee As chair of AASHTO’s Committee on Civil Rights, Greg Davis, director of Minority and Small chair and director of Minority and Small Business Affairs at the South Carolina DOT, guides the committee’s efforts to provide policy and technical support to the association’s member departments by integrating equal opportunity Business Affairs at the South Carolina objectives into all transportation decisions and activities. DOT, spoke at the committee’s June 2020 business meeting. Considering the social justice protests occurring at the same time “We must get people to understand that Digitalization began as a means to address following the murder of George Floyd, his the issue of civil rights does not rest solely workforce readiness with digitalization. remarks looked broadly at civil rights, not in state DOTs’ offices of civil rights. Rather, Goss, also a member of the task force, just at civil rights as related to transporta- it’s every state DOT employee’s responsi- discussed its white paper, which outlines tion. He spoke about racial and economic bility to ensure that civil rights rules and megatrends they seek to address—all of injustices in the United States arising from regulations are being followed. People which touch on diversity and inclusion an economic pandemic, a health pan- need to take ownership and recognize that issues in state DOTs. These megatrends demic, and a sociological pandemic. In civil rights work is something we all have fall under the broad categories of cul- doing so, Davis cited the effects of those to do together.” ture, talent management, and data and pandemics: the death of Floyd and others One recent committee effort is advis- information. Task force members intend who have lost their lives to racial hostility, ing state DOTs on ways to provide tech- for the white paper and its related tools to the number of minorities out of work, and nical support for small businesses seeking serve as guidance for state DOTs as they the number of COVID-19 cases. certification as a DBE. “The certification navigate workforce-readiness issues. Davis posed an overarching question process can be daunting,” Goss explained, “Culture trends involve an examina- to members of the Committee on Civil “but if the process were standardized on tion of how to adjust to the norms and Rights: “How can we be most effective as a national level, more minority- and wom- needs of a new generation entering the civil rights professionals?” He then told an-owned businesses could be supported workforce as a means to recruit and retain committee members that they must help with state DOT contracts.” a diverse workforce,” Goss continued. “En- individuals and businesses adapt to a Another committee effort examines suring a diverse and inclusive workplace new normal by assisting them in moving how state DOTs move beyond just com- goes beyond addressing only issues related from recovery (surviving), to rebounding plying with the Americans with Disabilities to gender and race/ethnicity. Rather, it in- (recovery, reopening), and then to rising Act to actively engaging persons with dis- volves ensuring that people of all abilities, (thriving). abilities in all stages of the transportation ages, and needs are able to contribute, At the June meeting, members decision-making process. Such engage- feel heard in their workplace, and feel discussed the same trio of pandemics. ment involves ensuring that all aspects of comfortable sharing their expertise and Debra Goss, manager of contract com- public meetings, related printed material, opinions.” pliance at Connecticut DOT, commented and web availability of material are fully Talent management involves under- on the importance of civil rights issues accessible to those of different abilities. standing that the workforce is changing across all state DOTs. “Civil rights issues Out of the Committee on Civil Rights and adaptation is necessary for state DOTs are integrated into every activity and and other AASHTO committees, the Joint to recruit and retain the best workforce program in transportation,” she stated. Task Force on Managing the Impacts of possible. Goss discussed how—when

TR NEWS May–June 2021 › 7 Photo: North Carolina DOT Prepared for 10 weeks of meaningful transportation experiences, North Carolina DOT’s 2019 summer interns came together as a result of initiatives from the department’s Office of HBCU Outreach. Many interns go on to work at the department headquarters or one of its 14 divisions. recruiting—it is important to consider in- diversity- and inclusion-related themes industry; economic mobility in North Car- tellectual and neural diversity so that qual- into AASHTO member webinars that olina; and the status of science, technolo- ified candidates are not overlooked during address recruitment and retention issues gy, engineering, and mathematics (STEM) the interview process. Some of the needs through unconscious bias training, the use education in the state. Within these and norms of supporting a diverse work- of mentoring to ensure that employees priorities are goals that—over the next five force include providing employees with feel valued and included, and training years—aim to address the sustainability the ability to telework, offering childcare related to anti-bullying and harassment. and long-term success of North Carolina at the workplace, allowing flexible sched- In addition, the committee uses an online DOT’s HBCU outreach efforts. These stra- ules, and developing training to match discussion board to share practices such tegic priorities are as follows: where employees are in their careers. as which state DOTs have diversity and in- • Expand diversity in the transportation “As agencies are becoming more clusion offices and policies and training for industry through employment and data-driven, people aren’t always com- when an employee is gender transitioning. contracting, fortable with using data and learning the technology needed to analyze it,” Goss North Carolina DOT • Value and promote a culture of concluded. “Resources for training and The North Carolina DOT focuses on the diversity and inclusion at North mentors are, therefore, needed to sus- state’s historically Black colleges and Carolina DOT, tain state DOT workforces and create an universities (HBCUs) and minority-serv- • Establish strategic alliances and inclusive environment that allows all to ing institutions (MSIs), with the goal of advocacy efforts, contribute their expertise.” supporting the long-term success of the • Strengthen the sustainability of North AASHTO’s Human Resources Commit- institutions and their students. To do so, Carolina’s HBCUs/MSIs, and tee also has done significant work related North Carolina DOT’s Office of HBCU Out- to diversity and inclusion. The committee’s reach is charged with creating inclusive • Connect HBCUs and minorities with strategic plan states that part of its charge opportunities for students of HBCUs/MSIs emerging trends in transportation. is to “collect strategies, tools, and training in the transportation industry. Its vision is To carry out the strategic priorities, from member states regarding diversity to expand and diversify the transportation the Office of HBCU Outreach has core and inclusion practices to include reflect- industry through the power of inclusion functions that include providing summer ing diversity in our workforce, developing and by strengthening the sustainable im- and year-round internships, implementing cultural competence, identifying barriers pact of North Carolina’s HBCUs/MSIs. a transportation scholarship program, to employment, and incorporating those The Office of HBCU Outreach devel- administering a fellows program, and into our processes and systems.” Specif- oped strategic priorities that considered expanding the National Summer Transpor- ically, for future meetings and webinars, factors such as research on HBCUs and tation Institute (NSTI). the committee plans to incorporate examined trends in the transportation

8 ‹ TR NEWS May–June 2021 SUMMER AND YEAR-ROUND attending a North Carolina HBCU/MSI. To and Technical State University, Elizabeth INTERNSHIPS date, 49 scholarships have been awarded. City State University, Winston–Salem The Office of HBCU Outreach’s 10-week State University, and Roanoke–Chowan summer internship and 14-week year- FELLOWS PROGRAM Community College. round internships are among its signature The HBCU/MSI Fellows Program offers efforts. They are designed to provide work experience and learning opportuni- Michigan DOT students attending HBCUs/MSIs with ties for recent graduates with a bachelor’s The Transportation Diversity and Recruit- knowledge and expertise that they can or master’s degree from a North Carolina ment Program (TDRP) is a 10-week summer use to apply for future positions at North HBCU/MSI. Fellows serve a two-year com- internship program at the Michigan DOT Carolina DOT or elsewhere. In addition, mitment within North Carolina DOT and that offers valuable on-the-job training and the internships expose students to the have access to professional development mentoring to HBCU undergraduates who inner workings of statewide projects and opportunities; free training, certifications, are pursuing transportation-related degrees initiatives. North Carolina DOT hires more and work-related travel; and networking in areas such as civil engineering, structural than 40 college interns from the state’s opportunities. The program helps develop engineering, environmental engineering, HBCUs/MSIs to work and train in its head- a pool of qualified individuals for potential planning, and construction management. quarters, its 14 divisions across the state, permanent positions within North Caro- and its Department of Motor Vehicles. lina DOT and the transportation sector. “This internship program is multi- Twelve fellows are currently working faceted,” notes Chief Deputy Secretary across the agency. David Howard. “Students gain professional work experience, exposure to the NATIONAL SUMMER world of transportation, and access to TRANSPORTATION INSTITUTE transportation career opportunities that The Office of HBCU Outreach’s NSTI is make them far more competitive in the a key component among the Federal workforce.” Highway Administration’s educational ini- “The Office of HBCU Outreach makes tiatives. NSTI is a two- to four-week STEM advances with diversity and inclusion, program aimed at exposing students in in addition to gaining the ingenuity and middle and high school—particularly mi- innovation from this tech-savvy genera- nority, female, and disadvantaged youth— tion,” continues JoAna McCoy, program to transportation careers and encouraging manager. “As a result of the office’s in- them to consider transportation-related tentional efforts within the last two years, STEM courses. seven students have been hired at North With eight sites, North Carolina has Carolina DOT.” the largest NSTI program in the country. Hosted for 27 years by the Transportation TRANSPORTATION Institute at North Carolina Agricultural and SCHOLARSHIP PROGRAM Technical University in Greensboro, North The North Carolina HBCU/MSI Trans- Carolina’s NSTI also is one of the lon- portation Scholarship Program provides gest-running programs in the country.1 financial assistance to help cover the cost In the summer of 2020, North of college for highly motivated students Carolina was one of only two states to at North Carolina HBCUs/MSIs who pilot and host a virtual NSTI program. are pursuing their undergraduate and The state DOT hosted five sites, all of master’s degrees in transportation-re- which rose above the challenges of the lated majors. Majors represented in the COVID-19 global pandemic to offer a program not only include engineering high-quality, free, and engaging STEM and aviation but also environmental law, program to 95 middle and high school urban studies, and logistics management. students throughout the state. The North This program aims to diversify top talent Carolina DOT 2020 Virtual NSTI program in the transportation industry and attract partners were North Carolina Agricultural the brightest minds to the transporta- Photo: Brittasia Whaley tion field. The $2,500 scholarships are Looking out for accurate triangulation, 2019 available to all juniors, seniors, and mas- 1 For more information, visit NCDOT.gov and type Michigan DOT summer intern Shanel Thacker ter’s degree–level students in all majors “HBCU Outreach” in the search field. learns to use a theodolite for surveying.

TR NEWS May–June 2021 › 9 Photo: Michigan DOT Michigan DOT Director Paul Ajegba welcomes summer intern Thomas Moore into the Transportation Diversity and Recruitment Program. The 10-week internship offers on-the-job training and mentoring to undergraduate students from HBCUs who are pursuing degrees in transportation-related fields.

TDRP partners with seven of Michigan’s 2021 TDRP cohort is expecting more than Program. This program allows students to public universities to provide housing and 50 interns, the largest number since the pursue a science major for three years at meal support for the students so that the program’s inception and an increase from their college and then transfer to a partic- students do not pay for room and board. the 34 interns it hosted in 2020. After ipating school for two years to study engi- The program was founded by Greg John- being recruited from 15 to 20 HBCUs neering. After completing requirements at son, former Michigan DOT chief operating around the country, the interns work for both their college and at the engineering officer, and Paul Ajegba, Michigan DOT Michigan DOT—or for one of its industry school, the student receives a degree from director and graduate of Prairie View A&M partners contracted to work on Michigan each institution. Since the University of University, an HBCU in Prairie View, Texas. DOT projects—in five of the state’s seven Michigan is one of the participating en- Michigan DOT’s TDRP originated in regions. gineering schools, some interns use their 2013 in partnership with the University The program allows students to time in TDRP to explore whether they will of Michigan and the Atlanta University develop professional competence, set complete their education at the university. Center Consortium, a group of HBCUs long-range career goals, integrate work Other students have decided to join the located in southwest Atlanta, Georgia. In experiences with academic knowledge, 3-2 Program after completing their TDRP its inaugural year, four students from the earn income that can assist with college internship. consortium schools—Morehouse College, expenses, and establish a professional net- Student interns benefit in many ways, Clark Atlanta University, and Spelman work, which they begin to build through but so does the Michigan DOT. TDRP College—spent their summer working at meeting Michigan DOT engineers and bolsters Michigan DOT’s efforts to recruit Michigan DOT and living at the Univer- learning about state DOT careers. the best and brightest for permanent sity of Michigan. In summer 2014, TDRP Some TDRP student interns (e.g., positions and ensures that the depart- became a formal sequential internship those from Morehouse, Clark Atlanta, ment has a diverse workforce that reflects program recruiting from HBCUs across and Spelman) are enrolled in the dual-de- the population in the state. Past students the country. Now in its eighth year, the gree program in engineering or the 3–2 from the program have gone on to

10 ‹ TR NEWS May–June 2021 Photo: Michigan DOT Completing his Transportation Diversity and Recruitment Program summer internship in 2018, Adonis Rucker was hired into Michigan DOT’s Engineer Development Program in 2021.

accept full-time positions with Michigan private consulting firms that are already has built on through the program. Most DOT and with industry partners. In addi- working on Michigan DOT projects. These importantly, the student interns receive tion, Michigan DOT has fostered relation- firms now can host and employ students valuable professional development expe- ships with HBCUs across the country as for the summer, thus offering students rience that will aid them no matter where some request the department to attend another possible career avenue. they begin their careers.2 their recruiting events. And some HBCU TDRP’s focus is not just on Michigan professors refer their students to Mich- DOT, but it also is on the state’s workforce 2 For more information about TDRP, visit https:// igan DOT careers, even if their school and on the collaborations—with state www.michigan.gov/mdot/. does not participate in TDRP. universities, contractors, and HBCUs—it Permanent Michigan DOT staff have also benefitted from the program: Not only have the student interns provided a valuable summer workforce to the state, but staff have grown in their ability to “It is paramount for Michigan DOT mentor emerging transportation profes- and its industry partners to provide sionals and work across generations. Mich- resources, experience, and oppor- igan DOT staff also have reported that tunities for knowledge growth to they have enjoyed the cultural exchanges the underrepresented talent pool of with students as a number of interns were minority students in an inviting and born outside of the United States. supportive environment,” says Trans- Michigan DOT leaders realize that portation Diversity and Recruitment they do not have enough slots to offer all Program Manager James Jackson. student interns a permanent position, and “We have the ability and desire to they also realize that not all interns will invest in the future workforce while find a career at Michigan DOT that aligns we enhance the lives of the students with their long-term career goals. For that with quality experiences.” reason, TDRP also has grown to include

TR NEWS May–June 2021 › 11 Diversity, Equity, and Inclusion Efforts in TRB’s Technical Activities Division

Screenshot: TRB staff

he 176 standing committees in TANISHA HALL Standing Committee on TRB’s Technical Activities Division Equity and Transportation (TAD) identify, facilitate, and share Chaired by Gloria Jeff and Traceé The author is the principal and research and information related Strum-Gilliam, the Standing Committee to transportation. TAD carries CEO of Fairpointe Planning, LLC, on Equity and Transportation is one of the Tout activities on behalf of TRB sponsors Nashville, Tennessee. most diverse TRB standing committees— and the transportation community via its not only in participation by minorities 5,000-plus volunteers who serve on stand- and women, but also in members’ ing committees, subcommittees, councils, location, age, ability, and skill set, as well and task forces overseen by TRB staff. as among practitioners, researchers, and These committees address diversity, public- and private-sector workers. Jeff equity, and inclusion (DE&I) in countless and Strum-Gilliam believe this diversity ways, including efforts to diversify their is due to the committee intentionally membership and leadership, practices that seeking out diverse members and friends create a welcoming environment for new- based on their broad TRB network and comers, involvement in TRB projects that their philosophy that any friend or mem- focus on DE&I-related issues, and engage- ber has the opportunity to contribute to ment with various transportation agencies. committee activities if they are willing to Efforts of three of these committees and work—not basing member opportunities those of the Young Members Coordinat- on previous career experience or accom- ing Council are profiled. These profiles Above: Traceé Strum-Gilliam (pictured) plishments. and Gloria Jeff lead a virtual meeting of represent a sample of the many actions Jeff and Strum-Gilliam believe that the the Standing Committee on Equity and that committees across TRB are taking to Transportation, with a discussion on Federal Equity and Transportation Committee is address diversity, equity, and inclusion in Highway Administration resources as well as very welcoming, uses its friends a great the U.S. DOT ROUTES program. their discipline and their committees. deal, and provides an entry point to those

12 ‹ TR NEWS May–June 2021 who may not have a natural entry point to As a result of several conferences held adds Jeff—an example of outreach the other committees. in the 1990s that targeted transportation committee has done with organizations Originally, the committee was called research issues related to the African- that represent minority communities. the Environmental Justice in Transporta- American community, Jeff has sought to One initiative the committee wants to tion Committee and focused on research communicate that EJ in transportation is propose at its next meeting is to sur- related to communities and environ- a broader issue that includes effects on vey state departments of transportation mental justice (EJ) issues. In 2020, the targeted populations from transportation (DOTs) about how they are responding committee was reconstituted so that it investments—like the effects of diesel pol- to social justice questions. As Jeff explains, could expand, allowing it to engage with lution on disadvantaged neighborhoods some DOTs are very thoughtful and have a broader range of concentration areas in when highways are built through those action plans for responding to equity the TRB structure. In addition, the com- neighborhoods. issues. In contrast, others see themselves mittee considers transportation’s impact Looking forward, committee members only as engineering organizations and on peoples’ lives in the past, present, are planning Conference on Advancing focus only on Disadvantaged Business and future and ensures that its research Transportation Equity in September 2021. Enterprise (DBE) participation. Jeff express- encompasses not only EJ-protected popu- Examples of topics that will be consid- es concern that some DOTs’ commitment lations but also marginalized and disad- ered include the impacts of connected to increasing their workforce diversity vantaged populations as a whole. and automated vehicles on communities involves focusing only on entry-level driver As Strum-Gilliam explains, historically, of color, as well as of the increased truck positions, not management positions. EJ practitioners focused only on EJ in terms traffic caused by expanded port facilities. A A challenge the committee aims to of activities, equity analyses, and commu- representative from the Conference of Mi- address is finding researchers to study nity impact assessments, and less on the nority Transportation Officials is involved topics related to transportation equity and impacts on people’s daily lives. with the conference planning committee, ensuring they have forums to present their work. The committee also communicates the need to make transportation equity an integrated part of community planning— whether urban, suburban, or rural. Standing Committee on Women and Gender in Transportation Formerly the Women’s Issues in Transpor- tation Committee, the Standing Commit- tee on Women and Gender in Transporta- tion illuminates the importance of gender differences in all aspects of transportation. The committee was born out of a safety and data committee, and over the past four decades has expanded its work beyond gender differences in crash risks to gender differences in travel behavior, travel preferences, and attitudes; crash risks and outcomes; responses to the construction and operation of various transportation and freight vehicles; concerns about safety and personal security (crime and harassment) in all transportation modes; responses to transportation and related public policies; and experiences in the transportation labor force. Committee members attribute their Photo: Risdon Photography success in expanding the group’s work in With Strum-Gilliam (at left), Jeff (at right) notes that, by surveying state DOTs on their social part to a growing and diverse community justice initiatives, the Equity and Transportation Committee hopes to address the differing levels of members and friends engaged in the of commitment to workplace diversity among transportation agencies.

