Title VI Program MDOT, as a recipient of federal financial assistance, is required to comply with Title VI of the Civil Rights Act of 1964 and other federal nondiscrimination laws and authorities. The MDTA, as an authority under MDOT, is required to comply with Title VI and cannot, on the basis of race, color, or national origin, either directly or indirectly: ③ Deny program services, aids, or benefits. ③ Provide a different service, aid, or benefit, or provide them in a manner differently from how they are provided to others. ③ Segregate or separately treat individuals in any matter related to the receipt of any services, aid, or benefit. The MDTA is one of several transportation agencies that comprise MDOT and receives financial assistance from federal and state agencies. In accordance with federal law, any entity or organization that receives federal financial assistance is deemed a recipient and is therefore required to comply with the non-discrimination requirements established under Title VI of the Civil Rights Act of 1964, and its supporting regulations, Executive Orders, and authorities. These laws and regulations require recipients to ensure non- discrimination in any programs, services, and activities that they conduct and/or support.
ADA Program In addition to Title VII, the ADA and the ADAAA, under Title I, require employers with 15 or more employees to provide qualified individuals with disabilities with an equal chance to benefit from the full range of employment-related opportunities. ADA prohibits discrimination in recruitment, hiring, promotions, training, pay, social activities, and other terms and conditions of employment. It limits the questions an employer can ask an applicant about their disability before making a job offer. It requires employers to make reasonable accommodations for the known physical or mental limitations of qualified individuals with disabilities, unless doing so would result in undue hardship. Religious entities with 15 or more employees must comply with Title I.
Title VII Federal Statutes Title VII of the Civil Rights Act of 1964 , as amended, prohibits discrimination in employment based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), and national origin; and prohibits retaliation. Genetic Information Nondiscrimination Act of 2008 (GINA) makes it unlawful to discriminate based on genetic information, including information about an individual’s genetic tests, genetic tests of a family member, and family medical history. Title I of the Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act of 2008 (ADAAA), prohibits discrimination in employment based upon a disability and requires employers to provide reasonable accommodations. The Age Discrimination in Employment Act (ADEA) makes it unlawful to discriminate against an applicant or employee because of age, if over 40 years of age. The Equal Pay Act of 1963 requires that employees receive the same pay for the same work regardless of the employee’s gender. The Pregnancy Discrimination Act of 1978 prohibits discrimination based on pregnancy, childbirth, or related medical conditions; it protects women affected by pregnancy, childbirth, or related medical conditions. The Pregnant Workers Fairness Act of 2023 requires employers to provide reasonable accommodation to a worker’s known limitations related to pregnancy, childbirth, or related medical condition unless it would cause undue hardship. Title VII Program Activities In 2025, the Title VII Program Team conducted 23 Sexual Harassment in the Workplaces Trainings and 13 EEO Trainings. Additionally, the Team reviewed approximately 125 equity-related employment transactions.
understanding their duties and responsibilities for compliance with Title VI and related non- discrimination statutory regulations and executive orders. The MDTA’s Title VI Program Plan has been revised for FY 2025 – FY 2027 and is awaiting approval. Until the plan is approved, the conditions and intent of the plan remain applicable. Title VII Program The MDTA values an inclusive workforce that reflects the communities we serve and is committed to a workplace free from discrimination, harassment, and retaliation. Every MDTA employee has the right to work in an environment free of discrimination and harassment. In strict compliance with federal and State laws, any form of harassment, including sexual harassment, will not be tolerated. MDTA seeks to promote employee engagement, education, teamwork, professionalism, and respect. The agency provides sexual harassment prevention, EEO, civil rights, accessibility, and other workplace training to ensure that managers, supervisors, and employees understand their legal obligations, workplace responsibilities, rights, and protections. The Division of Civil Rights & Fair Practices’ Title VII Program administers MDTA’s EEO, Title VII, ADA reasonable accommodation, and related workplace civil rights functions. The Program works to ensure compliance with applicable federal and State requirements, identify and address unlawful barriers to equal employment opportunity, provide education and guidance, and support a professional, accessible, and respectful workplace. The MDTA maintains a strong Equal Employment Opportunity Program and upholds the Governor of Maryland’s policy of zero tolerance for any unfair employment practices, as required under Executive Order 01.01.2017.16, Code of Fair Employment Practices. All personnel actions concerning any employee or applicant for employment will be made on the basis of merit and fitness.
Businesses must provide reasonable accommodations to protect the rights of individuals with disabilities in all aspects of employment. Possible changes may include restructuring jobs, reconfiguring workstations, or modifying equipment. Employment aspects include the job application process, hiring, wages, benefits, and all other aspects of employment. Medical examinations are highly regulated. The Maryland Transportation Authority is committed to providing equal employment opportunities and access for qualified individuals with disabilities. In accordance with the ADA and Section 504 of the Rehabilitation Act of 1973, MDTA will provide reasonable accommodations to qualified employees and applicants with a disability unless doing so would cause undue hardship on the agency. A person in a wheelchair descends an accessibility ramp. Stock photo.
Components of Title VI Program: ③ Americans with Disabilities Act (ADA) ③ Environmental Justice (EJ) ③ Limited English Proficiency (LEP) ③ Affirmative Action Program (AAP)
To meet compliance requirements and to ensure its eligibility to receive future allocations of federal financial assistance, the MDTA developed a 2023 Title VI Civil Rights Program Plan, referred to as the “Plan.” The Plan is intended to be a living document that serves as a technical resource and tool to assist MDTA personnel, subrecipients, contractors, consultants, and other interested entities in
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Governance, Risk, and Impact Report
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Governance, Risk, and Impact Report
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