DIVERSITY, EQUITY, AND INCLUSION The MDTA’s commitment to diversity, equity and inclusion (DEI) is central to its mission as a government agency to ensure that each member of the community has every opportunity to thrive. The MDTA values the people who comprise and strengthen the community and requires that all employees and customers are treated with dignity and respect and are not discriminated against. Grounded in the agency’s values and organizational culture, the MDTA is steadfast in its commitment to cultivating a workforce that delivers safe, sustainable, intelligent, exceptional, and inclusive transportation solutions for its customers. As an agency of the State of Maryland, the MDTA must be a model for respecting the dignity of each person and supporting a workforce that reflects the diversity of communities it serves and the State. The MDTA is responsible for creating an inclusive workplace free of discrimination, harassment, and retaliation, where integrity, equality, and teamwork thrive and where each employee knows they are welcomed and feel that they belong. Tangible and intangible benefits of a more diverse, inclusive, and equitable organization include increased productivity, innovation, and employee morale – critical elements in maintaining a thriving workplace and organization. Integrating diversity and inclusion into organizational practices is a vital component for the success of the MDTA. Research shows that organizations are better able to attract and retain employees – and, as a result, perform at higher levels – when they embrace diversity and inclusion. It is essential that the MDTA recruits, hires, and retains talented individuals; solves problems using the diverse backgrounds and unique perspectives of its employees and contractors; and makes decisions and plans that are socially responsible and contribute to the welfare of all the communities the MDTA serves. The MDTA affirms its commitment to ensuring all employees in the workplace embrace, celebrate, and fully integrate diversity, equity, and inclusion into business practices and organizational culture. Valuing individual uniqueness and talents will drive the MDTA toward greater success in serving Marylanders. Oversight of Diversity, Equity, and Inclusion In addition to complying fully with federal and State civil rights regulations, the MDTA is committed to promoting an inclusive workplace beyond compliance. The agency has established a DEI committee composed of employees across the organization, and the committee plays a crucial role in this effort. The DEI committee’s activities include: Assessing Benchmarks: The committee issues an agency- wide DEI survey to assess current workplace inclusion metrics. This serves as a benchmark for organizational improvement. Strategy Development: The committee works to identify strategies to enhance workplace diversity and inclusion. Best Practices Identification: The committee works to identify best practices for recruiting, retaining, and promoting staff in alignment with DEI goals. The MDTA seeks to standardize DEI practices across all MDOT modes and holds regular meetings with the diversity council composed of DEI leaders from across the MDOT.
Management of the MDTA’s Diversity, Equity, and Inclusion Program Currently, the MDTA is developing a strategic DEI plan that provides a roadmap for how the MDTA will execute the DEI program. A key part of this plan is to support the education of the MDTA’s stakeholders in understanding DEI, how it helps to share culture, and how it is not just the right thing to do, but also has a direct connection to increased engagement and productivity. The DEI program oversees the development of the MDTA’s DEI vision, strategy, and goals to help promote a work environment that values and embraces the different ethnicities, races, cultures, ages, abilities, sexual identities, and systems of belief that comprise the MDTA community – including all protected classes. This unit develops and implements quantitative goals, policies, training, tools, strategies, metrics, dashboards, best practices, outreach, and accountability structures aligned with the MDTA strategic plan. Additionally, the DEI program manager reviews departmental standard operating procedures, establishes regular status update meetings for senior staff, manages the employee DEI climate survey, and analyzes the survey data to determine critical equity or inclusion issues employees face. The DEI program manager partners cross-functionally and with executive leadership to realize the MDTA’s DEI strategy, builds actionable tools, and creates resources to ensure a work environment where all employees feel they belong and can do their best work. The DEI program manager plays a lead role in creating DEI training materials and leading DEI training efforts throughout the agency, partners with internal stakeholders to evaluate our DEI efforts, makes recommendations as needed, serves as the Chair of the MDTA’s DEI committee, and oversees the committee’s monthly meetings and subcommittees.
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