TR NEWS May–June 2021 › 13 committee’s activities. Their experiences presentations and discussions. The pub- and perspectives help shape the commit- lication, Transportation Research Circular tee’s priorities and transfer knowledge E-C268: Insights, Inclusion, and Impact— throughout the TRB community and be- Framing the Future for Women in Transpor- yond. To create an inclusive environment tation, is available on TRB’s website. for its members and friends, the committee has taken the following steps: Standing Committee • Maintain the philosophy that all are on Native American welcome and encouraged to volunteer— Transportation Issues the committee doesn’t differentiate Created in 2001, the Standing Committee between members and friends. on Native American Transportation Issues • Dedicate a significant portion of its focuses on research and practice pertain- annual committee meeting agenda ing to transportation issues on or near to activities that foster connections, tribal lands and communities and tribal especially those that allow participants historical and cultural properties. Tribal to connect with and learn from each transportation issues include all modes other and are structured to enable all moving people and goods from one place to another; relationships and processes voices to be heard. To view the full issue of TR News 321, at relevant agencies at the tribal, state, • Ensure that committee membership “Women and Gender in Transportation,” visit www.trb.org/Publications/ federal, regional, and local levels; and the reflects a variety of voices by including Blurbs/179900.aspx. For more development, planning, administration, a mix of geographical, gender, information on writing articles for coordination, and implementation of education, employment, and age TR News, including developing theme issues, e-mail [email protected]. transportation laws, policies, plans, pro- perspectives. grams, and projects. • Have fun! Committee meeting traditions With such a broad scope of trans- that foster an inviting environment unique transportation perspectives, chal- portation issues, the committee seeks include: ice-breakers, group photos, and lenges, achievements, and opportunities. to maintain a balanced membership to covering the table with chocolate treats A group of conference participants subse- reflect tribal, federal, state, and local gov- for everyone to enjoy. quently wrote a Transportation Research ernments, in addition to members who The committee coordinates various Circular that summarized conference are Native American and who represent activities to engage, inform, and inspire students and practitioners interested in women and gender in transportation. One of the most recent efforts was the May–June 2019 theme issue of TR News, “Women and Gender in Transportation.” The committee developed this issue to explore such topics as the negative effects of women’s inequitable transportation access on the global economy; women and transit; a case study from Austria on women’s travel constraints; and the challenges that minority, low-income women face as pedestrians and bicyclists. In 2019, the committee sponsored the International Conference on Women’s Issues in Transportation. The conference— the sixth in a series that began in 1978— focused on women’s issues related to all aspects of travel and transportation and Photo: Risdon Photography brought together scholars, practitioners, Members of what is now called the Standing Committee on Women and Gender in Transportation policy analysts, and public officials from plan the agenda of the 2019 International Conference on Women’s Issues in Transportation. around the globe to explore women’s Presentations from that conference later appeared in not only a Transportation Research Circular but also in a theme issue of TR News.

14 ‹ TR NEWS May–June 2021 non-Native businesses and organizations. Transportation Agencies and Tribal In its leadership, three of the past five Communities committee chairs and co-chairs have been • TCRP Report 154: Developing, women, and four of five past chairs were Enhancing, and Sustaining Tribal Transit Native Americans enrolled in a tribe. Services—A Guidebook The Native American Transportation Issues Committee has focused on out- • Transportation Research Circular reach and accessibility to Native American E-C039: Conference on Transportation transportation organizations and events. Improvements—Experiences Among Members plan the National Tribal Trans- Tribal, Local, State, and Federal portation Conference, and since 2017, Governments the committee has organized its mid-year The committee engaged proactively with meeting to coincide with that event. Also, other TRB committees that reflect the in- the committee has presented to the Tribal terests and challenges facing Native Amer- Transportation Program Coordinating ican communities and practitioners. At the Committee, which is the advisory group 2020 TRB Annual Meeting, the committee to FHWA and the Bureau of Indian Affairs, sponsored sessions related to missing and concerning the Tribal Transportation murdered Indigenous women and human Program. trafficking, continuing this planning and To view the full issue of TR News 294, “Transportation in Tribal Lands,” The committee’s TRB projects have engagement for future webinars, sessions, visit www.trb.org/Publications/ included the following: and research statements. Blurbs/171622.aspx. • The September–October 2014 theme Native American cultural and archaeo- issue of TR News, “Transportation in logical sites are located across the United Tribal Lands: Challenges and Initiatives” States and are vulnerable to impacts from transportation projects. Protecting and Preservation in Transportation, the Native • NCHRP Synthesis 366: Tribal managing these sites becomes crucial American Transportation Issues Committee Transportation Programs when ground-disturbing construction established a Joint Subcommittee on Na- • NCHRP Report 690: A Guidebook for activity occurs, as well as in planning and tive American Historic and Archeological Successful Communication, Cooperation, locating infrastructure. Along with the Preservation. and Coordination Strategies Between Committee on Historic and Archeological One issue of interest is incorporating the transportation research interests and practices of the international Indigenous community. The impact of colonization on Indigenous people is a global phenom- enon, with common trademarks of land and resource deprivation, underdeveloped infrastructure, and socioeconomic disparities. Significant opportunities for research and practice within Indigenous communities are likely to emerge with additional research and collaboration. Although there is no current linkage to the international Indigenous transportation community within TRB, the committee hopes to foster those connections and expand its dialogue to include that community. Research on the current Native Amer- ican transportation workforce is another area of high interest. Tribal programs must confront the pending retirement of an aging workforce and adapt to new technologies along with their state and Photo: Risdon Photography local peers. There is vast diversity within Ron Hall (far left) delivers a presentation at a 2008 meeting of the Native American tribal contexts regarding land (owner- Transportation Issues Committee.

TR NEWS May–June 2021 › 15 ship, use, jurisdiction, size, legal status, and more), governmental structures, demographics, geography, and climate. The tasks and expertise required to manage and operate a transportation program effectively varies significantly from tribe to tribe. Accurate data on the tribal transportation workforce are not readily available, leading to a systemic void of policy and analysis to develop resources that adequately support successful tribal programs. Young Members Coordinating Council The Young Members Coordinating Council (YMCC) serves transportation professionals ages 35 or younger advancing the national Photo: Risdon Photography transportation research agenda. Key goals Nikola Ivanov (left) guides a meeting of the Young Members Coordinating Council in early include 2020. Ivanov and Alison Conway (second from left) are former chairs of the council. • Involvement. To provide opportunities for young professionals MENTORING AND INCLUSION everyone feels welcome to committee and to get actively involved with TRB. INITIATIVES subcommittee meetings to share their ex- • Resources. To offer targeted resources YMCC has implemented several inclusion pertise and enthusiasm to help committees geared for and by young professionals initiatives targeting young professionals, achieve their goals. in the form of technical sessions, focusing on providing a benefit to both events, and guides. the young professionals and TRB standing STRATEGIC APPROACH committees. The council’s subcommittees YMCC actively works with TRB leadership, • Connections. To facilitate networking have been running successful mentoring including those within the Technical Activi- opportunities and connect young programs that connect young profession- ties Council, Executive Committee, and professionals with TRB committees and als to seasoned veterans and peers across senior TRB staff, to provide input to TRB’s with peers from around the world. TRB, offering the following opportunities: strategic direction, focusing on initiatives • Representation. To serve as young of importance to young professionals and • Two-way knowledge transfer, professionals’ liaison to and from TRB future generations of transportation lead- leadership and the research community • Career growth and guidance, ers. Those initiatives often include efforts to address issues of importance to • Better integration into TRB activities, and to continue diversifying the transportation young members. industry workforce and engaging under- • TRB Annual Meeting navigation. represented groups. With more and more DIVERSITY AND INCLUSION YMCC has been working with TRB staff and emerging transportation professionals FOCUS group, section, and committee chairs to attending TRB’s Annual Meeting and be- Although YMCC was established with encourage the integration of young profes- coming involved in TRB’s committee struc- the mission of including younger genera- sionals in TRB activities. This work created ture, YMCC will continue to be a crucial tions of transportation professionals in dedicated young member slots on standing link to their involvement and professional TRB, the council strives to reflect the committees and facilitated young profes- development. diversity it advocates for all of TRB. For sional engagement in organizing sessions, instance, since the council’s inception, workshops, and specialty conferences; draft- Acknowledgments three out of five chairs have been fe- ing research needs; administering commit- The author appreciates the assistance of male, with many subcommittees led by tee websites; and developing informational Traceé Strum-Gilliam, Ronald Hall, Dawn women and representatives of different resources. The council continues to work Hood, Nikola Ivanov, and Gloria Jeff in races and ethnicities. with standing committees to ensure that preparing this article.

16 ‹ TR NEWS May–June 2021 Building Diversity and Inclusion in the Transportation Industry

Photo: FHWA

nnovation often arises from the to support its employees’ diverse opinions JOY LIANG diverse perspectives of individuals in and highlight unique backgrounds. an organization. The Federal Highway The author is a program Administration (FHWA) strongly values Recruitment, Outreach, analyst at the Federal Highway and embraces diversity and inclusion and Diversity Plan Iin its workforce and culture to support its The FHWA Recruitment, Outreach, and Administration, Washington, D.C. mission to enhance the quality of life of all Diversity Plan targets and identifies Americans. challenging workforce opportunities for A diverse workforce stimulates innova- diverse candidates in entry-level, mid-cation, offers new approaches, and presents reer, and hard-to-fill positions. The plan fresh perspectives to help solve complex centers on communicating the diverse transportation challenges. FHWA aims to career opportunities that leverage FHWA create a culture in which all individuals as a preferred employer with students, can prosper, advance in their careers, veterans, and mid-career professionals and and contribute to the FHWA mission. It uses relationships and ongoing education is crucial to attract and retain a diverse about FHWA’s mission and opportunities. workforce that mirrors the diversity of the The recruitment plan emphasizes in- U.S. population. creasing the number of female applicants Recruitment and outreach activities in hard-to-fill positions such as structural target all segments of America, as outlined and civil engineering jobs, while showcas- in FHWA’s comprehensive recruitment, ing all of FHWA’s disciplines. The following outreach, and diversity strategy, which programs and initiatives highlight FHWA’s seeks a highly talented and diverse work- efforts to build a more diverse and inclu- force. FHWA promotes various activities sive workforce.

Interested in a Career at FHWA?

The public can e-mail specific career-related questions to FHWA at Above: With their high-visibility safety vests, [email protected]. In addition, people who have Schedule A status workers in the Eastern Federal Lands Highway Division were already dressed to celebrate can send their documentation and resumes with a short statement of 2020 National Work Zone Awareness Week, career interest to FHWA at the same e-mail address. wearing orange along with FHWA colleagues across the country. A diverse workforce is a priority in FHWA’s hiring practices.

TR NEWS May–June 2021 › 17 A 1962 article in The News in Public FHWA Programs and Roads magazine celebrates the first Initiatives female highway engineer at the Bureau of Public Roads (a precursor to FHWA). DIVERSITY MANAGEMENT Beverly Cover of Cumberland, Maryland, COMMITTEE had recently graduated from Georgia FHWA actively fosters an inclusive work- Institute of Technology with a bachelor’s degree in civil engineering. In that, she place in which diversity and individual also was a pioneer—only the second differences are valued and leveraged to woman to receive such a degree from achieve the agency’s vision and mission. Georgia Tech. A diversity management committee is responsible for championing diversity and inclusion throughout the agency. The committee aims to • Implement practices that encourage employees to build working relationships with diverse individuals (i.e., those of varying occupational, SCHEDULE A HIRING PROGRAM educational, personal, socioeconomic, FHWA also actively seeks to hire qualified and cultural backgrounds); people with a disability. People who have a Photo: FHWA disability may be hired noncompetitively, in • Foster an inclusive workplace that an expeditious manner, via the Schedule A maximizes the talents of each person; hiring authority. • Incorporate a variety of perspectives into the development of work and inclusion training through the depart- FHWA CORPORATE products, through early and mental learning management system. AMBASSADORS PROGRAM meaningful involvement of diverse The system includes more than 50 di- FHWA established its Corporate Ambas- employees; versity-related courses that include leading sadors Program to utilize its greatest and managing diversity, global diversity, resource—enthusiastic and passionate • Hold individuals accountable for understanding diversity trends, and inclu- employees—to represent the agency at applying practices that embody sion for supervisors. These courses help hiring fairs and outreach events. FHWA has diversity principles; equip FHWA employees to instill leader- more than 150 ambassadors from across • Develop business strategies, plans, ship in diversity and inclusion and help the country and a diverse array of occupa- policies, and systems to recruit, retain, them understand and mitigate obstacles tional fields. and develop a diverse workforce to achieving a diversified and inclusive This program allows FHWA to in- throughout the organization; and work environment. crease the number of recruitment and • Leverage individual differences in outreach events it participates in nation- ways that support the mission of VETERANS HIRING PROGRAM wide. Ambassadors receive training and the organization and contribute to FHWA includes numerous veteran out- resources on attracting and identifying organizational success. reach activities in its recruitment program. strong candidates for FHWA job vacancies Veterans may be eligible for a 10-point and engaging the public in their commu- WOMEN’S FORUM PROGRAM preference during the competitive hiring nities. Ambassadors are also encouraged Open to all employees, the Women’s process and can be hired directly in an to develop relationships with universities Forum was developed by the Diversity expeditious manner, depending on their and affinity groups to further expand the Management Committee to promote open eligibility status or disability rating. agency’s reach and brand awareness. communication, provide an opportunity for all employees to participate, and identify challenges in the workplace—especially those affecting women. Veterans Hiring Program

DIVERSITY AND INCLUSION Qualified veterans seeking federal employment within the U.S. TRAINING Department of Transportation (DOT) may contact the agency’s As a part of FHWA’s effort to promote veteran employment coordinator at [email protected]. diversity and inclusion, the agency encourages employees to participate in diversity

18 ‹ TR NEWS May–June 2021 EMPLOYEE RESOURCE GROUPS successfully complete the program may be while maximizing individual talents to Employee Resource Groups (ERGs) are eligible for conversion to a permanent job prepare participants for a professional voluntary, employee-led groups that in the civil service. career with FHWA. The program directly provide a forum for workers from various addresses the agency’s employment needs backgrounds to articulate and address PROFESSIONAL DEVELOPMENT and retaining talent. concerns related to their experience in PROGRAM the organizational workforce, including FHWA’s Professional Development FHWA-Administered their professional development and overall Program (PDP) is a two-year, entry-level Programs satisfaction. developmental program that supports NATIONAL SUMMER Across U.S. DOT, more than 20 ERGs the agency’s succession planning and TRANSPORTATION INSTITUTE are available to all employees and led by workforce pipeline. PDP is for recent The National Summer Transportation multiple agencies. These include Blacks graduates or current employees who Institute (NSTI) is a transportation-focused in Government, DEAF DOT, Federal were Pathways interns or internal merit career initiative to promote awareness of Employed Women, Hispanics in Trans- selectees. career opportunities within the transpor- portation, and National Asian and Pacific PDP consists of on-the-job training, tation industry. NSTI gives grants to state American Association, to name a few. developmental assignments, and leader- DOTs to help higher education institutions These groups generally focus on ship skills development. Each component develop programs that promote awareness providing support, enhancing career de- is designed to facilitate practical learning velopment, and contributing to personal development in the work environment.

FHWA STUDENT AND RECENT GRADUATES PROGRAMS FHWA offers opportunities for undergraduate and graduate students to pursue careers in transportation. These programs offer hands-on work experience in a variety of fields and an introduction to the innovations and challenges of transportation.

SUMMER TRANSPORTATION INTERNSHIP PROGRAM FOR DIVERSE GROUPS The Summer Transportation Internship Program for Diverse Groups is a paid summer internship program that offers college students the opportunity to gain professional experience and skills to complement their academic pursuits. The program mentors and culti- vates tomorrow’s transportation leaders by providing hands-on experience and on-the-job training focused on current transportation-related topics and issues. Approximately 100 students participate in the internship program each year.

PATHWAYS STUDENT INTERNSHIP AND RECENT GRADUATES PROGRAM The Pathways Internship program provides students from high school to the graduate Photo: Vermont Transportation Agency level with paid internships in agencies, Students take part in the National Summer Transportation Institute program at Vermont thus allowing them to explore federal Transportation Agency. The program was originally created to ensure that the transportation careers while still in school. Students who industry has a qualified and diverse workforce.

TR NEWS May–June 2021 › 19 Photo: Risdon Photography Tiffany Jackson, University of Maryland Eastern Shore, received an award at the reception for Dwight David Eisenhower Transportation Fellows at the 2020 TRB Annual Meeting. The merit-based fellowships encourage future transportation professionals to seek advanced degrees and help keep top talent in the U.S. transportation industry. of science, technology, engineering, and awarding stipends to students pursuing Grants.gov. After being accepted, the math (STEM) educational and career op- degrees in transportation-related disci- IHE can administer its own competition portunities among middle- and high-school plines. By doing so, the program encour- to recommend students to DDEFTP for students nationwide. ages future transportation professionals awards, which range between $1,500 and NSTI was created to address future in seeking their degrees and brings and $10,000. transportation workforce needs by ensur- retains top talent in the U.S. transportation Since 1983, DDETFP has awarded ing that the transportation industry has industry. Students can receive DDETFP more than $53 million in stipends to a well-trained, qualified, and diversified awards either through the graduate fel- students. The funding generally includes workforce. lowship or a local competition. expenses for the awardees to attend the Program objectives are to improve The graduate fellowship is open to TRB Annual Meeting. DDETFP and TRB STEM skills; raise awareness among stu- graduate students pursuing a full-time have enjoyed a nearly 30-year partnership, dents—particularly minority, female, and program in a transportation-related disci- allowing students to immerse themselves disadvantaged youth—about transporta- pline at accredited institutions of higher in the transportation community while at tion careers; and encourage participants education (IHEs) in the United States the conference. to consider transportation-related fields of or its territories. Students apply directly study in their higher education pursuits. to FHWA through Grants.gov, and the GARRETT A. MORGAN agency’s National Selection Panel decides TECHNOLOGY AND DWIGHT DAVID EISENHOWER on the awardees. Awards range between TRANSPORTATION EDUCATION TRANSPORTATION FELLOWSHIP $5,000 and $35,500. PROGRAM PROGRAM The local competition is open to The Garrett A. Morgan Technology and The mission of the Dwight David Eisenhower undergraduate and graduate students Transportation Education Program is a Transportation Fellowship Program (DDETFP) attending minority-serving institutions or national transportation education initiative is to attract the nation’s brightest minds community colleges in the United States founded in May 1997 by former Secre- to the field of transportation and advance or its territories. These IHEs must first tary of Transportation Rodney E. Slater. transportation workforce development by submit an application to FHWA through Its purpose is to improve the preparation

20 ‹ TR NEWS May–June 2021 of students—particularly women and partner with IHEs, businesses, and others accelerated pace of innovation, and other minorities—in STEM through curriculum to implement programs to improve K–12 challenges the nation’s transportation development and other activities related students’ STEM skills through transporta- industry will face in the future. to transportation. tion activities. Program objectives are Since 2006, the program has funded RESOURCES more than 40 projects. Center for Transportation Workforce Development. • To build a pipeline between America’s FHWA. https://www.fhwa.dot.gov/ youth and the transportation innovativeprograms/centers/workforce_dev/ community; Moving Forward default.aspx. The diversity of FHWA’s workforce is a Employee Resource Groups. FHWA, 2020. https:// • To improve the STEM skills of students model for the transportation industry as www.transportation.gov/civil-rights/civil-rights- awareness-enforcement/support-groups. in grades K–12 via curriculum a whole. The transportation industry and Hecox, D. Female Innovators in Transportation: development, internships, mentoring FHWA still need to close diversity gaps, Yesterday and Today. Public Roads. FHWA- programs, and other transportation- however, as detailed in the industry and HRT-20-003, Vol. 84, No. 1, 2020. https:// www.fhwa.dot.gov/publications/publicroads/ related activities; the civilian labor force index maintained 20spring/07.cfm. • To facilitate partnerships among by the U.S. Bureau of Labor Statistics. Hendrickson, B. L. FHWA Memo on Diversity and The programs and initiatives detailed Inclusion. Oct. 10, 2017. https://www.fhwa.dot. government, academia, and the private gov/civilrights/memos/diversitymemo101017. sector; and in this article represent the agency’s efforts cfm. to close these diversity gaps and build a Keen, D. J. Resource Guide for Improving • To increase understanding of the pipeline of diverse, qualified talent into Diversity and Inclusion Programs for the Public transportation industry and careers Transportation Industry. TCRP Project J-11(035) FHWA and the transportation industry. By Interim Report. Transportation Research Board, and advance transportation workforce closing diversity gaps and building a more Washington, D.C, 2020. development. representative workforce, FWHA will better The program has provided grants to local prepare the participants in these programs and state educational agencies that may to take on emerging technologies, an

VOLUNTEER VOICES

Since my college days, I have been fascinated by the innovation of Japan’s high-speed rail and wanted to learn more about it. After graduation, transportation continued to attract my attention as an important lifeline for any country—including a developing country like India. That perspective drew me to this profession, and the innovation in technology encourages me to stay in the industry and experience its growth. —ANINDITA GHOSH Technical Manager Urban Mass Transit Company, Ltd., Delhi, India

TR NEWS May–June 2021 › 21 Diversity and Inclusion in Higher Education Two Case Examples

Photo: University of Central Arkansas, Flickr

igher education has taken an the surrounding rural area (population TOM O’BRIEN AND active role in pursuing inclusion 535,000). However, outside of any one of ANDREW BRAHAM and diversity. It is well-docu- the four major cities, the setting becomes mented that lower-income and very rural. In 2010, Fayetteville itself was O’Brien is the executive director minority students face signifi- more than 80 percent white, and the uni- Hcant barriers to higher education. It also versity reflected a similar lack of diversity. of the Center for International is well-documented that problem solvers In 2019, approximately 27,000 students Trade and Transportation at from a diverse and inclusive group are able (including undergraduate, graduate, California State University, to come up with higher-quality solutions and law students) were enrolled at UAF, Long Beach; and Braham is than those arrived at by a more homoge- and more than 20,000—just under 74 neous group (1). percent—identified as white. About 55 an associate professor in the Almost all universities, colleges, and percent of the students are from within Department of Civil Engineering technical schools have inclusion and the state, with a number of out-of-state at the University of Arkansas in diversity programs, but two universities of students drawn from UAF’s reciprocity Fayetteville. different sizes and demographics share a agreements with neighboring states and commitment to the success of their diverse Native American tribes. student populations. In the center of the In Southern California, the city of Long country lies the University of Arkansas in Beach has a population of nearly 479,000 Fayetteville (UAF), and on the West Coast and is home to North America’s second is California State University, Long Beach largest maritime trade gateway. The Above: Whether putting their heads together (CSULB). A look at the diversity and inclu- greater Los Angeles area, which includes for a class assignment or gathering as friends, college students who reflect diversity sion programs at these institutions offers Long Beach, has a population of approxi- and inclusion—and the higher education an example of the kinds of programs many mately 19 million, of which nearly half are programs that support these initiatives— universities and colleges have embraced. Hispanic/Latino. bring fresh perspectives, offer better problem solving, and inspire a more equitable world Northwest Arkansas includes the city CSULB—one of the California State for all. of Fayetteville (population 90,000) and University system’s 23 campuses—has

22 ‹ TR NEWS May–June 2021 more than 38,000 enrolled students, 90 percent of whom are from within the state and a vast majority of whom live off campus. CSULB draws the eighth largest applicant pool of all universities in the United States. As part of its mission, the California State University system seeks individuals with collegiate promise and who face numerous barriers to assist them in advancing to the highest educational levels they can reach. CSULB is actively engaged in implementation of the Beach 2030 Strategic Plan, which identifies building a community of diverse students as a strategic priority (2). CSULB reflects the community it serves: Of its students, 46 percent are Hispanic/ Latino; 21 percent are Asian American; 16 percent are white; 7 percent are Black or African-American; and 5 percent are Photo: Brittany Murray multiracial. Despite the opportunities Switching mortarboards for hardhats, 2019 CSULB civil engineering graduates celebrate afforded by the region’s and the state’s their big day. With a majority Hispanic/Latino student body in a city that reflects a similar demographic (and an 18 percent poverty rate), CSULB has committed to closing the diverse economy, poverty remains a barrier achievement gap for minority and underrepresented students. to accessing education for many of Long Beach’s residents. Long Beach has an 18 percent poverty rate, a number likely exac- office urges all community members to be Program (ECAP) (4). The goal of ECAP is to erbated by California’s high cost of living.1 responsible “as engaged citizens to consis- recruit students who are underrepresented As a result of Long Beach’s poverty tently incorporate behaviors and practices in the field of engineering. A significant rate, CSULB has made it a priority to close that support an inclusive environment on part of this goal is achieved by providing the achievement gap. In 2008, it helped campus, in Arkansas, and everywhere.” the students the support they need to launch the Long Beach College Promise, This vision and charge are supported with feel comfortable, confident, and ready to which aims to increase college readiness various workshops, programs, and training succeed. and improve graduation rates among opportunities offered to students, staff, ECAP involves multiple programs, Long Beach students. The Promise is a and faculty. including an in-residence summer bridge partnership of Long Beach Unified School Every week, the division sponsors program for new students, renewable District, Long Beach City College (a com- many on-campus events that highlight the scholarships, opportunities for cooperative munity college), CSULB, and the city of university’s commitment to inclusion and or internship experiences, peer mento- Long Beach itself. The Promise provides for diversity. For example, disability awareness ring, a freshman engineering program, a guaranteed transfer admission pathway events, a Native American cultural cele- and a living learning community of from Long Beach City College to CSULB bration, and an LGBTQ+ History Month students who share a common academic for students in 10 majors who meet the celebration were held virtually—because interest. A National Science Foundation university’s entrance requirements. of COVID-19—the first week of October grant initially supported ECAP, but over UAF also has purposely pursued pro- 2020. At the beginning of the fall 2020 se- the years support has shifted to industry grams intended to help underrepresented mester, Chancellor Joe Steinmetz stressed and private donations. Between fall 2014 student populations. The university’s Divi- the importance of health and safety and fall 2020, the College of Engineering sion of Diversity, Equity, and Inclusion en- precautions because of the pandemic. saw a 2.4 percent increase in enrollment visions “a world committed to inclusivity, He also emphasized improvement of the of minority students. It is not possible to where diversity, equity, access, and civility campus racial climate, based on nation- attribute these changes to any one effort, are valued as a part of our culture, climate, wide protests sparked by the police killing but university- and college-level initiatives and everyday lives (3)”. In addition, the of George Floyd in May 2020. have no doubt helped (A. Braham, person- The university-level commitment at al communication, Nov. 12, 2020). One UAF percolates down to the college level. example of college-level outreach in the 1 For statistics on Long Beach, California, visit U.S. Census Bureau Quickfacts at https://www.census. In 2007, the College of Engineering estab- community includes engineering summer gov/quickfacts/longbeachcitycalifornia. lished the Engineering Career Awareness camps designed to engage children in

TR NEWS May–June 2021 › 23 Photo: iStock Photo: University of Arkansas At UAF, targeted events such as National Parkinson’s With a calendar of celebrations that include Gay and Lesbian Pride Month (in June) Awareness Month (in April) and Disability Employment and Gay and Lesbian History Month (in October), UAF sends a clear message that— Awareness Month (in October) extend the reach of within its halls and on its grounds—all are welcome. students with disabilities.

STEM disciplines. These camps are held which includes program design that links Cabrillo’s class of 2020 is the first class throughout the state and are available to academic curriculum with industry skills to complete four years of instruction with- 2nd through 12th graders (5). and knowledge needed in the workplace. in the AGL framework. Approximately 800 CSULB has similar initiatives that Cabrillo High School’s close proximi- students have been part of the program target specific students. In addition to ty to the Port of Long Beach means that over that time. There are no prerequi- The Promise, CSULB recognizes that their freight traffic has a major presence in this sites, but there is currently a wait list for goals of diversity and inclusion will be heavily industrial community. AGL creates students at Cabrillo to join the academy. successful only if students in middle school opportunities for workforce development Among students in the program, there and high school—and their parents and in the trade and transportation sectors was an increase in advanced placement guardians—understand what it means to while addressing underlying issues that course enrollment from 6 percent in 2016 be college-ready and see the link between face residents of West Long Beach: poverty to 16 percent in 2020 and—over the same college education and employment in the and low educational attainment. period—a decrease from 24 percent to 10 local economy. In response, Long Beach Unified School District partnered with the Port of Long Beach to establish a career pathway academy at Juan Rodriguez Cabrillo High School in West Long Beach. Called the Academy of Global Logistics (AGL), the program—launched in 2016— offers education that is connected to key employment pathways in the community through certificates and degrees from Long Beach City College, as well as CSULB. What makes AGL different from similar programs is the port’s role: including financial sponsorship as part of its broader educational efforts and its commitment to developing local talent for the future port and logistics workforce. CSULB supports the effort through the College of Profes- sional and International Education and two Photo: D. Ramey Logan, Wikimedia of its units: the Office of Professional and The Port of Long Beach—shown just months before the opening of the new Gerald Desmond Workforce Development and the Center Bridge—partnered with the Long Beach Unified School District to create the Academy of Global Logistics. The educational program offers a trade- and transportation-related career pathway for International Trade and Transportation. to students at Juan Rodriguez Cabrillo High School (located near the port), all with a goal of The university’s role is technical support, supporting them through CSULB and other colleges and—eventually—into the port’s workforce.

24 ‹ TR NEWS May–June 2021 percent in the number of students identified as chronically absent. A study that compared graduation rates of Black students to those of the entire CSULB student body from 2003 to 2013 also showed how effective CSULB’s efforts have been: CSULB was one of 51 institutions (out of 232 in the study) that improved the graduation rate of its overall student body (by 11.9 percent), as well as its Black students (by 17 percent) (6). An important takeaway from the CSULB and UAF diversity and inclusion programs is that they have been built to foster enduring change with an eye toward seeing real benefits five to 10 years down the road. Relying on university funds, industry funds, and private donations, these programs have built Photo: University of Arkansas and benefited from strong public–private Despite today’s continued societal difficulties, challenges that shine a light on the need for partnerships. diversity, equity, and inclusion initiatives, 2018 UAF graduates moved forward with more Another key element for success has confidence that their voices will be heard and their efforts will be recognized. been to combine for-credit classroom learning with noncredit professional development skill building. An important com- support programs significantly increases Ethnicity and Promising Practices. U.S. Depart- ponent to these professional development the probability of success for each student. ment of Education, Washington, D.C., 2016. 2. California State University, Long Beach. Uni- skills is internships that allow students a Whether in the private or public sector, versity Values and Strategic Priorities. https:// glimpse into the professional world and contributions to such diversity and inclu- www.csulb.edu/beach-2030/university-values- bring the concepts they are learning in the sion initiatives—through time, financial and-strategic-priorities. 3. University of Arkansas. Division of Diversity, classroom to life. resources, or internships—will make a Equity and Inclusion. https://diversity.uark.edu/ Finally, it is vital that all students are significant impact on the next generation giving/index.php. carefully tracked as they participate in of transportation professionals. 4. University of Arkansas. Engineering Career Awareness Program. https://ecap.uark.edu/. these programs for their entire four-year 5. University of Arkansas. College of Engineering: journey through the university so that they REFERENCES Outreach. https://engineering.uark.edu/ do not fall through the cracks. The com- 1. Office of Planning, Evaluation, and Policy De- outreach.php. velopment, and Office of the Under Secretary. 6. The Education Trust. Rising Tide II: Do Black bination of academic and professional skill Advancing Diversity and Inclusion in Higher Edu- Students Benefit As Grad Rates Increase? Wash- building with internships and sustained cation: Key Data Highlights Focusing on Race and ington, D.C., 2016.

It is well-documented that problem solvers from a diverse and inclusive group are able to come up with higher-quality solutions than those arrived at by a more homogeneous group.

TR NEWS May–June 2021 › 25 Promoting Diversity at TRB Through Progressive Programs

Photo: Risdon Photography

long with its commitment to students have participated, representing a KAREN FEBEY assembling diverse volunteer variety of transportation disciplines—not panels and committees and only civil engineering and planning but The author is the senior ensuring that its products reflect also aviation management, environmental report review officer at the many perspectives, TRB has sev- engineering, and geography. Aeral programs for emerging transportation The program funds students from Transportation Research Board, professionals. The following programs help select historically Black colleges and National Academies of Sciences, students and emerging professionals build universities, Hispanic-serving institutions, Engineering, and Medicine in their skills and professional networks both American Indian–serving institutions, Washington, D.C. in TRB and in the transportation profession and one Native American Pacific Island- as a whole: the Minority Student Fellows er–serving institution to attend the TRB Program; the Airport Cooperative Research Annual Meeting and present a research Program (ACRP) Graduate Research Award paper in a poster session, lectern session, Program, University Design Program, Am- or committee meeting. TRB also supports bassadors Program, and Champions Pro- a mentor to accompany the student to gram; and the Transit Cooperative Research the meeting. Program (TCRP) Ambassadors Program. For most of the Fellows, the Annual Meeting is the first time they present their Minority Student Fellows research at a professional conference. An- Program gelica Torres, a master’s student in civil en- The TRB Minority Student Fellows Pro- gineering from the University of Texas at El gram promotes minority participation in Paso (UTEP), reflected on her experience as a Above: The 10th cohort of TRB Minority transportation and in TRB. Managed by Fellow in the 2019–2020 cohort. She recalls Student Fellows gathered at the 99th TRB the challenge of presenting her research at Annual Meeting in January 2020. Nearly 200 Karen Febey, the program just completed students have participated in the program its 12th year. Since its inception in 2010, a meeting of the Non-Binder Components since its founding in 2010. nearly 200 undergraduate and graduate of Asphalt Mixtures Committee because

26 ‹ TR NEWS May–June 2021 on improving rigid pavement design procedures and subsequently was invited to become a member based on her involvement on that project. To continue her contributions to the committee, Aguirre attends yearly committee meetings and volunteered to serve as moderator for a poster session and as poster judge for the 2020 committee’s poster award. Mario Rojas, a 2015–2016 Fellow from Florida International University, has been selected for three National Coopera- tive Highway Research Program (NCHRP) panels. According to Rojas, who now works for a Miami transportation consulting firm, his participation with NCHRP allows him to exchange ideas with other experts and to implement lessons Photo: Risdon Photography learned into his daily responsibilities as Angelica Torres, a 2019–2020 Minority Student Fellow, recalls feeling a great deal of an engineering consultant. Additionally, trepidation before delivering her first English-language presentation to a meeting of the Non- these experiences have opened his eyes Binder Components of Asphalt Mixtures Committee. But she succeeded, and the experience was intellectually rewarding. to many of the nation’s transportation infrastructure complexities. Through its Eisenhower Transportation Spanish is her first language, and it was her throughout the Annual Meeting. TRB Fellowship Program, FHWA joined TRB as first-ever conference presentation: hosts a welcome reception and net- sponsor of the Minority Student Fellows working luncheon for Fellows and their Program. Other organizations—such as ”When I started walking toward the front mentors and invites them to the Chair’s state departments of transportation, a of the room, I did not want to show Luncheon to engage them and their men- metropolitan planning organization, and any distress, so I pretended to walk very tors throughout the meeting. To facilitate a university transportation center—also comfortably. But my heart was pounding contact with other professionals, Fellows provided support earmarked for students like a jackhammer. When I was in front can request an Annual Meeting mentor from certain universities. The program’s of the room, I thought, This is how I am and are encouraged to attend the Young other source of funding is the check-box going to die. I opened my presentation up Members Coordinating Council meetings, option on the Annual Meeting registration by introducing myself to break the ice. as well as the Federal Highway Adminis- form that enables individual registrants to Amidst shaking violently inside, I took a tration (FHWA) Dwight David Eisenhower contribute to the program. Funding from deep breath and started presenting the Transportation Fellowship Program activi- all of these sources has helped ensure the material. I became so engaged that I ties and sessions. sustainability of the program. forgot I was presenting to an audience for Fellows also are encouraged to Quenton Greggs, a Fellow in the the first time. Time passed very quickly, become involved with TRB through its 2019–2020 cohort and an aviation science and I reached my ’thank you’ slide in committee structure and Cooperative major from Texas Southern University in no time. At the end of the presentation, Research Programs (CRP) panels. Former Houston, summed up his experience: “The people from the audience — and my super- Fellows now serve as friends and full vast knowledge that I gained from visiting visor — told me that it was a good presen- members of TRB standing committees the different sessions and the feedback I tation and that I had done an outstanding and as CRP project panelists. For instance, received from my research presentation job. Today, I am proud to say that I was Nancy Aguirre, a 2016–2017 Fellow from was phenomenal. The experience was just able to present in front of professionals UTEP, became a member of the Standing overall great.” at a conference. With that experience, I Committee on Design and Rehabilitation realized the importance of communication of Concrete Pavements. ACRP and Aviation and committed myself to further develop- Aguirre, now a program manager for Careers ing those skills.” the Cement Council of Texas, became ACRP undertakes research and technical involved with the committee after attend- activities related to airports: administration, Besides presenting research, Fellows ing its 2017 meeting. She worked with environment, legal, policy, planning, safety, have other opportunities to engage some members on a problem statement human resources, design, construction,

TR NEWS May–June 2021 › 27 Photo courtesy Zhu Qing Inspired by a friend and colleague who uses a wheelchair, Graduate Research Award winner Zhu Qing completed a project on airport wayfinding for persons with disabilities and now, thanks to opportunities afforded by the program, is developing a wheelchair simulator to further his research. Photo: Risdon Photography ACRP Graduate Research Award winners gathered with ACRP Senior Program Officer Larry Goldstein far( left) at the 2019 TRB Annual Meeting: (back row, left to right) Joseph Daniels, Quinton White, Christopher Lee, Izak Said, Raunak Bhattacharyya; (front row, left to right) Stephanie Atallah, Angeli Jayme, and Mary Sandy and Sarah Pauls of the Virginia Space Grant Consortium, which manages the competition for ACRP. maintenance, and operations. To further program participation would contribute with flying. The pair subsequently inter- the program’s mission and ensure the next to their career goals. Students receive a viewed wheelchair users in their community generation of airport professionals, ACRP stipend of $12,000 as they prepare their and found that for most, flying was very administers two programs for students: the research. After successfully completing challenging. As engineers, they wanted to Graduate Research Award Program and their projects, students receive additional help, so they set out to develop a wheel- University Design Competition. Although funding to attend the TRB Annual Meeting chair simulator at a virtual airport that they neither program focuses exclusively on and present their research. The Gradu- would use to evaluate airport wayfinding inclusion- and diversity-related goals, ate Award Program also matches each accessibility. participants are indeed diverse in academic graduate researcher with a mentor in the To ensure their work would be prac- discipline, race and ethnicity, gender, and aviation profession. Mentors review the re- tice-ready, Qing and Reneker reached out institutional affiliation. Some have carried search approach and draft research paper to Angel Ramos, then assistant director out research projects aimed at making air- and work with each researcher and faculty and ADA complaint coordinator at St. ports inclusive environments for all users. advisor throughout the program. Louis Lambert International Airport (STL), Award winner Zhu Qing focused his to learn about implementation and op- GRADUATE RESEARCH AWARD research on making airports more inclu- erating costs of wayfinding applications. PROGRAM sive environments for all users. Currently a The insights they learned led to their The Graduate Research Award Program postdoctoral fellow at Georgia Institute of evaluation of the effects of other assistive seeks to encourage applied research on a Technology, Qing received a Graduate Re- technologies that have low implemen- wide range of airport and related aviation search Award when he was completing his tation costs and can be customizable by system issues to foster the next genera- Ph.D. in civil engineering at the University passengers. tion of aviation community leaders. The of Missouri. His work, “Evaluation of Airport When he finished the project, Qing program’s goal is to stimulate thought, Wayfinding Accessibility with the Use of a shared his final report with STL via Ramos discussion, and research by those who may Wheelchair Simulator,” sought to make the and reached out to a wayfinding company become future airport managers, operators, airport a more inclusive environment for that works with U.S. airlines to discuss the designers, and aviation policy makers. wheelchair users and was motivated by his features for wheelchair users and people A panel of experts selects up to 10 friend, Joseph Reneker, a wheelchair user who are blind. In discussing further work, graduate students for the program based and a fellow engineering student at the Qing reported: “We are considering a fol- on the quality of their proposed research University of Missouri. low-up study to validate the wheelchair sim- projects, how their research could benefit Reneker and Qing wanted to learn ulator approach and examine the readiness the aviation community, and how their about other wheelchair users’ experiences of existing indoor location technologies. This

28 ‹ TR NEWS May–June 2021 mobile wayfinding application has broad wheelchair simulator—something he Interactions, and Airport Management prospects for wheelchair users in other noisy, would not have otherwise been able to and Planning. crowded, complex indoor environments, do. Qing expressed a great deal of grati- First-place winners — selected by a such as malls and hospitals.” tude for the advice and support provided panel of educators, industry experts, and At the conclusion of his research, by his faculty research advisor Carlos FAA representatives — are invited to Wash- Qing attended the 2020 TRB Annual Sun and from program panel members ington, D.C., to present their work at the Meeting and presented his work as part Lawrence Goldstein, TRB; Dave Byers, National Academies of Sciences, Engineer- of a lectern session. He also spent time Quadrex Aviation; and Robert Samis and ing, and Medicine. The winning teams learning the latest developments, trends, Lillian Miller, Federal Aviation Administra- also receive a cash prize and are invited to and resources for future research from tion (FAA). present their projects at an aviation work- meetings with his review panel mem- shop or conference. bers and the meeting of the Standing UNIVERSITY DESIGN Participants can complete projects Committee on Airport Terminals and COMPETITION as part of a class, independent study, or Ground Access. Reflecting on his program The second ACRP student program is the through a faculty-mentored, college-based experience, Qing reported that the con- University Design Competition, a national student chapter of a professional society. structive feedback he received during his competition for universities that engages Competition goals include the following: individuals and teams of undergraduate panel members’ meetings kept him on • Raise awareness of the benefits and graduate students in airport and Na- track with his research and provided the of ACRP and the importance of tional Airspace System issues. valuable connection with Ramos. airports to National Airspace System According to Mary Sandy, Virginia By the end of 2020, Qing’s research infrastructure; was published in the Transportation Re- Space Grant Consortium, who contrac- search Record.1 The ACRP Graduate Award tually manages the program for ACRP, • Increase involvement of the academic Program’s financial support allowed 48 teams from 15 universities around the community in ACRP, and address him to procure materials to develop the United States entered the competition airport operation infrastructure issues in 2019. Participants select one of four and needs; categories in which to enter their proj- • Engage students in conceptualizing 1 To view the paper “Evaluation of Airport ects: Airport Operation and Maintenance, applications, systems, and equipment Wayfinding Accessibility with the Use of Runway Safety/Runway Incursions/Run- a Wheelchair Simulator,” visit https://doi. capable of addressing related org/10.1177%2F0361198120980445. way Excursions, Airport Environmental challenges; and

In 2019, ACRP University Design Competition winners and honorable mention recipients presented their projects at the National Academies of Sciences, Engineering, and Medicine. The competition raises awareness of ACRP and the importance of airports to the National Airspace System and engages students in addressing airport operation infrastructure issues and needs. TR NEWS May–June 2021 › 29 • Encourage students to consider airport consulting conference was a mean- The organization sponsors them to carry aviation careers and contribute ingful experience; they felt that their work out ACRP activities that facilitate devel- innovative ideas and solutions to was valued, and they received constructive opment of new skills and knowledge, issues facing airports and the National feedback on their design. professional networks, and long-term Airspace System. Johnson and Lucietto note that as the engagement in the aviation research In 2019, the 1st place design team in the award winners continue in their careers, community. Nearly 50 organizations Airport Management and Planning cat- they will be more sensitive to the airport sponsor champions, including airports, egory hailed from the School of Aviation navigation difficulties faced by older pas- a pilot’s association, a university, and and Transportation Technology at Purdue sengers and those with disabilities. They consulting firms. University in Indiana. add that the research could have a variety The Ambassadors Program engag- Selected from 15 teams, the winning of applications beyond just the airport es aviation practitioners to access and team included graduate students Linfeng environment. For instance, anyone older apply research to solve airport problems, Jin, Yury Kuleshov, and Victor Pertel. Their or with a disability could benefit from the serve as conduits of information between project, Proposal of Mobile Application app to facilitate navigation in places like airports and ACRP, and develop the next Design for Aging Travelers in Commer- malls or grocery stores. generation of airport leaders. There are cial Airports, focused on making airports now 14 ambassadors from across the 2 more inclusive and comfortable for aging AMBASSADORS AND United States. CHAMPIONS PROGRAMS travelers, using a mobile wayfinding app. ACRP also administers two other pro- The wayfinding tool was designed to bring TCRP Ambassadors grams—the ACRP Ambassadors Program patrons from the terminal curbside to Program and the ACRP Champions Program— the flight to luggage drop-off, providing The TCRP Ambassadors Program seeks to to focus on engagement of aviation assistance with finding various amenities broaden, strengthen, and accelerate the professionals in the industry. Although throughout the airport. The research introduction and adoption of its research these programs do not focus exclusively team’s proposed app is unique in that it results within the public transportation on inclusion and diversity, participants would work in all airports; no such app ex- industry. This program was developed represent diverse backgrounds and expe- ists since all current ones are unique either in 1998 as a joint effort of the American riences. The Champions Program helps to airports or airlines. early- to mid-career airport professionals Jin, Pertel, and Kuleshov completed grow in their careers by becoming an 2 this project as part of their Aviation and For more information about both of these ACRP expert within their organizations. programs, see http://www.trb.org/ACRP/ACRP.aspx. Aerospace Sustainability class, with guidance from instructor Mary Johnson, who served as their faculty mentor along with Anne Lucietto. Johnson explains that she gives her students the option of entering a project in the University Design Com- petition or writing a journal paper. Both options allow students to apply what they learned in class and explore an application of sustainability to address challenges facing airports. Most of Johnson’s students choose a Design Competition project because it allows them to work collaboratively while engaging in real-world aviation solutions. Johnson and Lucietto comment that they encourage their students to treat the competition guidelines as if they were responding to a request for proposals— an important skill to have. As a result, students learn to balance creativity with adherence to guidelines. Photo: Mitch Wood, APTA According to Johnson and Lucietto, TCRP Ambassadors attended an orientation training at APTA offices in September 2018: left( the students felt that presenting their proj- to right) Genevieve Bajwa, Rhonda Allen, Eloy Munoz, Rachel Pallister, Christy Haven, Jerome ect at the National Academies and at an Horne, Lisa Vickery, Jennifer McGrath, and Beverly Neff.

30 ‹ TR NEWS May–June 2021 Public Transportation Association (APTA), industry events to communicate TCRP’s products in their respective agencies or the Conference of Minority Transportation resources and benefits to stakeholders and companies; and Officials (COMTO), the Federal Transit Ad- business professionals. Such research would • Serving as a liaison between TCRP, the ministration (FTA), and TCRP. Key contacts include TCRP Report 148: Practical Resources research community, and public transit are Peggy Wilson, APTA; Mariah Stan- for Recruiting Minorities for Chief Executive agencies by sharing research results ley, COMTO; Faith Hall, FTA; and Gwen Officers at Public Transportation Agencies by attending industry events and Chisholm-Smith, TCRP. and TCRP Report 120/NCHRP Report 585 conferences, visiting transit agencies, The purpose of the Ambassador Joint Report: Racial and Gender Diversity in and attending COMTO- and APTA- Program is to assist TCRP in reaching an State DOTs and Transit Agencies. Specifically, sponsored conferences. expanded segment of the public transpor- ambassadors educate the transit industry tation community that would otherwise via the following efforts: One recent Ambassador activity was communicating with COMTO chapter have limited access to its resources. • Attending annual conferences and presidents to connect with those chapters Ambassadors are selected based on events (e.g., COMTO’s National to disseminate TCRP’s research at their local such factors as current areas of transit Meeting, the Congressional Black venues. Moving forward, COMTO will work research, field experience in the TCRP Caucus Foundation’s Transportation with Ambassadors to expand their partner- areas of investigation, experience in ap- Braintrust, and the Congressional ships to increase outreach opportunities. plication and implementation of transit Hispanic Caucus Leadership Conference) Chisholm-Smith expressed her gratitude research, and presentation and instruc- to inform transit professionals about to TCRP Ambassadors: “We appreciate tion skills. Ambassadors serve two-year benefits of TCRP products; terms and represent various professions Ambassadors around the country who are and transportation communities across • Encouraging implementation of TCRP promoting TCRP, lending their ideas, their the United States. research and participation; voices, and their time to improve public Ambassadors’ primary role has been • Gathering anecdotal information from transportation for all. Their participation in to disseminate TCRP research at transit peers about use of TCRP research the program makes a significant difference.”

VOLUNTEER VOICES

The automobile fascinated me from an early age—playing with Hot Wheels and Match- box cars on the floors of the homes I lived in. Growing up between Germany and the United States, I saw my world through cars, which led me to become an engineer. To paraphrase the Bible verse, “When I was a child, I thought like a child. When I became a man, I put the ways of childhood behind me.” Fortunately, I have not had to and, hopefully, will not have to put those memories away for years to come. My career is just the realization and evolution of a child’s dream. —MICHAEL BOONE Manager for Autonomous Vehicles and Computer Vision NVIDIA, Santa Clara, California

TR NEWS May–June 2021 › 31 Role Model Influence on Women in STEM NAE’s EngineerGirl Program

MARY MATHIAS AND SIMIL RAGHAVAN Mathias is an associate program officer and Raghavan is a senior program officer at the National Academy of Engineering, Washington, D.C.

esearch has shown that girls with demonstrate that any girl can explore engi- in female participation in many tradition- R role models in science, technology, neering and the opportunities it offers.2 ally male-dominated professions such as engineering, and math (STEM) show more Engineering is vital to the future of medicine and law, women remain grossly interest in these subjects and feel more transportation. NAE and TRB share a goal underrepresented in engineering. Diversity confident in their STEM abilities than girls of encouraging more young people—par- of thought is crucial to creativity; by leav- without such role models.1 EngineerGirl, a ticularly those with diverse perspectives— ing women out of the process of innova- program of the National Academy of Engi- to take on the challenge of creating the tion, a key component of diversity is lost, neering (NAE), is making hundreds of role next generation of transportation systems and innovation and progress are stifled. models visible to girls around the world to that will contribute to a safer, more sus- Website tainable, and more equitable world. The EngineerGirl website features infor- EngineerGirl brings national atten- 1 Girls in STEM: The importance of role models. mation about engineering careers and Microsoft Features. April 25, 2018. https://news. tion to opportunities in engineering for fields; resources for pursuing a career in microsoft.com/europe/features/girls-in-stem-the- girls and women; informs, inspires, and engineering; design projects for girls to importance-of-role-models. supports girls; and encourages them to try; and, most importantly, a Gallery of consider the rewards of an engineering Women Engineers and an “Ask an Engi- Above: The EngineerGirl program inspires education and career. Why girls and young people—particularly girls and those neer” section. from diverse backgrounds—to join STEM women? Because, despite an increase The Gallery of Women Engineers fea- fields, making the next generation of transportation systems one that fosters tures engineers from around the world, at equity, environmental sustainability, and 2 The EngineerGirl website is available at https:// many different levels in their careers and innovation. www.engineergirl.org.

32 ‹ TR NEWS May–June 2021 EngineerGirl and Transportation The EngineerGirl Gallery of Women Engi- neers includes many women with careers closely tied to transportation, from space system design to bridge and road strategy and implementation. If you are a woman in a transportation-related engineering field, or if you know a woman you would recommend as a role model, contact EngineerGirl@nae. edu to learn more about joining the Gal- lery. The site also contains a section with resources on transportation and travel (https://www.engineergirl.org/9478/ Transportation). EngineerGirl is always looking for additional resources, and rec-

The 2019 winners of the EngineerGirl Writing Contest wrote works of creative fiction ommendations are welcome at the email celebrating engineering design, from a fairy tale of a problem-solving princess to a address above. pollution-reducing invention.

representing a wide array of companies.3 are high school girls in the United States inception in 2018, 45 girls have participat- It dispels stereotypes of engineers and who design, develop, and implement proj- ed in the program. allows students to see the many different ects in their communities to encourage Learn More paths that may be available to them by younger girls—particularly those with little The EngineerGirl program seeks to expand hearing from engineers who are similar access to engineering role models—to to more students from underrepresented to them. Those engineers also answer think about engineering and engineering groups and underresourced areas. Follow questions submitted by site visitors to the careers and give them practical experi- EngineerGirl on its social media channels 4 Ask an Engineer section. Question topics ence in engineering design. (@EngineerGirlNAE on Twitter, Face- range from types of projects engineers Ambassadors also receive an all-expens- book, and Instagram) or sign up for the are working on, to which classes to take es-paid trip to receive training in outreach EngineerGirl newsletter (https://www. for a specific field, to how to deal with and network with engineers. The training engineergirl.org/126988/Subscribe) and academic pressure or being the only girl meeting is either in Washington, D.C., at an educator mailing list. in the room. NAE headquarters, or at the annual Society Writing Contest of Women Engineers conference. Since its The annual EngineerGirl Writing Contest opens every fall with hundreds of submis- sions from around the world. The contest “ EngineerGirl has really helped me grow as a person and strengthened gives students the opportunity to combine my passion for outreach. I learned of the importance of reaching out interests in writing and communication with science and technology and learn and setting an example for younger girls interested in STEM. Being an about engineering’s contributions to the ambassador has helped me persevere through one of my most difficult world and the way we live. times. I have become more bold and confident as a leader. I learned to EngineerGirl Ambassadors embrace my mistakes rather than fretting over them and have trained In 2018, EngineerGirl launched the Am- myself to have a more positive outlook on my decisions.” bassadors program.5 The Ambassadors —Rachel Chae, 2019–2020 EngineerGirl Ambassador 3 For more, visit https://www.engineergirl. org/4447/Engineers-Directory. 4 For more, visit https://www.engineergirl.org/366/ Answers. 5 The NAE website offers information about how to apply to become an EngineerGirl Ambassador. Visit https://www.engineergirl.org/128630/become-an- ambassador.

TR NEWS May–June 2021 › 33 STAYING ON TRACK WITH DIVERSITY HOW TRANSIT AGENCIES ARE MOVING FORWARD

Photo: U.S. Army Corps of Engineers

olid diversity, equity, and inclu- STACEY HENDLER ROSS, Santa Clara Valley sion (DE&I) values and principles PAULA M. NASH, AND Transportation Authority in public transit agencies’ poli- EVELYN L. RICHARDS cies and practices are pivotal to STACEY HENDLER ROSS, Public Information Officer, building strong transit agencies. Santa Clara Valley Transportation Authority Hendler Ross is the public SThis is evident in the cases of two transit Americans are once again living in a defin- information officer for the Santa agencies at opposite ends of the country: ing era for civil rights. The movement for Metropolitan Atlanta Rapid Transit Au- Clara Valley Transportation equity in the 1960s drove the enactment thority (MARTA), which serves the Atlanta, of life-changing laws, such as the 1964 Authority in San Jose, California. Georgia, metropolitan area, and the Santa Civil Rights Act, the Voting Rights Act of Nash is the executive director Clara Valley Transportation Authority (VTA), 1965, and the Fair Housing Act of 1968. and Richards is the diversity which serves California’s Silicon Valley. Their But the current call for equal rights has experiences showcase how the two agen- program administrator of the spread beyond the United States’ borders cies have prioritized diversity issues and and throughout communities around the Office of Diversity and Inclusion taken a number of steps to ensure that their world. As this movement grows globally, for the Metropolitan Atlanta workforces, policies, and practices reflect the people have the chance to truly examine Rapid Transit Authority in community they serve and address the eco- their individual and collective pasts and nomic and social disparities present in those Georgia. to usher in bold, broad, and fundamental communities. To this end, the American change. Public Transportation Association (APTA)— The transit industry is in a unique Above: Riders wait for the Tide Light Rail train to arrive at the East Virginia Medical representing more than 1,500 public- and position to fulfill its mission in a way that Center/Fort Norfolk Station in Norfolk, private-sector member agencies that cover recognizes and works to eradicate the Virginia. Hampton Roads Transit—the all modes of public transit—has undertaken racism that continues to plague America. system’s owner and operator—has joined transit agencies throughout the country in several leadership efforts to assist all agencies VTA is continuing to build on previous promoting diversity, equity, and inclusion in in becoming stronger through diversity and work to make equity a priority in planning the communities it serves. inclusion practices.

34 ‹ TR NEWS May–June 2021 and service delivery. The authority also is seeking new ways to abolish old barriers and create opportunity, internally for employees and externally for passengers. When former General Manager and CEO Nuria Fernandez took the helm of VTA in 2014, she created an office dedicated to diversity and inclusion with an eye on changing how business is done. Now housed within the VTA Office of Civil Rights, the Diversity, Equity, and Inclusion unit coordinates the many programs and events developed to meet the authority’s equity goals. Beyond complying with federal law regarding equal employment opportunity and Title VI (which prohibits discrimination based on race, color, or national origin in federally funded programs Photo: VTA and activities), VTA seeks to make the pur- Owners of small minority businesses meet and mingle with VTA’s larger primary contractors suit of equity a key objective throughout during a 2019 biannual event at the agency’s San Jose, California, headquarters. Such the work it does every day. networking gives the smaller companies the opportunity to secure subcontracts on VTA projects.

BUSINESS DIVERSITY VTA’s Business Diversity program pro- was a $2.3 billion project in which VTA and protect equitable policies and services. vides opportunities for small and minority spent $159 million with 103 Disadvan- For example, the VTA Joint Workforce businesses to participate in government taged Business Enterprise (DBE) firms and Investment program is a collaborative ap- contracts. The authority has exceeded approximately $35 million with 54 Small prenticeship effort with the Amalgamated the level of inclusion that many agencies Business Enterprise (SBE) firms to extend Transit Union (ATU) Local 265 and Mission engage in to reach out to minority-, dis- BART heavy rail service to San Jose. In the College in Santa Clara. This has been cited abled veteran–, and women-owned small second phase, scheduled to start in 2022, as a model program and is replicated by businesses for contracting; it was the first VTA seeks to use the same processes em- transit agencies throughout the United transit authority in the country to include ployed in the first phase to ensure involve- States. LGBTQ+ business enterprises for locally ment of DBE and SBE firms. This phase— The program is for bus and light rail funded projects. The program includes a planned for completion in 2030—involves operators, service mechanics, overhead proactive approach to identifying minori- the construction of four more stations and line workers, and track workers, and its ty-owned businesses that can compete for six miles of track that will extend through two main components are leadership and transportation contracts. It also served as downtown San Jose and into Santa Clara. mentorship. Apprentices are exposed to a model for the larger Santa Clara Coun- VTA is partnering with the Black- lessons and information they would not ty government, assisting with outreach owned Silicon Valley Minority Business normally learn in their everyday jobs in the for the billions of dollars in contracts the Consortium to connect DBEs and other driver’s seat or while performing mainte- county offers. minority-owned small businesses with nance. The lessons combine organizational “Outreach” is the operative word in large contractors in hopes of creating a elements with VTA policies and proce- this initiative, and VTA holds biannual more diverse work environment. Work dures, leadership training, and industry events to connect small businesses and is now under way to encourage these seminars. the larger contractors with which they businesses to submit requests for project Upon completion, apprentices earn may not otherwise have an opportunity to proposals. 18 college credits. Mentors are matched build relationships and to assist those small with apprentices based on common ex- businesses in the certification process to WORKFORCE DIVERSITY, periences, backgrounds, or interests. The pursue contracts. EQUITY, AND INCLUSION leadership element encourages entry-level VTA’s Silicon Valley Bay Area Rapid VTA’s workforce is highly diverse; nearly workers—many of whom are minorities— Transit (BART) Extension—a $7 billion 75 percent of its employees are people of to make their way into higher paying or project—is an example of this program color. From its top management positions management jobs. in action. The first phase, which opened to entry-level jobs, the authority is contin- Jamaine Gibson, workforce develop- two stations for passengers in June 2020, ually focused on best practices to promote ment coordinator at ATU, is an example

TR NEWS May–June 2021 › 35 or affected, particularly under emergency circumstances. The impact of COVID-19, especially on communities of color, laid bare the need to ask (as part of an initial analysis), “Who does this policy help, and who does it hurt?” The nine-month GARE training cohort of 13 VTA employees culminated in a commitment to inject the lessons they learned into the framework of everyday decision making. The cohort was successful in putting their lessons to work when carrying out a virtual public meeting about the future development of a VTA transit center. Their consideration of equity issues in the planning and execution of the meeting and in VTA policies and procedures that governed the meeting likely attracted dozens more Photo: VTA interested community members to the Presenting to the ATU international president and others, Jamaine Gibson—union workforce development coordinator for VTA—shares information about the Joint Workforce Investment event than usual. program. Gibson, a graduate of the program, has since left VTA to coordinate a similar For instance, the cohort collaborated initiative for ATU. with trusted local facilitators to solicit significant stakeholder engagement; held of how the program has fostered career Inclusion Strategic Plan, and serving as a separate meetings in Spanish and English; growth within VTA’s diverse community. voice for improving inclusion and a sense presented attendees with an equity and “When I came to VTA, I had no aspirations of belonging within the organization. inclusion statement on the importance of outside of driving; not on the manage- affordable housing in the area to address ment side and not on the union side,” EQUITY AND KEY homelessness and housing opportunities he states. “I really wanted to drive light DECISION-MAKING based on race; a member of the Ohlone rail because I didn’t need to interact with To drive authority policies and procedures people to conduct a land acknowledge- many people, but the program pulled to be more equitable, VTA is also engaged ment, which recognized the group as the things out of me that I didn’t know I had.” in the Government Alliance on Race and formal stewards of the land where the Gibson credits most of his growing Equity (GARE), a national network of transit center will be located; polled partic- success to his mentor, Rhonda Knox, who government agencies working to advance ipants on their race and ethnicity to ensure helped him acclimate to the job of bus op- racial equity. GARE guides erator. “I started participating as a mentor its members in develop- Photo: VTA because of her,” he continues, “because I ing tools to challenge wanted to give back.” Gibson went on to structural racism and work with ATU to manage the program establishing policies for VTA, then moved to the international and programs that union to help develop similar programs lead with racial around the United States and Canada. equity. To ensure that VTA maintains a culture The COVID-19 of nondiscrimination and equitable treat- pandemic high- ment, as well as celebrates employees’ dif- lighted the need ferences, its Diversity, Equity, and Inclusion to prioritize equity Committee is made up of a cross-section considerations of VTA employees representing a variety when services of jobs, ethnicities, races, and gender are changed identities. The committee is charged with examining current authority practices, making strategic improvement recom- Michelle Oblena (left) and Reyne Jimeno (center) join their colleagues in the Filipino Market mendations to the VTA executive team on display at the annual VTA Diversity Day. The celebration recognizes the various cultures how to best implement the Diversity and represented among employees.

36 ‹ TR NEWS May–June 2021 that there was broad representation; and established that the first meeting was a listening (not a telling) exercise. VTA was there to hear from different communities about what infrastructure projects and transit services they need. Other initiatives within VTA include peri- odic authority-sponsored employee celebrations of ethnic diversity, including Chinese New Year, International Day, Black History Month, and Hispanic Heritage Month. Employees at VTA believe in ensuring that all are served with humanity and dignity and that the authority fulfills its mission of providing true access, safety, and security to all community members, internally and externally.

Metropolitan Atlanta Photo: MARTA Rapid Transit Authority Diversity, equity, and inclusion are not only reflected in MARTA’s ridership, but they are a core part of how the organization defines itself. PAULA M. NASH, Executive Director, and EVELYN L. RICHARDS, Diversity Program Administrator, Office of Diversity and Inclusion, learning content through the MARTALearn in FY2020, MARTA achieved more than 30 Metropolitan Atlanta Rapid Transit Authority platform. percent DBE participation and also spent Diversity, equity, and inclusion (DE&I) are Engaging employees is critical for approximately $100 million with DBE and more than just aspirational words at MARTA. retaining valuable talent, and it plays a SBE firms. DE&I is woven into its fabric. Public trans- vital part in employee satisfaction. Cultur- The SBE program makes it possible for portation is an equalizer and a gateway al awareness programs recognizing the small businesses to engage in every oppor- opportunity for all, and the authority is contributions of specific communities, tunity to participate in locally and federally steadfastly committed to ensuring that all cross-cultural mentoring, and highlighting funded contracts under $200,000. MARTA’s decisions, activities, programs, and ser- employees’ accomplishments are some of SBD program—the final component of the vices are equitable for all stakeholders. the ways that diversity is recognized within Supplier Diversity program—focuses on MARTA’s vast and ever-changing com- the organization. As a result of robust work- fostering positive relationships, mentoring, mitment to DE&I involves constantly seek- force engagement efforts, MARTA contin- and capacity-building to assist small busi- ing innovations in processes and striving ues to exceed the labor market’s statistics nesses in developing skills to compete for to stay ahead of evolving and emerging for minority hires and the turnover rate has opportunities at MARTA. trends. The authority strategically follows fallen steadily in the past three years. a model intended to incorporate DE&I TARGETED OUTREACH AND into every aspect of its business through SUPPLIER DIVERSITY PROGRAM STRATEGIC PARTNERSHIPS workforce engagement, its Supplier Diver- MARTA has a commitment not only to its Outreach efforts extend beyond the sity program, targeted outreach, custom- employees but also to its suppliers. The work environment and into the com- er-centric service, and social equality and Supplier Diversity program supports equal munity through targeted and strategic responsibility. opportunity for minority- and wom- partnerships. MARTA’s support of and en-owned businesses to compete fairly relationships with key organizations and WORKFORCE ENGAGEMENT for MARTA contracts. It consists of three advisories enable the authority to expand MARTA’s programs are designed with components: the DBE program, the SBE its reach within diverse communities in its inclusivity in mind to ensure that all program, and the Small Business Develop- service area, continuously improve acces- employees feel a sense of belonging. This ment (SBD) program. sibility and other measures, and include means deploying strategic hiring prac- The DBE program is the cornerstone differing perspectives into daily business tices to attract the best talent, contrib- of the Supplier Diversity program. It operations. uting to employees’ growth through a ensures that some of MARTA’s contract This approach to outreach has expand- career development program, promoting dollars go to socially and economical- ed the community’s knowledge of MARTA, from within, and providing cutting-edge ly disadvantaged businesses. MARTA’s which has resulted in relationship-building current DBE goal is 23 percent. However, within underrepresented communities in

TR NEWS May–June 2021 › 37 Finding common cause even in their diversity, a group of protesters in Oxford, Georgia—part of metropolitan Atlanta—demand racial justice, social justice, and environmental justice a month after the murder of George Floyd. Such protests motivated MARTA to develop several initiatives, including a Black Lives Matter e-mail inbox to give voice to employees with ideas about what MARTA could do to make a difference.

Photo: John Ramspott, Wikimedia Commons

its service area, broadened opportunities SOCIAL EQUALITY AND reaffirm its commitment to a workplace for collaborations, and generated many RESPONSIBILITY where employees can be their authentic accolades. For example, in February 2020, Service to the community also is a crucial selves. This approach included intensive Stephanie Lee, Supplier Diversity program component of MARTA’s ability to be suc- racial awareness workshops for leadership, analyst at MARTA, was invited to speak at cessful. Even though community service as well as unconscious bias training for all the White House’s Entrepreneurs and Inno- always has been a major objective, the employees. It also included engaging in vators Summit. And later in the year, MARTA importance of social equality was em- conversations through a Black Lives Matter was selected as a finalist for OUT Georgia’s phasized during last summer’s intense e-mail box via which employees were 2020 Corporate LGBTQ+ Ally of the Year. protests sparked by the killing of George encouraged to express their opinions and Floyd, which occurred in the midst of the ideas on meaningful steps MARTA could CUSTOMER-CENTRIC SERVICE COVID-19 public health crisis. MARTA take to support employees and the com- Focusing on the needs of a diverse cus- undertook a multipronged approach to munities MARTA serves. tomer base is imperative to MARTA’s business; their feedback and recommendations are a necessary component for the authority’s sustainability. MARTA regularly hosts town halls, transit enhancement meetings, and public hearings to hear community concerns about service equity issues. As an example, MARTA knows that engagement and the voice of the disabled community are vital to its business. To address this community’s concerns, the authority created the MARTA Accessibility Committee, an advisory group designed to assist the authority in achieving greater awareness of the transportation needs of seniors and persons with disabilities. The committee—which supports testing and advising on the accessibility aspect of projects such as signage, announcements, escalators and elevators, fare gates, mobile Courtesy of Stephanie Lee apps, and MARTA’s website—has proven Invited by then–White House Policy Advisor for Entrepreneurship and Innovation Ashley Bell to be invaluable. (standing), Stephanie Lee (left), MARTA Supplier Diversity program analyst, joined other guest panelists at the Entrepreneurs and Innovators Summit in February 2020. The group discussed the expansion of contracting opportunities and the creation of more mentorship programs for minority-owned businesses.

38 ‹ TR NEWS May–June 2021 Additionally, with homelessness being a deeply ingrained in American society. of the following five key areas of action: major issue in the metropolitan Atlanta area, Public transportation professionals have 1. Providing APTA members—in the MARTA has launched a year-long pilot pro- a distinct and critical role and responsibility public and private sector—with a gram with HOPE Atlanta, a nonprofit organi- to advance social and racial equity every tangible roadmap for advancing racial zation that offers housing, social services, sub- day; in their organizations, as well as in the equity in their own organizations; stance abuse counseling, and employment communities they serve. Communities that to those in need. Trained outreach teams often are underserved by public transit also 2. Offering educational programming, actively—but sensitively—engage homeless are the communities most in need of af- training, technical support, and people on MARTA property, on trains, and in fordable transportation options. In addition, resources on practices, policies, and rail stations to help them obtain housing. the country’s essential workers—who also programs that support racial justice Since the pandemic, MARTA’s part- are more dependent on public transit than and equity; nership with the counties it serves has on other forms of transportation—often live 3. Supporting workforce development allowed the authority to provide access to in underserved communities. from a racial equity perspective; COVID-19 testing near MARTA stations and As we restore and rebuild transit service 4. Becoming a more influential advocacy engage in a collaboration with Uber to offer throughout and beyond this pandemic, we force on racial equity and public transit rides to the polls to customers impacted by owe it to communities to with a specific aim to promote inclusion service disruptions. • Connect everyone in a community and diversity in executive leadership at to vital services such as healthcare, transit agencies, businesses, and their FUTURE DE&I INITIATIVES grocery stores, jobs, schools, and respective board of directors to better Several of MARTA’s DE&I initiatives slated affordable housing; articulate transit’s equity impact and to start later in 2021 include the imple- potential; and mentation of employee resource groups • Work with community leaders in a and the Inclusion Matters program. meaningful way to alleviate rather than 5. Working in an impactful way with Employee resource groups are designed aggravate economic disparities; and key partners such as the Conference of Minority Transportation Officials, to promote an inclusive environment, • Engage with the transit workforce and Latinos in Transit, and other support personal and professional develop- riders—all of whom reflect the diversity organizations dedicated to racial equity. ment, and drive positive business results. of communities around the country— Inclusion Matters involves MARTA’s in a manner that is culturally sensitive, APTA is steadfast and energized by this prime contractors and is geared not only authentic, and responsive. action plan—formally approved by the at enhancing the use of minority vendors board of directors in April 2021—and will Transit agencies around the country are in large contracts, but it highlights equity proactively create and maintain a diverse, taking significant steps to ensure that their issues and brings attention to racial and inclusive, and equitable environment with- commitment to DE&I is elevated as a central cultural awareness as these prime contrac- in the association and across the transit tenet of their organizations’ culture in how tors work jointly with MARTA staff. industry.1 This environment can serve as they serve their communities. They have es- a model for other transportation organi- tablished transit equity frameworks by which zations and those who are committed to MARTA is one of the United States’ they are making decisions in areas such as racial equity. 10 largest public transit agencies. public participation, fares and service cover- As such, it not only is a provider of age, policing, contracting, and performance transportation, but it also is a hub of Acknowledgments reporting. For their workforces, they are diversity reflected in employees who The authors acknowledge Natalie Stiffler, instituting educational programming and represent 50 countries, the range of deputy director of Transportation and platforms for critical conversations on issues services it provides, and the variety of Mobility for the City of Boulder, Colorado. related to race and equity. its ridership. They also acknowledge David Stackrow, APTA’s Diversity and Inclusion Council is chair, and Adelee Le Grand, vice chair of leading the development of a racial equity the Diversity and Inclusion Council, and action plan. This plan is not only inte- American Public Petra Mollet, vice president of Strategic gral, but it is a priority element of APTA’s Transportation and International Programs for the Amer- Diversity and Inclusion Strategic Plan—in ican Public Transportation Association, Association place since October 2017. The action plan Washington, D.C. Public transit’s contribution to social equity underscores the inclusion of differences and matters now more than ever. The ongoing similarities, regardless of ability, gender, pandemic and the tragic deaths of George gender identity, sexual orientation, age, Floyd, Ahmaud Arbery, Breonna Taylor, ethnicity, race, and geographic origin. 1 See the Racial Equity Action Plan and the Diversity and so many others have exposed visible The Racial Equity Action Plan consists and Inclusion Strategic Plan at https://www.apta. and long-standing racial inequities that are com/about/diversity-equity-and-inclusion/.

TR NEWS May–June 2021 › 39 Rosa Parks She Wouldn’t Give In, and She Wouldn’t Get Up

CASSANDRA FRANKLIN–BARBAJOSA The author is Editor of TR News at the Transportation Research Board, National Academies of Sciences, Engineering, and Medicine in Washington, D.C.

t was December 1, 1955, and I 42-year-old Rosa Parks had just come off a long day at the Montgomery Fair Department Store, the Montgomery, Alabama, retailer where she worked as a seamstress (1). She routinely took the Cleveland Avenue bus home, but she tried to avoid it when James Blake was behind the wheel. Twelve years before, the white driver had gotten rough with her when she refused to follow the Jim Crow segregation rule that demanded Black passengers pay their fare in front, then disembark the bus and re-enter through the rear door. The driver had grown angry at her lack of cooperation and pulled her by the coat sleeve. Rather than give in, Rosa left the bus (2). In the segregated South, Jim Crow laws were designed to impose a heavy weight of racial oppression on the backs of Black people. In Montgomery, as elsewhere in the South, the law reserved a bus’s first 10 seats for white passengers only; Black passengers were relegated to the 10 seats in the back. The middle seats were for anyone, as long as no white passenger was left standing (1). An- other Montgomery code was less clear: One version stated that segregation must be enforced and upheld. The other stated that no person—Black or white—could

At 5 feet, 3 inches, Rosa Parks was a small woman whose large impact on U.S. civil rights history has yet to be fully measured. (Photo: GPA Photo Archive, U.S. Department of State)

40 ‹ TR NEWS May–June 2021 be asked to give up their bus seat, even if no other Following the 1956 U.S. Supreme Court decision that seats were available. ruled bus segregation as White drivers largely unconstitutional, Rosa Parks ignored that version of sits in the front of a bus. United Press International the law (2). reporter Nicholas C. Chriss On that Thursday in sits behind her to cover the December, a distracted news event. (Photo: U.S. Library of Congress) Rosa boarded the bus without noticing that James Blake was driving. She took a seat in the first row behind the white section (1). The bus became crowded, Blacks and led by 26-year-old Reverend REFERENCES and one white man was left standing. The Martin Luther King, Jr. (2, 5). For more 1. An Act of Courage: The Arrest Records of driver then demanded that the four Black than a year, boycotters and organizers Rosa Parks. U.S. National Archives. h t t p s : // www.archives.gov/education/lessons/ passengers on both sides of Rosa’s row endured failed lawsuits, anger, and vio- rosa-parks. stand and make the seats available to the lence, drawing international attention. The 2. D ecember 1, 1955: Rosa Parks Is Arrest- man and any other white riders, essential- boycott ended on December 20, 1956, ed. History.com. https://www.history.com/ ly moving the line back to expand the white when the U.S. Supreme Court’s written topics/black-history/rosa-parks#section_2. section (a custom that drivers followed order—following the November 13 ruling 3. T heoharis, J. How History Got the Rosa Parks Story Wrong: The Quiet Seamstress on a whim, thanks to the contradictory that bus segregation is unconstitutional— We Want on Our $10 Bill was a Radical city law that gave them police authority arrived in Montgomery (2). Activist in the Black Power Movement. on their buses). Three of the passengers Although violence continued in the The Washington Post, December 1, 2015. https://www.washingtonpost.com/postev- released their seats. Rosa—in an act of aftermath, including bombings at four erything/wp/2015/12/01/how-history- determined defiance—did not (3, 4). Black churches and the homes of Black got-the-rosa-parks-story-wrong/. Her stand against the dehumanizing leaders, King was elevated to the world 4. Theoharis, J. The Rebellious Life of Mrs. order led to her arrest. Although Rosa—a stage, and Rosa Parks—who, along with Rosa Parks. 2021. https://rosaparksbiog- lifelong, highly respected, and vocal free- her husband, lost her job during the racial raphy.org/bio/parks-stance/. dom fighter—was released on bail that strife—came to be known as the Mother 5. Rosa Parks. The Martin Luther King, Jr., Research and Education Center. Stanford evening, news of her detainment spread of the Civil Rights Movement (2). University. https://kinginstitute.stanford. quickly (3). Black ministers, leaders, and “People always say that I didn’t give up edu/encyclopedia/parks-rosa. community activists rallied the next day to my seat because I was tired, but that isn’t 6. Parks, R., and J. Haskins. Rosa Parks: My mobilize in what became the Montgomery true,” she stated in her autobiography. “I Story. Puffin Books, New York, 1999, p. 116. Bus Boycott, a nonviolent protest waged was not tired physically. . . . No, the only by more than 40,000 Montgomery tired I was, was tired of giving in” (6).

TR NEWS May–June 2021 › 41 DIVERSITY IN TRANSPORTATION CONTRACTING

Photo courtesy Tanisha Hall

variety of federal, state, and local remedy ongoing discrimination and the KAREN FEBEY certification programs provide continuing effects of past discrimination in contractual opportunities for federally assisted highway, transit, airport, The author is the senior certain types of disadvantaged and highway safety financial assistance report review officer at the businesses, such as those owned transportation contracting markets nation- Aby minorities, women, and persons with wide.” It offers an opportunity for small Transportation Research Board, disabilities. These include the federal disadvantaged businesses to compete for National Academies of Sciences, Disadvantaged Business Enterprise (DBE) federally funded transportation contracts Engineering, and Medicine in Program, the Minority Business Enterprise initiated by state and local governments. Washington, D.C. (MBE) Program, the Female Business The DBE program is authorized by Con- Enterprise Program, the Persons with gress, most recently in the Fixing America’s Disabilities Business Enterprise Program, Surface Transportation (FAST) Act of 2015.1 and the Woman-Owned Business Federal The small business owners who are Contracting Program. presumed to be socially and economically Broadly, these programs seek to disadvantaged for the purposes of DBE support the growth and development certification (unless established otherwise of businesses owned by people from through a certification review) are Asian– Above: Tanisha Hall delivers a presentation to historically underrepresented groups by Pacific American, Hispanic American, fellow transportation professionals. Federal disadvantaged business enterprise (DBE) providing technical assistance, business Subcontinent Asian American, African- programs offer technical assistance, business support services, and standards promoting American, Native American, or women.2 support, and promotion of contracts for their participation in contracts with certain minority- and women-owned businesses, as well as businesses owned by persons with government entities. disabilities. The U.S. DOT DBE program helps This article focuses on the DBE pro- 1 https://www.transportation.gov/civil-rights/ ensure not only that such businesses can gram. Administered by the U.S. Depart- disadvantaged-business-enterprise. operate on a level playing field but also that the 2 https://www.transportation.gov/civil-rights/ transportation profession as a whole benefits ment of Transportation (U.S. DOT), the disadvantaged-business-enterprise/definition- from a diversity of perspectives and talents. DBE program was designed as an effort “to disadvantaged-business-enterprise.

42 ‹ TR NEWS May–June 2021 Other small business owners, such as Therefore, she uses market research to persons with disabilities, may qualify for decide which certifications to apply for. DBE certification based on an individu- Hall notes that the various technical alized showing of social and economic support she received was invaluable when disadvantage. navigating the DBE administrative pro- U.S. DOT has been statutorily directed to cesses because the application process spend at least 10 percent of its total budget involved numerous questions about her for highway and transit assistance programs firm’s financial records. In particular, she on small disadvantaged businesses.3 recalls, Tennessee DOT’s DBE supportive This article profiles owners of three services team was immensely helpful when transportation DBE firms. They discuss she applied for both Tennessee and inter- what DBE certification means to them and state DBE certifications. how it has helped them to start and grow Hall adds that Tennessee’s Procure- their businesses. Although their experi- ment Technical Assistance Center (PTAC) ences cannot necessarily be generalized walked her through the questions on the to that of all business owners with DBE federal government’s System for Award certification, they highlight how the certi- Management website and when acquiring fication affects the contracts these owners the number she needed to register as a Photo courtesy Tanisha Hall are awarded. Tanisha Hall, Fairpointe Planning, LLC business entity. All states have PTACs, Hall Profiled in this article are Tanisha points out, adding that she would recom- Hall, principal and CEO of Fairpointe mend them to any small business seeking Planning, LLC, a transportation plan- In a previous job working in state government contracts. ning firm in Nashville, Tennessee; Gloria government, Hall recalls that she real- Bender, co-owner of TransSolutions, LLC, ized the importance of DBE certification Gloria Bender, a planning and operations consulting when she noticed that few of the project TransSolutions, LLC business; and Donald Williams, CEO and contracts she signed off on were with mi- Gloria Bender has nearly 40 years of expe- owner of Weatherspoon & Williams, LLC, a nority-owned firms. She saw how minority rience as an industrial engineer, including manufacturing and distribution company businesses bring critical perspectives that 23 years as the co-owner of TransSolu- focused on steel products. may be missing if the consulting team is tions, LLC, a 100 percent women-owned not diverse. Notes Hall: “When you have consulting business focused on planning Tanisha Hall, Fairpointe people who have diversity of thought design and operations of buildings and Planning, LLC and in culture, the project team is better transportation infrastructure. Tanisha Hall had more than 20 years of able to examine impacts on a variety of When TransSolutions was founded experience as a transportation planner communities and look at problems from in 1998, the firm sought DBE status as a when she founded her company provid- different perspectives, thus leading to ing transportation planning and public better solutions.” engagement services. She began working When she was a new business, Hall on her DBE certification in Tennessee as estimates that about 80 percent of her she was developing her business, and she contracts were due to her DBE certification now has certification in six states. because of federal funding requirements. According to Hall, other certifica- To gain project experience, her firm enters tions—as a women’s business enterprise into subconsulting agreements with larger (WBE), small business enterprise (SBE), or consulting firms to compete for projects. an MBE—often are necessary to stay com- Partnering with the larger firms as a DBE is petitive. Like the DBE certification, these a key component of her business’s viability, often require separate certifications for because she is able to work on projects for each state or municipality in which a busi- which she may not have all of the techni- ness wants to participate. Along with its cal resources to successfully compete and certified DBE status, Hall’s business is also win as a prime contractor. certified as a WBE and MBE in Tennessee. Hall explains that applying to become a DBE in both her home state and other states is time-consuming and leads to 3 https://www.transportation.gov/civil-rights/ decisions about trade-offs when deciding disadvantaged-business-enterprise/dbe-program- Photo courtesy Gloria Bender overview. which states and certifications to pursue. Gloria Bender, TransSolutions, LLC

TR NEWS May–June 2021 › 43 Photo: Denver International Airport TransSolutions, LLC worked with Ferrovial Aeropuertos to reimagine the layout and use of the 1.5-million-square-foot Jeppesen Terminal at Denver International Airport. Although the DBE procurement process can be time-consuming, Bender notes, helpful employees and diversity officers at airport procurement offices can make the process go more smoothly. networking tool for clients and business airport procurement offices that helped her Donald Williams, partners who also had the economical- in the DBE process. Weatherspoon & ly disadvantaged, women-owned small Bender observes that public-sector bid- business designation. Bender comments ding is time-consuming, and public-sector Williams, LLC that it is difficult to measure how much transportation organizations are chal- Donald Williams has more than 45 years DBE certification affects the viability of her lenged with additional duties and budget as a senior-level financial manager, work- business. But she estimates that, at one cuts in recent years. The DBE program also ing in business administration, consulting, time, close to 20 percent of TransSolu- encourages public-sector owners to seek and leadership with shareholders, execu- tions’ projects were acquired because of its new providers and give them a chance, tives, and government officials. He is CEO DBE status. Bender notes, though, that less even when it would be less work to retain and owner of Weatherspoon & Williams, than half of her firm’s projects require DBE incumbent, frequently used, large archi- LLC (WWLLC), a company that focuses participation because those projects are tectural and engineering firms. on fabricated steel product manufacture, not federally funded. DBEs contribute a unique perspective delivery, and distribution, as well as com- The questions and forms in the DBE to projects, Bender affirms. These compa- plete material chain management and application process were confusing and nies typically bring diversity of background procurement. the different processes in each state and lived experience to project teams, Some examples of the company’s work challenging, Bender recalls. She adds that making solutions and recommendations include providing metal foundations to recordkeeping can be burdensome, but her more robust. Because DBEs are relatively support highway infrastructure and sup- company’s office manager, who has han- small companies, she adds, owners and plying and maintaining wayfinding signs. dled the certification processes, has helped staff frequently wear many hats, giving WWLLC is a certified DBE, MBE, and SBE. greatly. In addition, the Unified Certification them a holistic perspective and experience Williams recalls that in the past, prime Program (an effort to standardize the DBE that is both broad and deep. contractors, or primes, had to prove that process in all states) has helped reduce the Bender also observes that successful they included a certain percentage of WBEs differences in each state’s requirements. DBEs have learned to be nimble in respond- and MBEs as subcontractors. In the 1980s, Bender also commends the helpful regula- ing to market needs; this ability is valuable the program consolidated WBEs and MBEs tors at her local certification agency, as well to projects, especially when circumstances so that it was then a goal to get a certain as airport workers and diversity officers at change—such as during the pandemic. percentage of DBEs. And now, he notes,

44 ‹ TR NEWS May–June 2021 benefits of his company is helping primes fulfill their need for DBE participation. He calls this “oh, by the way”: He provides a high-quality service in a timely manner, and the primes can show they are contracting with a DBE. Promoting Diversity in Contracting at TRB TRB promotes diversity in contracting both through the contracts it awards in its Cooperative Research Programs (CRP) and through its committee structure in the Technical Activities Division. TRB

Photo: Weatherspoon & Williams, LLC considers minority participation in a CRP Weatherspoon & Williams, LLC served as a subcontractor on a major refurbishing project project as providing viewpoint diversity in the Tuscarora Tunnel along the Pennsylvania Turnpike. Williams observes that, by helping by encouraging certified minority and disadvantaged firms participate in federal contracts, the DBE program helps break down disadvantaged businesses to compete for systemic racism in the construction industry. TRB contracts and for majority-owned firms to include a minority or disadvantaged firm among their subcontractors. the DBE program has a “good faith effort” explains that the construction industry can An alternative approach is to look at such rule, which means that primes whose DBE be a “good ol’ boys club,” so ensuring factors as the composition of the research participation is lower than the goal set for that minority-owned firms—especially team and whether it includes a large mi- a specific project must document that they those that may not have been otherwise nority-owned business or a well-integrated legitimately tried to retain DBE’s but were considered—can participate in federal team of researchers. unsuccessful for reasons beyond their con- contracts has helped to break down sys- After TRB’s committee realignment, trol as a condition of getting the contract— temic racism in the industry and level the the Standing Committee on Contracting even though the goal was not met. playing field. Equity—the successor to the former DBE Williams comments that DBE certi- Because WWLLC’s DBE designation Committee—embraced a broader scope fication was key for him in building his facilitated his ability to break into the in- that goes beyond the federal DBE program business and continues to remain key to dustry and get contracts he may not have and focuses on methods to achieve equity his ability to be awarded contracts. He received otherwise, Williams affirms that in transportation contracting at the feder- the DBE program allowed him to estab- al, state, and local levels. lish himself and seek out new business According to committee chair Joanne opportunities. He also credits the mentor Lubart, the committee’s critical concern is who helped him navigate the contracting focusing on past and current structural and process and learn the ins and outs of the institutional barriers and identifying and im- construction industry. plementing measures that enable minority Williams does not believe that he and disadvantaged businesses to participate brings any special perspective to a project fully in public-sector procurements. as a DBE but observes that one of the

When you have people who have diversity of thought and in culture, the project team is better able to examine impacts on a variety of communities and look at problems from different perspectives. Photo courtesy Donald Williams Donald Williams, Weatherspoon & Williams, LLC

TR NEWS May–June 2021 › 45 RESEARCH PAYS OFF

AIRPORT ESCALATOR FALLS

Photo: iStock

scalators often are considered the failure to hold onto the handrail, and car- K. M. HUNTER-ZAWORSKI best way to convey people between rying strollers or too much baggage onto levels in space-constrained airports. the escalator. Elevators are the best and The author is principal at Escalator equipment designs and safest alternative to the escalator. In some K. M. Hunter-Zaworski, LLC, in layouts consider people, travel circumstances, factors such as escalator Espeed, and redundancy, but they rarely design and operations may specifically Corvallis, Oregon. account for the baggage and mobility de- contribute to the number of incidents, vices that airport travelers bring with them. but in other cases they may reduce the Many airport escalators are not in proximity number. to elevators, so travelers usually choose to Another problem is that escalator take their baggage and travel companions incident data are not reported using on easily located escalators instead of look- consistent reporting systems. This makes it ing for elevators. However, such choices difficult to compare escalator incident data can introduce a risk of escalator falls. derived from various airports and objective statistical analysis of incident data impos- Assessing the Problem sible. It is possible to see some trends in Escalator falls are a significant concern for the data, but consistent reporting systems risk management professionals at airports. may provide risk management profession- ACRP Synthesis 109, Project 11-03 supports als with access to better statistical tools for research that demonstrated that human evaluating airport escalator incidents. behavior—not the design or operations of the escalator—is the primary cause of Solving the Problem Above: Baggage, conversation, and failure escalator falls (1). Airport escalators are Based on our research, solutions could to hold onto the handrail—not to mention texting—add up to distracting behavior that a source of passenger-related accidents be broadly categorized into four areas: can lead to escalator falls. primarily due to passenger inattention, co-locating elevators and escalators,

46 ‹ TR NEWS May–June 2021 to supplement passive signage in inform- ing and educating travelers. A green light, prominent overhead sign, and open doors Applying Solutions signal a homed ACRP Synthesis 109 noted a reduction elevator just off the in escalator incidents, but it is difficult airport concourse and to directly attribute the reductions to within passengers’ line of sight, offering those changes that were made at four of the with luggage, children, airports studied. The research findings or wheeled transport were concurrently implemented at several an easy alternative to a nearby escalator. U.S. airports. Two airports—Eugene Air- (Source: ENTRO) port in Oregon and Sarasota Bradenton International Airport in Florida—reduced the speed of the escalators and experi- modifying escalator operation, increas- enced a reduction in escalator incidents. ing public awareness, and educating Minneapolis–St. Paul International Airport about escalator safety. However, key in Minnesota is undergoing a significant factors for improving escalator safety airport terminal renovation. The terminal not only include co-locating the eleva- design includes elevators on the main tor with the escalator, but also doing so path of travel, with the escalators less on the path of travel with wayfinding conspicuous and off to the side. In addi- signage to warn of hazards and to clearly tion, the elevators are homed with the guide people with heightened risk of doors open. As a direct result of a field incidents to elevators. visit associated with the ACRP project, Newer airport terminal designs are Eugene Airport installed new overhead implementing a number of changes to re- signage to improve wayfinding and eleva- duce escalator-related incidents, including tor visibility, particularly for passengers in newer, safer, escalator designs; updated wheelchairs. lighting; new signage for wayfinding and escalator use; and co-location of elevators. Overall Benefits “Homing” an elevator by showing open The study results will assist airport risk doors and green lights makes the elevator management professionals in develop- a more inviting alternative to escalators. ing mitigation programs for escalator Three main escalator-based mitigations incidents. Reducing the operating speed can increase safety: Three flat steps at the bottom of an of escalators and upgrading signage for escalator—in accordance with the latest 1. Reduce escalator speed, escalator safety code—assure steadier elevators are short-term and low-cost footing and decrease the risk of falls. improvements in escalator safety. Other 2. Provide three flat steps at the top and (Source: K. M. Hunter-Zaworski) improvements can include installing bol- bottom, and lards: short posts that prevent passengers from taking luggage and other large items 3. Install wider step width. 90 feet per minute rather than 100 feet onto escalators. Slowing escalator speeds and adding per minute, and the escalator incident For more information, contact K. M. three flat steps at the top and bottom of data showed a reduction in the number Hunter-Zaworski, K. M. Hunter-Zaworski, an escalator—as recommended by the of incidents. LLC, at [email protected]. most recent escalator safety code (ASME Other mitigations include instituting A 17.1-2016)—eases transitions on and airport public safety education programs REFERENCES off the escalator. Wider steps make it focused on escalators; improving escalator 1. Hunter-Zaworski, K. ACRP Synthesis 109: easier for passengers to hold the hands safety signs and wayfinding visibility for all Escalator Falls. Transportation Research of small children. The effectiveness of passengers, including those using wheeled Board, Washington, D.C., 2020. https://doi. new escalator fall mitigations require mobility devices; and using remote bag- org/10.17226/25899. additional research. None of the reviewed gage check-in. Most airports use video literature indicated a preferred or best surveillance systems to cover escalators Editor’s Note: Appreciation is expressed to Nancy Whiting, TRB, for her efforts in devel- speed for escalators. Two airports cited as a risk management tool. Some airports oping this article. in the study operate escalators at 80 and also use audio messaging and short videos

TR NEWS May–June 2021 › 47 Tanisha Hall CEO and Principal, Fairpointe Planning, LLC PROFILES

Tanisha Hall’s path to transportation it recommends ways to improve the com- parks, libraries, or educational institutions planning was one of discovery. She start- munity’s transportation mobility. “We fo- in their mobility? All of these elements ed as a business administration major at cus heavily on community engagement,” factor into the big picture.” Southern University at New Orleans but she states. “That part really motivates me. Hall keeps her finger on the indus- soon learned that some of her classmates If you do engagement well, the rest of the try’s pulse through participation in were not finding jobs. That prompted her project can go well. But if you don’t do it several organizations and projects. She to consider a second major. “A degree in well, that’s when people get quite upset is the Nashville Chapter vice president of transportation logistics required only 18 because they don’t feel heard.” the Conference of Minority Transporta- extra hours, so I signed up,” she explains. tion Officials and the Middle Tennessee “I was fascinated with it! I never thought Chapter past president of the Women’s about how products get from one place Transportation Seminar. She also has to another.” served on the Special Committee on Re- Business was still Hall’s primary focus search and Innovation for the American when she entered graduate school at the Association of State Highway Transporta- University of Iowa—until she discovered tion Officials. urban planning. “Growing up in New Her work with the Transportation Orleans, I had always been a public transit Research Board includes serving as a user,” she continues. “I caught a bus. member of the Standing Committee on I caught a ferry sometimes. I caught a Economic Development and Land Use. streetcar occasionally. I carpooled to get to She has chaired two National Coopera- class because I didn’t own a car until my tive Highway Research Program (NCHRP) junior year of undergraduate school. I was project panels and currently serves as a a multimodal user and had never thought panel member on NCHRP Project 20-113: about all that. From the start, I was ready Research Roadmap—Transformational to take on the world of business. I was all Technologies (other than CV/AV). about the power suits and pumps, but Hall has observed that minorities are something said, ‘Nope! You’re going to be not well represented in the transportation a planner!’ So I earned a master’s degree “Intentionality is extremely planning field and encourages organiza- in urban planning with an emphasis in tions to embrace diversity: “Be intentional transportation.” important when it comes about including different people in your Hall’s career first took her to Tennes- organization. Be intentional about includ- see, where she served two stints as the re- to having a diverse group ing different people in your projects. In- search and transportation director for the tentionality is extremely important when it Greater Nashville Regional Council; then of people involved in comes to having a diverse group of people to Georgia as senior transportation planner involved in solving problems.” for the Atlanta Regional Commission; solving problems.” Diversity also is important to her and on to the same role for UrbanTrans company’s mission. “Minorities need to Consultants, also in Atlanta. In 2012, be involved in the research process and she returned to Tennessee to become Hall’s current projects devise mobility be recognized as thought leaders in the the long-range planning director for the plans for communities that are on the industry; it benefits the industry and the Tennessee Department of Transportation, cusp of significant development flowing public,” she declares. “So many times, where she managed the development of in from urban areas. “Some are rural we aren’t given chances, and our abil- the agency’s 25-Year Long Range Trans- communities, and some are just outside ities are discounted. I want to provide portation Policy plan, which outlined the of urban areas,” she explains. “They see opportunities and help grow the next state’s long-term vision for transportation. change coming and want to be proac- generation of transportation planners, Then, in 2018, she established her own tive in how they prepare for it. We’re but a diverse group who understands management consulting firm, with a focus working with them to determine how the process, has the skill set, and is ready on transportation planning. people get around. Are there opportuni- to go. Someone has to commit to that. Hall’s firm uses data analysis, research, ties to include bicycles and walking? Are Why not me?” and public engagement to help a commu- they looking at electric charging stations nity identify its transportation issues. Then for vehicles? Is there a need to connect

48 ‹ TR NEWS May–June 2021 Mohamed A. Abdel-Aty University of Central Florida PROFILES

A pioneer in real-time safety research and ment, but the ultimate interest of an engi- proactive traffic management, transpor- neer is to see the difference in reality.” tation safety planning, connected vehi- Aty’s work on innovative intersection cles, and technology implementation, designs contributed to Florida’s Manual Mohamed Abdel-Aty is the chair of on Safety Performance for Intersection the Department of Civil, Environmental, Control Evaluation. He invented and and Construction Engineering at the evaluated a new intersection design to University of Central Florida (UCF). He accommodate high traffic volumes while also leads UCF’s top-ranked transportation reducing conflicts, as well as extensive group and is the founder and director of work on interchange safety, including its Future City Initiative and new master’s diverging diamond interchanges (DDI), degree program in Smart Cities. supporting the Florida DOT conversion of During his time as a civil engineer- 35 interchanges throughout the state to ing undergraduate student at Alexan- DDI. In addition to numerous safety solu- dria University in Egypt, Aty gravitated tions, Aty’s computer vision and machine toward transportation, even though learning systems are used by Florida DOT focusing on areas of study other than in several applications. structures was somewhat nontraditional Aty has been active on TRB committees at the time. But civil engineering encom- “Start from an idea, since the late 1990s, when he joined what passes so much more, Aty notes: “Once then persevere and work is now the Standing Committee on Safety the infrastructure has been well-devel- Performance and Analysis. He chaired oped—particularly in the United States— on it very hard, and it the Second Strategic Highway Research it becomes more about maintaining Program Expert Task Group on Roadway and managing it all.” He completed his becomes reality.” Measurement System Evaluation. For the master’s degree work in railroad simula- past 11 years, he has coauthored the yearly tion at Alexandria University and came Synthesis Report on Safety-Related Papers. to the United States to attend a Ph.D. Outside of TRB, Aty chairs the American So- program at the University of California prove it, then you can build it and im- ciety Civil Engineers Transportation Safety (UC), Davis. prove on it. Then it becomes a system.” Committee and served as editor-in-chief of Once at UC Davis, Aty began working Among the new concepts Aty has in- the journal Accident Analysis and Prevention. in travel demand analysis research and, troduced over the past 20 years—that are Aty brings his entire research team— after completing his dissertation, joined now well-accepted in practice—are proac- around 25 students—to TRB’s Annual the faculty at UCF. As a young assistant tive traffic management, real-time safety Meeting each year, ensuring that they professor, it was key that he find a research risk prediction, and transportation safety attend meetings and sessions and pres- niche. Aty had taken courses in safety planning at the macroscopic level. Many ent their research. Now, many of both during his Ph.D. studies; though safety have been emulated and implemented his current and former Ph.D. and mas- was a relatively new branch of traffic engi- throughout the world, and some are to be ter’s students are active on various TRB neering, it was well on its way to becom- included in the Highway Safety Manual. committees. “One of the truly rewarding ing its own science. In November 2019, Aty and his stu- experiences as a professor is to work with Aty’s research in safety proved pro- dent team won the U.S. Department of a lot of students and to really see how this ductive. Soon, the field of safety analytics Transportation (DOT) Solving for Safety work affects them and their careers and began to expand with the growth in sub- Visualization Challenge. Their research how they develop,” Aty muses. disciplines and ever-evolving technologies. on real-time crash risk visualization using In 2019, Aty’s paper, “Understanding Aty and his students started to broaden integrated tools for traffic safety evaluation the Highway Safety Benefits of Different their research, particularly into how and management has been implemented Approaches of Connected Vehicles in real-time big data — along with artificial in Florida and now is included in a U.S. Reduced Visibility Conditions,” was one of intelligence and machine learning — could DOT funding opportunity to be imple- the five most cited papers in the Transpor- be leveraged for safety. mented by other jurisdictions. tation Research Record. He also received the “Start from an idea, then persevere “This is the ultimate objective for an 2020 Roy W. Crum Distinguished Service and work on it very hard, and it becomes engineer,” Aty observes. “Researchers are Award from TRB. reality,” Aty comments. “When you can happy to generate ideas and get excite-

TR NEWS May–June 2021 › 49 TRANSPORTATION

INFLUENCER attend the annual meeting every year and have gained a deeper understanding of TRB as an organization. How has TRB influenced your career so far? Niloo Parvinashtiani As a younger person, learning how TRB works has helped me under- Niloo Parvinashtiani is the technical stand how the transportation industry works. I see TRB as a home programs manager at the Institute for the creation, coordination, and expansion of collaborative activ- of Transportation Engineers in ities among transportation leaders, organizations, and key industry Washington, D.C. She is the chair groups. This knowledge has given me a clearer vision for my career of the Young Member Subcommit- tee of the Safety and Operations pathway. I also have been able to enhance my leadership skills by Group; a member of the Young volunteering to organize webinar series, workshops, and other activ- Members Coordinating Council; ities through the TRB Young Members Coordinating Council. and an active friend of the Standing What was one of your most memorable Committee on Safety Performance TRB Annual Meeting moments? and Analysis, the Standing Commit- tee on Freeway Operations, and the Standing Committee on Even though the TRB Annual Meeting is usually a packed event Regional Transportation Systems Management and Operations. where five days seem like at least five weeks, I still feel excited to come back every year and see what my takeaways will be. During How did you first hear about and become involved the opening weekend of the 2019 meeting, the Washington, D.C., with the Transportation Research Board (TRB)? area had a heavy snowfall. With the Metro shut down and no I first heard about TRB as a graduate student when my ride-hailing option, the commute was very challenging. I had to ask advisor announced an opportunity for a limited number of my husband to give me a ride. Not everyone who registered made students in the research group to receive travel funding sup- it to the meeting, but it was memorable for the ones who did. port to the 2016 TRB Annual Meeting. I was one of the few lucky ones to be selected. It was my first annual meeting, so I was amazed—and overwhelmed—by the large number of Transportation Influencer highlights the journey of attendees, numerous sessions and meetings, and all the net- young professionals active in TRB. Have someone working opportunities. Since then, I have been fortunate to to nominate? Send an e-mail to [email protected].

Let’s Hear From You! Many of you are familiar with the TR News Centennial Quotes feature borrowed from the musings you posted in the Tell Us Our Story segment of TRB’s website. You’ve had such great things to say, and with TRB’s centennial Your year officially over,TR News has continued publishing your words in our Volunteer Voices segment. Now, we’re Picture going a step further by introducing our own question-and-answer spinoff, and you’re invited to participate. Here In each issue, we will pose a single—and mostly light and fun—transportation-related question. To answer, just e-mail us at [email protected] and follow these few simple rules:

• Include “Volunteer Voices: [the question you’re answering]” That’s it! in the subject line; When the issue is published, we’ll send you a pdf • Answer the question thoroughly, but keep it brief (sorry, but of the page that features your response. Please note that, like all we can’t publish the first chapter of your new book); and TR News content, your response will be subject to editing for • Attach a current high-res (300 dpi and/or 1 MB minimum) grammar, length, and TRB style. And we may need to contact you headshot of yourself. for clarification, so add us to your contact list.

Now that you have the details, here is the question:

If you were a vehicle, which would you be and why?

50 ‹ TR NEWS May–June 2021 › TRB HIGHLIGHTS CONSENSUS REPORT Options for Reducing Lead Emissions from Piston-Engine Aircraft TOM MENZIES AND RAY WASSEL

Menzies is the director of the Consensus and Advisory Studies Division, Transportation Research Board, and Wassel is a scholar at the Board on Environmental Studies and Toxicology, Division on Earth and Life Studies, National Academies of Sciences, Engineering, and Medicine, Washington, D.C.

asoline-powered, piston-engine aircraft Photo: Ronnie Robertson, Wikimedia Commons Gare the single largest emitter of lead The congressionally mandated report Options for Reducing Lead Emissions from Piston-Engine in the United States. Lead is added to Aircraft concludes that federal agencies should coordinate efforts across a range of mitigation pathways to achieve sustained, tangible lead reductions in avgas. aviation gasoline (avgas) to raise the octane levels needed by many of these aircraft for safe flight performance. When Because the total market for avgas is THE STUDY emitted from aircraft exhaust, lead can be small and fueling infrastructure is limited The Federal Aviation Administration (FAA) inhaled by people living near and working at most of the country’s airports, leaded Reauthorization Act of 2018 called for the at airports. Lead exposures can also occur avgas is usually the only fuel available to National Academies of Sciences, Engineer- from exhaust deposited on soil and other operators of all gasoline-powered aircraft— ing, and Medicine to study options for surfaces, spills and vapor emitted during including operators of the many small air- mitigating and reducing lead from avia- refueling, and contact with residue left on craft that do not require high-octane fuel. tion, including options for changing fuels aircraft engines and other components. This grade of avgas supplied is designated and aircraft operations and practices at Lead is a highly toxic substance that can “100LL,” where “100” refers to the octane airports. The National Academies formed result in many negative health effects; level and “LL” stands for “low lead.” a committee of 10 members providing even at low exposures as measured by blood lead levels, lead has been linked to effects such as decreased cognitive performance in children. At least one-third of the gasoline-pow- For More Information ered aircraft fleet has high-compression piston engines, which require high-octane This study was sponsored by FAA. Any opin- avgas with lead additives for safe operation. ions, findings, conclusions, or recommenda- The other share of the fleet could use avgas tions expressed in this publication do not nec- with lower octane levels and no added essarily reflect the views of any organization or lead. Gasoline-powered aircraft are used for agency that provided support for the project. most personal and recreational flying. They Copies of Consensus Study Report: Options for are also used for transportation in rural and Reducing Lead Emissions from Piston-Engine remote regions and for performing critical Aircraft are available from the Transportation societal functions such as medical airlifts, Research Board or https://www.nap.edu/cata- aerial firefighting, business transport, pilot log/26050. training, and search and rescue. Aircraft with high-compression engines perform many of these functions. Therefore, they account for a disproportionately large share of avgas consumption.

TR NEWS May–June 2021 › 51 TRB HIGHLIGHTS

expertise in air pollution, airport planning targeted to pilots, aircraft technicians, and lead emissions could be reduced by about and operations, fuels and emissions reg- others who work at airports. 30 percent. However, this outcome would ulation, health risk assessment, statistics, Shortly before takeoff, a pilot conducts require investments by airports in addition- and mechanical and aviation engineering. a “run-up,” briefly bringing the engine of al fuel storage and dispensing capacity. After examining potential mitigation the stationary aircraft up to high power FAA should research public policy options, the committee concluded that at to confirm the engine’s safe operation. Air options, including those that may require present no single option could guarantee quality studies at airports have shown that congressional involvement, to enable and lead’s full or near-elimination and that engine run-ups can contribute to signif- encourage greater use of available un- achieving sustained and tangible reduc- icant airborne lead concentrations near leaded avgas. The options might include tions will require concerted efforts across a run-up areas. providing incentives for airports to supply range of mitigation pathways. FAA should update its guidance on unleaded avgas and pilots to use it on For nearly a decade, FAA, fuel de- the location of run-up areas to reflect the eligible aircraft. velopers, and the general aviation (GA) results of recent research, including the industry have collaborated to develop an need to account for both the emissions PURSUIT OF LEAD-FREE FUELS unleaded “drop-in” fuel that can be used of engine run-ups and takeoffs when ana- AND PROPULSION SYSTEMS by all gasoline-powered aircraft, including lyzing the geographic distribution of lead Although technically challenging, the those that require high octane. Formidable emissions at the airport. development and deployment of lead- technical challenges mean that success free, high-octane avgas can eliminate lead has remained elusive, but the committee CHANGES TO EXISTING FUELS emissions without requiring changes to recommended that those collaborative ef- AND THEIR SUPPLY aircraft equipment and operations or air- forts continue as part of a comprehensive A high-octane grade of avgas that contains port investments in additional fuel storage lead mitigation strategy that also includes less lead than 100LL, known as “100VLL” and dispensing capacity. FAA should keep pathways for making near- and mid-term (very low lead), could be used by all collaborating with the GA industry, aircraft progress in reducing lead emissions and piston-engine aircraft. Fleetwide use of users, airports, and fuel suppliers to search exposures. 100VLL could reduce total lead emissions for and deploy an acceptable and univer- by nearly 20 percent; however, this grade sally usable unleaded replacement fuel. CHANGES TO AIRPORT of leaded avgas is not currently being Tangible success is being demon- OPERATIONS AND PRACTICES produced. FAA should research quickly strated by aircraft engine makers creating To ensure that pilots, aircraft owners, implementable public policy options to high-performance gasoline engines that airport managers and personnel, and motivate refiners to produce 100VLL and can run on existing grades of unleaded aircraft technicians understand the hazards encourage airports to supply it. avgas. In addition, innovations in lead-free created by leaded avgas, the committee A large portion of the current pis- propulsion technologies (such as diesel, suggested that FAA partner with prom- ton-engine fleet could use lower-octane electric, and gas turbine) show increas- inent GA organizations to initiate an unleaded avgas, including an existing ing potential for GA aircraft. Considering ongoing campaign for education, training, grade known as “UL94.” If all of these eligi- these developments, a clear goal should and awareness of aviation lead exposure ble aircraft were to use this fuel, aviation be established that, after a certain point, all newly certified and newly produced gasoline-powered aircraft can operate with at least one unleaded fuel. Congressional What Are Piston-Engine Aircraft Used For? action to establish the goal and time- frames would be desirable.

According to the FAA, in 2019 the U.S. piston-engine fleet logged more than FEDERALLY COORDINATED 15 million hours of flying. Single-engine and multiengine airplanes accounted EFFORT for the vast majority of these flight hours—96 percent—with the rest of the Success in designing and implementing flying time conducted by rotary-wing aircraft. a multipathway lead mitigation strategy will require continued coordination by Pilot training and personal and recreational flights (approximately 40 percent federal agencies having relevant respon- each) were the most common uses of the piston-engine fleet in 2019. About sibilities and authorities, such as the U.S. 10 percent of the flights were business and for-hire transportation, and 4 Environmental Protection Agency and the percent were for aerial observation and agricultural purposes. Occupational Safety and Health Admin- istration. It will also require an ongoing Source: FAA commitment to research, data collection, and analysis.

52 ‹ TR NEWS May–June 2021 ›

DIVERSITY EQUITY Further Reading in INCLUSION Diversity, Equity, and Inclusion

any recent and upcoming TRB re- PODCASTS Transportation, www.trb.org/Publications/ Mports, events, and projects tackle the Transportation Explorers Blurbs/181036.aspx issues of diversity, equity, and inclusion in “Anthony Foxx and Equity” Transportation Research Circular E-C268: transportation. Listed here is a sampling of https://www.nap.edu/trb/podcasts/ Insights, Inclusion, and Impact—Framing the this research, along with links to find out Future for Women in Transportation, www. more, if applicable. CONSENSUS trb.org/Publications/Blurbs/181597.aspx AND ADVISORY BLOG POSTS STUDIES FREE RECORDED WEBINARS “Finding, Keeping, and Advancing Women COVID-19 Addendum “Improving Transportation Safety in in the Transportation Workforce,” https:// to Critical Issues Tribal Communities: A Guide for Effective www.nationalacademies.org/trb/blog/ in Transportation, Tribal Crash Reporting,” www.trb.org/ women-in-transportation www.trb.org/Main/ Blurbs/181670.aspx ElectronicSessions/Blurbs/174913.aspx “Building Socioeconomic Equity “Evaluating Goals Under the Through Transportation Research,” Racial Equity Addendum to Critical Issues in Disadvantaged Business Enterprise www.nationalacademies.org/trb/blog/ Transportation (upcoming) Program,” www.trb.org/ building-socioeconomic-equity-through- Study on the Feasibility of In-Cabin ElectronicSessions/Blurbs/180343.aspx transportation-research Wheelchair Restraint Systems (upcoming) “Making Travel More Equitable for TRANSPORTATION RESEARCH People With Disabilities,” www. E-CIRCULARS RECORD nationalacademies.org/trb/blog/making- AND A special collection of articles by TRB travel-more-equitable-disabilities CONFERENCE Minority Student Fellows can be found PROCEEDINGS at https://journals.sagepub.com/topic/ “Steps for Transportation Workforce Conference collections-trr/trr-1-special_collection_ Diversity Outlined in TRB’s Research,” Proceedings 56: publications/trr. www.nationalacademies.org/trb/blog/ Socioeconomic steps-for-transportation-workforce- Impacts of Automated Two special collections of articles, on diversity-outlined-in-trb-research and Connected equity and on COVID-19, will be available Vehicles, www.trb.org/Publications/ at https://journals.sagepub.com/home/trr Blurbs/178576.aspx in late 2021. Transportation Research Circular E-C262: UPCOMING CONFERENCES TRANSED 2018, the International Conference on Mobility and Transport for Older Adults September 2021 and People with Disabilities, www.trb.org/ Publications/Blurbs/180616.aspx Transportation Research Circular E-C264: Conference on Health and Active

TR NEWS May–June 2021 › 53 TRB HIGHLIGHTS

Conference on Advancing Transportation NATIONAL COOPERATIVE TCRP Synthesis 135: ADA Paratransit Equity. Hosted by the Standing Committee HIGHWAY RESEARCH PROGRAM Service Models, www.trb.org/Publications/ on Equity in Transportation. For more (NCHRP) Blurbs/177487.aspx information, visit www.trb.org/Calendar/ NCHRP Research Report 860: Assessing TCRP Synthesis 147: Attracting, Retaining, Blurbs/181501.aspx. the Environmental Justice Effects of Toll Implementation or Rate Changes— and Advancing Women in Transit, www.trb. Late 2021 or early 2022 Guidebook and Toolbox, www.trb.org/ org/Publications/Blurbs/180392.aspx Critical Issues in the Airport Industry: Publications/Blurbs/177062.aspx Workshop #9, Issues on Systemic Racism. UPCOMING COOPERATIVE NCHRP Research Report 913: Compendium Part of the Airport Cooperative Research RESEARCH PROGRAMS of Successful Practices, Strategies, and REPORTS Program’s Insight Series. For more Resources in the U.S. DOT Disadvantaged ACRP information, visit www.trb.org/ACRP/ Business Enterprise Program, www.trb.org/ Assessing Airport Programs for Travelers with ACRP-Insight-Events.aspx. Publications/Blurbs/179430.aspx Disabilities and Older Adults NCHRP Research NCHRP Cooperative Research Report 932: A Access to Jobs, Economic Opportunities, Programs Research Roadmap for and Education in Rural Areas NCHRP: Transportation and Attracting, Retaining, and Developing the AIRPORT COOPERATIVE Public Health, www. Transportation Workforce: Transportation RESEARCH PROGRAM (ACRP) trb.org/Publications/ Planners ACRP Research Report 201: Airport Blurbs/179959.aspx Rural Transportation Issues: Research Emergency Communications for People Roadmap with Disabilities and Others with Access NCHRP Web-Only and Functional Needs, www.trb.org/ Document 281: State DOT Contributions to the Study, Publications/Blurbs/179335.aspx Integrating Tribal Expertise into Processes Investigation, and Interdiction of Human to Identify, Evaluate, and Record Cultural Trafficking ACRP Research Report 210: Innovative Resources, www.trb.org/Publications/ Solutions to Facilitate Accessibility for Airport Blurbs/180505.aspx TCRP Travelers with Disabilities, www.trb.org/ Addressing Disproportionate Share of Health, Publications/Blurbs/180345.aspx NCHRP Synthesis 543: Transportation Economic, and Transportation Impacts for Workforce Planning and Development Lower-Income Households and Communities ACRP Research Report 217: Guidance for Strategies, www.trb.org/Publications/ of Color Diversity in Airport Business Contracting Blurbs/179878.aspx and Workforce Programs, www.trb.org/ Homelessness: A Guide for Public Publications/Blurbs/181066.aspx TRANSIT Transportation COOPERATIVE ACRP Synthesis 90: Impact of Transformational Technologies on RESEARCH Underserved Populations Incorporating ADA PROGRAM and Functional Needs (TCRP) Maintaining Transportation Services for in Emergency TCRP Research People with Disabilities, Paratransit, and Exercises, www.trb. Report 203: Dialysis Other Service Needs During a Pandemic org/Publications/ Transportation: Measuring and Managing Fare Evasion Blurbs/177917.aspx The Intersection of Racial Equity, Black America, and Public ACRP Synthesis 101: Transportation and Transportation Communication Healthcare, www.trb.org/Publications/ Strategies for Airport Passenger Access Blurbs/178786.aspx Resource Guide for Improving Diversity and Mobility, www.trb.org/Publications/ TCRP Research Report 214: Equity Analysis in and Inclusion Programs for the Public Blurbs/179954.aspx Regional Transportation Planning Processes Transportation Industry • Volume 1: Guide, www.trb.org/ Tactile Wayfinding in Transportation Settings Publications/Blurbs/180936.aspx for Travelers Who Are Blind or Visually • Volume 2: Research Overview, www.trb. Impaired org/Publications/Blurbs/181021.aspx TCRP Synthesis 133: Administration of ADA Paratransit Eligibility Appeal Programs, www. trb.org/Publications/Blurbs/177398.aspx

54 ‹ TR NEWS May–June 2021 › IN MEMORIAM COOPERATIVE RESEARCH PROGRAMS Martin Wachs 1941–2021 New Slate of Research artin Wachs, Distinguished Professor M Emeritus and founder of the Uni- versity of California, Los Angeles (UCLA), Institute of Transportation Studies, died in April. He was 79. Along with his status as a preeminent figure in transportation planning, Wachs was a caring and generous teacher and mentor to generations of planners and engineers. A champion of equity in transportation and urban planning, Wachs was one of the first scholars to address transportation’s relationship to social equity, Photo: Lori Sundstrom environmental Acting Chair Dale Peabody, Maine DOT, guides a meeting of the American Association quality, and of State Highway and Transportation Officials (AASHTO) Special Committee on Research community & Innovation (R&I), the oversight body of the National Cooperative Highway Research values. Program. Peabody and other R&I members selected approximately $30 million worth of critical transportation research projects to kick off later in 2021. After joining the UCLA urban planning faculty in 1971, Wachs served as department chair for three terms. He won many teaching and graduate advising awards over the years from UCLA and from the PROPOSED AASHTO GUIDELINE Evaluation and the AASHTO LRFD Bridge University of California, Berkeley, where he FOR LOAD RATING OF Design Specifications, if necessary; and also taught. SEGMENTAL BRIDGES develop detailed rating examples with Wachs served on the TRB Executive First built in the United States in the supporting training materials to demon- Committee from 1995 to 2004 and as chair 1970s, segmental bridges are construct- strate the proposed guideline and revisions in 2000. He attended more than 55 TRB ed in short sections or segments that are to AASHTO specifications. Annual Meetings during the course of his either precast or cast-in-place concrete. For more information, contact Waseem career, and at the 2010 Annual Meeting, The design and construction of the earliest Dekelbab, 202-334-1409 or wdekelbab@ delivered the Thomas B. Deen Distinguished of these bridges differ significantly from nas.edu. Lecture on “Transportation Policy, Poverty, current AASHTO load and resistance factor and Sustainability: History and Future.” design (LRFD), load factor rating (LFR), Wachs’ research on the mobility needs GUIDELINES FOR THE DESIGN and load and resistance factor rating OF PRESTRESSED CONCRETE of older adults won the TRB Pyke Johnson (LRFR) methodologies. A load rating BRIDGE GIRDERS USING FRP Award for Outstanding Paper in Trans- guideline is needed to accurately deter- AUXILIARY REINFORCEMENT portation Planning in 1976. He won the mine the load rating capacity of segmental State departments of transportation award again in 2019. He wrote more than bridges to ensure safety and mobility. (DOTs) have been investigating alterna- 160 articles and five books—as well as Auburn University has received a tive reinforcement materials such as fiber several TR News articles—on topics from $300,000, 30-month contract [National reinforced polymers (FRPs) to extend the transportation systems to land use and air Cooperative Highway Research Program service life of highway structures, especial- quality in transportation planning. (NCHRP) Project 12-123, FY 2021] to ly in aggressively corrosive environments. develop a proposed AASHTO guideline for Current AASHTO FRP guide specifications load rating of segmental bridges; propose do not address the design of FRP auxil- revisions to the AASHTO Manual for Bridge iary (non-prestressed) reinforcement in

TR NEWS May–June 2021 › 55 TRB HIGHLIGHTS

Workers monitor the assembly of a segmental bridge on the High Five—the intersection of I-635 and US-75—in Dallas, Texas. An NCHRP project is underway to develop a proposed AASHTO guideline for load rating of segmental bridges.

Photo: Federal Highway Administration prestressed concrete girders, however. The owners. By using UAS, agencies can assess behavior and the mechanical properties the bridge superstructure and substructure DYNAMIC CURBSIDE of FRP reinforcement (including carbon, without closing traffic lanes or exposing MANAGEMENT: KEEPING PACE WITH NEW AND EMERGING glass, and basalt FRP reinforcement) inspectors to traffic. For bridges suspend- MOBILITY AND TECHNOLOGY IN are different from the traditional steel ed over rivers or other water bodies, UAS THE PUBLIC RIGHT OF WAY reinforcement, which is the basis of the can collect data underneath or along The transportation ecosystem is evolving, current design specifications. the fascia without closing traffic lanes to with a rapidly increasing array of new mo- Researchers at the University of Hous- use a snooper truck or similar system for bility and delivery options offered by public ton have received a $540,000, 36-month inspecting hard-to-access bridge elements. and private entities. This creates increased contract (NCHRP Project 12-121, FY 2021) However, research has not yet focused on demand for space at the curb where to propose modifications to the AASHTO the ability of UAS technologies to support passengers are picked up and dropped FRP guide specifications for the design collection of element-level bridge inspec- off, shared and private vehicles are stored, of prestressed concrete girders using FRP tion data in accordance with the AASHTO freight and parcels are loaded or delivered, auxiliary reinforcement and to develop Manual for Bridge Element Inspection meth- and users transfer between travel modes. guidelines for the design of these girders. odology and format. Guidelines are More and more, jurisdictions are seeking For more information, contact Waseem needed to help state departments of trans- to better manage curbside activity using Dekelbab, 202-334-1409 or wdekelbab@ portation (DOTs) select the appropriate dynamic curbside management. These nas.edu. UAS technologies for element-level bridge management strategies largely have been inspection. the purview of cities, but state DOTs and Michael Baker International has PROPOSED AASHTO GUIDELINES other regional agencies can be important received a $340,000, 30-month contract FOR APPLICATIONS OF partners because, in many cases, roadways UNMANNED AERIAL SYSTEMS (NCHRP Project 12-122, FY 2021) to and other curb zone elements are part of TECHNOLOGIES FOR ELEMENT- develop proposed AASHTO guidelines to the regional or state network. LEVEL BRIDGE INSPECTION assist state DOTs with using UAS technol- Fehr & Peers has received a $299,896 Over the past 10 years, interest in and ogies for inspection and assessment of contract [NCHRP Project 20-102(26), FY use of unmanned aerial systems (UAS) to bridge element conditions. 2020] to develop a guidebook for state, supplement highway bridge inspections For more information, contact Waseem regional, and local transportation agen- has increased considerably among trans- Dekelbab, 202-334-1409 or wdekelbab@ cies on developing and implementing a portation agencies and their private-sector nas.edu. dynamic curbside management program. partners. This is of particular interest in For more information, contact Ann performing safety inspections of bridge el- Hartell, 202-334-2369 or [email protected]. ements that are typically costly for bridge

56 ‹ TR NEWS May–June 2021 NEWS BRIEFS

› In the future, North North Carolina Department of Carolina’s transportation system will include Transportation Kicks Off Updated alternative fuels, connected Long-Range Plan vehicles, and multimodal systems that also will consist of self-driving cars. After two years, input from 30,000 survey participants, and outreach to more than three million people via community events, stakeholder meetings, social media interactions, and presenta- Photo: PxHere tions, North Carolina Department of Transportation has launched its updated long-range plan: NC Moves 2050. 3. Ensure safety and security. The plan—deliberately focused on engaging North Carolin- 4. Support a strong economy. ians in transportation-related decisions—provides a blueprint for developing a more responsive, diverse, and inclusive transpor- 5. Maintain a high-quality system. tation system that will keep people and products moving safely NC Moves 2050 includes an interactive online tool that anyone and efficiently throughout the state. can access to explore the plan processes, survey results, and the The plan’s main objectives are steps North Carolina must take to prepare for the decades ahead. 1. Provide transportation access for all. To explore the plan online, visit https://www.ncdot.gov/initiatives- 2. Improve transportation through technology. policies/Transportation/nc-2050-plan/Pages/default.aspx.

INTERNATIONAL • Broken and buckled pavement that result from tree roots, For People with Disabilities, Mobility • Trash cans that block the Goes Beyond Infrastructure sidewalks, and • Fear that such A recent UK study looks at more than the availability of typical obstructions will cause accessibility measures—such as sidewalk ramps and broad ele- the wheelchair to flip over vators—for people with disabilities. Mobility Justice and Transport into the street and result Inclusivity is a guidance document that is part of the Healthy in serious injury. Streets Everyday Project, a Mayor of London Air Quality Fund initiative that commits to delivering healthy streets throughout Another participant lessens Photo: PxHere the capital city—with pedestrians as the priority. her anxiety by using an A recent UK study reveals that The report includes facts such as the following: online journey planning app uncertainties about obstacles disrupting their journey—or resulting • Only 80 of the 270 London Underground stations provide that tells her whether a build- in injury—are cause for anxiety some form of step-free access, and ing is accessible. among people with disabilities. Although strangers are • In 2017, 65 percent of people with disabilities used public willing to help, participant Katouche Goll, a 23-year-old mobility transport at least once a week. scooter user with cerebral palsy, examines how she feels about such However, a key component of the report are interviews of five assistance. “I am reliant on other people,” she says, “not because I Londoners with mobility impairments, who provide their per- need their help but because I am disempowered by how everything spectives on the emotional and psychological challenges they is structured. Immediately, you are putting so much of your personal experience while navigating the city. space and belongings in the possession of other people. It’s a very All of the interviewees agreed that they experience a degree infantilizing experience.” of anxiety when they anticipate using public transport or spaces. Jo Becker, a former Transport of London employee with a One participant expressed frustration over the logistics of riding a recently acquired mobility impairment, concludes: “If you get train, such as the time it takes to plan the journey, the long tele- it right for disabled people, you get it right for the parents with phone conversations to book a wheelchair ramp, arriving well in buggies. You get it right for people with luggage. You get it right advance of the train departure, and hoping that the right people for anyone with a broken leg, or an injury, or anyone who is older will be there to assist. or may be feeling confused.” Other concerns expressed include the following: To read the report, go to Mobility-Justice-and-Transport-Inclusivity- • Inability to board a bus that is full of baby strollers in the aisle, Healthy-Streets-Everyday-CRP-FINAL.pdf (crossriverpartnership.org).

TR NEWS May–June 2021 › 57 › BOOKSHELF

Mobility on Demand in the Los Mobility Lessons Learned: A Angeles Region: Evaluation of the Summary of the MOD Pilots in Use and Performance of the MOD the Los Angeles and Puget Sound Pilot Regions This report looks at the Los Angeles This report summarizes the final analy- mobility on demand (MOD) pilot proj- sis conducted by research teams in each ect on two broad levels. First, was the region. It is framed around the funda- MOD structured to offer a good test of mental questions of the pilot: How did whether ride-hailing expands access to the MOD services work? Whom did they transit? Second, is there evidence that MOD improved access serve? Where did this service primarily take place? for low-income populations and those who do not use banks? To download a free copy, visit enotrans.org. To download a free copy, visit enotrans.org.

Mobility on Demand in the Puget Evaluating Environment in Sound Region: Evaluation of the International Development, 2nd Use and Performance of the MOD edition Pilot Juha I. Uitto, Editor. Routledge, 2021, This report concentrates on the actual 346 pp., $44.95, 978-0-367-557-119. ridership impacts of the Link light rail This book provides novel and in-depth service: how many people used it, perspectives on evaluating environment whether they represented all segments and sustainability issues in developing of the population living in the study area, countries. This new edition reflects on and whether the availability of the service for first-mile/last-mile the United Nations’ 2030 Agenda for trip-making changed their use of Link. Sustainable Development and Sus- To download a free copy, visit enotrans.org. tainable Development Goals and considers how they have influenced efforts in a wide range of countries and what the implications are for evaluation. The titles in this section are not TRB publications. To order, contact the publisher listed.

TRB PUBLICATIONS

Guide for 2021; 220 pp; TRB affiliates, $72; nonaf- 2020; 64 pp; TRB affiliates, $47.25; Pedestrian and filiates, $96. Subscriber categories: design, nonaffiliates, $63. Subscriber categories: Bicyclist Safety at pedestrians and bicyclists, safety and human administration and management, finance. Alternative and factors. Other Performance-Based Management of Intersections and Improving Mid-Term, Intermediate, Traffic Signals Interchanges and Long-Range Cost Forecasting: NCHRP Research Report 954 NCHRP Research Guidebook for State Transportation This report provides information to help Report 948 Agencies agencies invest in signal performance mea- This report provides specific guidance NCHRP Research Report 953 sures as part of a comprehensive approach for four common alternative intersections This report presents a cost forecasting to performance-based management. and interchanges: diverging diamond method for use by state transportation 2020; 212 pp; TRB affiliates, $71.25; interchange, restricted crossing U-turn, agencies that better accounts for cost vari- nonaffiliates, $95. Subscriber category: oper- median U-turn, and displaced left turn. ability and economic volatility over time. ations and traffic management.

58 ‹ TR NEWS May–June 2021 BOOKSHELF ›

Guide for Quantitative Approaches practitioners plan, design, and implement 2020; 72 pp. Subscriber categories: public to Systemic Safety Analysis terminal restroom and other ancillary transportation, maintenance and preserva- NCHRP Research Report 955 amenity projects. tion, passenger transportation. This report provides guidance to state 2021; 120 pp; TRB affiliates, $59.25; departments of transportation and other nonaffiliates, $79. Subscriber categories: Characteristics transportation agencies on how to apply a aviation, design, terminals and facilities. and Elements of systemic safety management approach for Nonpunitive identifying safety improvement projects. Airport Collaborative Decision Employee Safety 2020; 108 pp; TRB affiliates, $58.50; Making (ACDM) to Manage Adverse Reporting Systems nonaffiliates, $78. Subscriber categories: Conditions for Public highways, safety and human factors. ACRP Research Report 229 Transportation This report proposes a step-by-step TCRP Research Airport Workforce approach to achieve ACDM implemen- Report 218 Programs tation—supported by templates and a This report compiles the best practic- Supporting workbook—to involve stakeholders, define es used in nonpunitive employee safety Employee Well- common goals and objectives, appoint reporting systems at transit agencies. The Being leadership for the initiative, tailor a vision importance of safety cannot be overstated ACRP Synthesis 113 that serves local needs, and develop a and requires continued shifts in the ap- This synthesis roadmap of successful projects that deliver proach to safety management within the details the most practical improvements. public transportation industry. commonly used 2021; 64 pp; TRB affiliates, $48; nonaf- 2020; 276 pp; TRB affiliates, $79.50; well-being program offerings at airports. filiates, $64. Subscriber categories: aviation, nonaffiliates, $106. Subscriber categories: Benefits of these programs to airports in- operations and traffic management, safety public transportation, safety and human clude reduced health care costs, improved and human factors. factors. productivity, decreased absenteeism, improved employee recruitment and Maintenance Transportation retention, and camaraderie and teamwork Planning for Rail Research Record among employees. Asset 2675 2020; 72 pp; TRB affiliates, $50.25; non- Management— Issue 1 affiliates, $67. Subscriber category: aviation. Current Practices This volume TCRP Synthesis 151 features a qualitative Understanding This synthesis pres- investigation of the Impacts to ents the results of a influential factors Airports from survey and analysis of behind unsafe truck- Temporary Flight the response data in an effort to synthesize ing behavior in India. Also examined are Restrictions current practices. comparative case studies of parking re- ACRP Research duction at transit-oriented developments Report 224 in the United States, and the effects of ex- This report iden- posure conditions and internal curing on tifies financial and SAGE is the publisher of the Trans- the potential development of pore water other ramifications of temporary flight portation Research Record: Journal in cement-based materials. restrictions on airports and aviation-related 2021; 364 pp. For more information, visit of the Transportation Research businesses. http://journals.sagepub.com/home/trr. 2020; 76 pp; TRB affiliates, $52.50; nonaf- Board (TRR) series. To search for filiates, $70. Subscriber category: aviation. TRR articles, visit http://journals. sagepub.com/home/trr. To sub- Planning and Design of Airport scribe to the TRR, visit https:// To order the TRB titles described Terminal Restrooms and Ancillary us.sagepub.com/en-us/nam/ in Bookshelf, visit the TRB Spaces transportation-research-record/ online bookstore, www.TRB. ACRP Research Report 226 org/bookstore, or contact the journal203503#subscribe. This report provides a thoughtful step- Business Office at 202-334-3213. by-step process to help airport industry

TR NEWS May–June 2021 › 59 › CALENDAR MEETINGS, WEBINARS, and Mobility Options and Online Environmental Health—A For more information, contact AND WORKSHOPS Workshop Sarah Harper, TRB, 202-334-3353, Online [email protected]. For more information, contact 21 LTIP Bridges Committee Sarah Harper, TRB, 202-334-3353, July Meeting [email protected]. 12–14 International Symposium on Online Frontiers of Road and Airport 16 FHWA Long Term Infrastructure For more information, contact Engineering* Performance (LTIP) Pavements Michael Covington at 202-334- Online Committee Meeting 2265 or [email protected]. Online For more information, contact 26 TRB Webinar: Guidance for For more information, contact Nelson Gibson, TRB, 202-334- Setting Speed Limits Michael Covington at 202-334- 2953, [email protected]. Online 2265 or [email protected]. 12–15 2021 Automated Road For more information, contact Transportation Symposium 20 TRB Webinar: Are We All in Elaine Ferrell, TRB, 202-334-2399, Online the Same Boat? Involving [email protected]. Communities in Coastal For more information, contact 27 LTIP Committee Meeting Resilience Richard Cunard, TRB, 202-334- Online Online 2963, [email protected]. For more information, contact For more information, contact Michael Covington at 202-334- 12–21 Joint Committee Meeting: TRB Elaine Ferrell, TRB, 202-334-2399, 2265 or [email protected]. Roadside Safety Design and [email protected]. AASHTO Technical Committee 27–28 Geospatial Data Acquisition 21 How We Move Matters: on Roadside Safety Technologies in Design Exploring the Connections Online and Construction Summer Between New Transportation For more information, contact Committee Meeting and Mobility Options and Nelson Gibson, TRB, 202-334- Online Environmental Health—A 2953, [email protected]. For more information, contact Workshop 13 How We Move Matters: Nancy Whiting, TRB, 202-334- Exploring the Connections 2956, [email protected]. Between New Transportation and Mobility Options and Please contact TRB for up-to-date *TRB is cosponsor of the meeting. Environmental Health—A Workshop information on meeting cancellations Online or postponements. For Technical For more information, contact Activities meetings, please visit Sarah Harper, TRB, 202-334-3353, www.TRB.org/calendar or e-mail To subscribe to the TRB E-Newsletter [email protected]. [email protected]. For informa- and keep up to date on upcoming 16 How We Move Matters: tion on all other events or deadlines, activities, go to www.trb.org/ Exploring the Connections inquire with the listed contact. Publications/PubsTRBENewsletter.aspx Between New Transportation and click on “Subscribe.”

MEMBERS ON THE MOVE

Howard Ressel, a project design engineer at the New York State Reggie Gillum, customer service and marketing associate at the Department of Transportation, retired at the end of April 2021. He Transportation Research Board, retired on May 28, 2021, after 33 most recently served as panel chair of NCHRP Project 22–37. years.

60 ‹ TR NEWS May–June 2021 INFORMATION FOR CONTRIBUTORS TO TR NEWS

TR News welcomes the submission of articles for possible publication in the categories listed below. All articles submitted are subject to review by the Editorial Board and other reviewers to determine suitability for TR News; authors will be advised of acceptance of articles with or without revision. All articles accepted for publication are subject to editing for conciseness and appropriate language and style. Authors review and approve the edited version of the article before publication. All authors are asked to review our policy to prevent discrimination, harassment, and bullying behavior, available at https://www.nationalacademies.org/about/institutional-policies-and-procedures/policy-of-harrassment.

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FEATURES are timely articles of interest to transportation RESEARCH PAYS OFF highlights research projects, studies, professionals, including administrators, planners, researchers, demonstrations, and improved methods or processes that and practitioners in government, academia, and industry. provide innovative, cost-effective solutions to important Articles are encouraged on innovations and state-of-the-art transportation-related problems in all modes. Research Pays practices pertaining to transportation research and devel- Off articles should describe cases in which the application opment in all modes (highways and bridges, public transit, of project findings has resulted in benefits to transportation aviation, rail, marine, and others, such as pipelines, bicycles, agencies or to the public, or in which substantial benefits pedestrians, etc.) and in all subject areas (planning and are expected. Articles (approximately 750 to 1,000 words) administration, design, materials and construction, facility should delineate the problem, research, and benefits, and be maintenance, traffic control, safety, security, logistics, geolo- accompanied by the logo of the agency or organization sub- gy, law, environmental concerns, energy, technology, etc.). mitting the article, as well as one or two photos or graphics. Manuscripts should be no longer than 3,000 words. Authors Research Pays Off topics must be approved by the RPO Task also should provide tables and graphics with corresponding Force; to submit a topic for consideration, contact Nancy captions (see Submission Requirements). Prospective authors Whiting at 202-334-2956 or [email protected]. are encouraged to submit a summary or outline of a proposed article for preliminary review. OTHER CONTENT MINIFEATURES are concise feature articles, typically 1,500 words in length. These can accompany feature articles as a TRB HIGHLIGHTS are short (500- to 750-word) articles about supporting or related topic or can address a standalone topic. TRB-specific news, initiatives, deliverables, or projects. Cooper- SIDEBARS generally are embedded in a feature or minifea- ative Research Programs project announcements and write-ups ture article, going into additional detail on a topic addressed are welcomed, as are news from other divisions of the National in the main article or highlighting important additional Academies of Sciences, Engineering, and Medicine. information related to that article. Sidebars are usually up to BOOKSHELF announces publications in the transportation 750 words in length. field. Abstracts (100 to 200 words) should include title, POINT OF VIEW is an occasional series of authored opinions author, publisher, address at which publication may be ob- on current transportation issues. Articles (1,000 to 2,000 tained, number of pages, price, Web link, and DOI or ISBN. words) may be submitted with appropriate, high-quality Publishers are invited to submit copies of new publications graphics, and are subject to review and editing. for announcement (see contact information below).

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